Promotion Strategy – Software Industry – Webtel

`TABLE OF CONTENTS S. NO. TOPIC Pg No. 1. Executive Summary 5-6 2. Brief History and Introduction 7-11 Of the company 3. Plan of Research 12-36 4. Research Methodology 37-44 5. Data collection & Data 45-57 Analysis 6. Conclusion 58 7. Suggestions 59 8. Bibliography 60 9. Annexure 61-63 EXECUTIVE SUMMARY The objective of the project was to find out the different sales promotional strategies in software industry. Software industry got the research carried out to find what the current trends are in the market and what the competitors’ playing. Also, market share of different player of the software industry was to be found and the recommendations to increase the market share for each individual player of software industry globally were to be given. The purpose of the study is to find out the market potential of different software player compared to other industry. Specifically, the research objectives are to: †¢ Gauge the consumer sentiment on the various sales promotional strategies provided by the various software industry players. †¢ Identify areas of improvement on the various services provided by the industry. Determine the type of promotional strategies needed by the consumers. †¢ Identify the important and attractive attributes in services to retain the existing consumers. †¢ Determine the type of selling parameters most popular with the consumer. †¢ Identify the important characteristics that make the software company attractive to buy their product. †¢ Gather and analyze the future asp irations of the customers with respect to the software. †¢ Rank and evaluate the relative importance the various players’ parameters associated with the software industry. For this purpose a primary research was conducted in the region of New Delhi and NCR regions. The target consumers were various educational institutes, CAs and accountants. The total field work was done for 15 days in which a total sample size of 100 consumers was covered. For the purpose of this research it was absolutely imperative for us to find out what the consumers want from their industry. It was also necessary to find out the consumer’s profile, i. e. his age, monthly income, occupation and sex. This required us to get a detailed questionnaire filled by the concerned person. All the analysis in the report is drawn out of these questionnaires. For carrying out the competitor analysis further help was taken from industry websites and journals. This research will provide software industry with information like the current market share of different players and also a detailed analysis of the services offered by other players and what are the most important criteria for selecting a particular software industry player. The software industry can also get data on prospective customers by designing its product offerings and marketing strategy in a way so as to attract more clients in the near future. BRIEF HISTORY& INTRODUCTION OF THE COMPANY WEBTEL ELECTROSOFT PVT. LTD is a company engaged in providing complete software and knowledge process outsourcing solutions and a host of other IT enabled services. Webtel Electrosoft Private Limited, a Company incorporated in the year 2000 is engaged in providing customized software solutions worldwide. In a short span of time, the company has been able to make a mark for itself by catering to the software needs of the professionals and corporates. The service edge of the Company lies in its accuracy, reliability, timeliness, confidentiality, cost effectiveness, continuity, and customer support and resource optimization. This has resulted in a satisfied customer base of over 15000 users for our software products. Our software packages have been widely appreciated and recommended by reputed Companies and CA firms. Mission and vision of the company is to achieve competitive advantage by rapidly delivering cost-effective, advanced, high-end technology enabled value-added business solutions and Dedicated towards Making IT a way of Life. Product of the company WEB-E-TDS – Complete TDS/TCS Management & E-Filing Software WEB-E-TAX – A Complete Software Solution for Preparation & Filing of ITR Forms 1, 2, 3, 4, 5, 6 & 8 DIGITAL SIGNATURE CERTIFICATES – Licensed LRA of MTNL TRUSTLINE WEB-E-SECURE – A Complete Software Solution for Data Security and Auto Back Up. WEB-D-VAT – A Complete Software Solution for D-VAT Management and E-Filing E-TDS |DISTINCTIVE FEATURES | | | |Generation of e-TDS Quarterly Returns through User Friendly |Preparation of Form 24Q, 26Q, 27Q, 27EQ & 27A for paper filing or own | |Software. |use. | |Automatic Generation of TDS certificates in Form 16, 12BA, 16AA & |Easy to fill familiar data entry module which assists error free data | |16A. punching. | |No need to create masters for Employees and Parties every Quarter. |Import of Masters from other softwares (subject to certain conditions). | |Import of   data from text/ fvu file generated from any software. |Automatic calculation of   Income Tax, TDS etc. | |Auto fill facility for data entry of breakup of monthly salary. |Automatic bifurcation of entries for which TDS deposited in 2 or more | | |installments. | |Duplication of Non-Salary Payments for repetitive entries. Facility to go to Next/ Previous Record to check and correct entries. | |Error Search & Automatic Validation as per NSDL File Validation |Online Quarterly. Return / Challan status | |Utility. | | |Excellent reports like Party wise and Section wise Monthly TDS |Generation of OLTAS Challan No. 281 and its party wise break-up. | |report. | | |Report of Defaults in TDS Deposit & Issue of Certificates. Export of various Reports to Excel for analysis. | |Online e-payment facility |Facility of Backup & Restoration of data. | |Facility for Live Updates | | E-TAX It is MANDATORY for ALL Cos. and Firms with Tax Audit to file IT Returns electronically |SALIENT FEATURES | | |[pic] | |Generation of Form 1, 2, 3, 4, 5, 6 & 8 in Manual & Electronic format. | | | |[pic] | |Paper Return of Income & FBT for all forms. | | |[pic] | |Computation of Income Tax. | | | |[pic] | |Computation of Quarter wise Fringe Benefit Tax (FBT). | | | |[pic] | |Calculation of Minimum Alternative Tax (MAT). | | |[pic] | |Calculation of Interest u/s 234A, 234B and 234C. | | | |[pic] | |Preparation of Schedule VI. Balance Sheet & Profit & Loss A/c. | | | |[pic] | |Printing of Challans for Income Tax & FBT. | | |[pic] | |One Time Creation of Masters. | | | |[pic] | |Reports of Returns Filed, Returns Pending, List of Assesses, Details of Assesses etc. | | |[pic] | |Facility to import Balance Sheet / Profit & Loss Account from Excel / Tally | | | | | | | |OPERATING UTILITIES | | | | |[pic] | |Upload Returns electronically as per prescribed format. | | | |[pic] | |Upload Single or Multiple returns. | | | |[pic] | |Backup & Restoration of Data. | | | |[pic] | |LIVE UPDATES. | | WEB-E-SECURE |SALIENT FEATURES | | | |[pic] | |Auto Backup of any file/folder/program in the same computer or on any other computer on LAN. | | | |[pic] | |Automatic Login to websites /E-Mail Accounts without the need to remember/enter user name/password. | | |[pic] | |Automatic backup of Excel, PowerPoint, PDF Files. | | | |[pic] | |Automatic Backup of data of different programs e. g. Web-e -TDS , Web-e-TAX, Tally & Busy etc. | | | |[pic] | |Facility to hide hard-disk drives for personal/confidential data. | | | |[pic] | |Secure login to avoid unauthorized access to computer. | | |[pic] | |Block particular Websites/Restrict Internet Access. | | | |[pic] | |Automatic logout after specified time to prevent misuse. | | | |[pic] | |Automatic Encryption of confidential/important files/folders to prevent misuse | | | WEB-D-VAT SALIENT FEATURES | | | |[pic] | |No need to go to Department’s website for Filling Return Online. | | | |[pic] | |Fill D VAT Return Offline. Submit Returns through Web-D-VAT Software. | | | |[pic] | |No need to enter Username and Password on Department’s website. | | |[pic] | |Facility to import data from Tally. | | | |[pic] | |Convenient, Fast and Timely Data entry for multiple clients in Web-D-VAT software | |even when internet or department website is not working. | | | |[pic] | |No need to create Client/Party M asters every time. | | |[pic] | |In-built checks to prevent data entry errors. | | | |[pic] | |Automatic generation of Monthly, Quarterly, Half-Yearly & Yearly returns, both electronic & manual. | | | |[pic] | |Automatic upload of VAT & Central Returns from software. | | | |[pic] | |Automatic generation of forms like DVAT-51, DVAT-55 etc. | | |[pic] | |Generation of Useful Reports like Received/ Pending C, D, E, F forms etc. | | | |[pic] | |Generation of Consolidated Sales & Tax Summary of various tax periods for comparison with accounts. | | | |[pic] | |Efficient and Effective Document Management System to replace manual records. | | |[pic] | |Facility for filing Revised Returns. | | | |[pic] | |Facility for TIN/Dealer Search. | | | |[pic] | |Facility of Backup/Restoration of Data. | | | |[pic] | |Facility of Live Updates. | | | FEW ESTEEMED CUSTOMERS OF THE COMPANY Dabur, Flex industries, Ernst and Young, CNBC-TV 18, Shehnaz, DMRC, Pawan Hans Helicopters, Amity International Business School, Tata Chemicals LTD, Nestle India Food Speciality, IFFCO Tokyo, MDLR Group, Koutons India, Liberty Shoes, Mothers Pride, HCL, Jagannath Institute of Management Sciences, FCI, Rich Look, Amtek Auto, IL&FS, Lumax Automotives LTD. PLAN OF THE RESEARCH INTRODUCTION Theoretical study is incomplete without the practical knowledge, now a day’s theory without practical is of no use. No doubt theory provides examines the elements of truth lying in the theory. To achieve this purpose, I have done a project on WEBTEL ELECTROSOFT PVT. LTD. DELHI During the project of 60 days, I have been trained to know how to find out 1. The changes in market. 2. Changes in customer’s behavior. 3. Changes in companies with change in customer’s behavior. Having Marketing specialization we have studied that marketing is the business function that identifies current unfulfilled needs and wants, design and measured their magnitude, determines which target markets, the organizations can best serve and decides on appropriate products, services and programmed to serve there markets. While going through this report, the reader can understand and estimate what and how much I have learned through my practical experience with WEBTEL ELECTROSOFT PVT. LTD. MARKETING RESEARCH Marketing research plays an important role in the process of marketing. Starting with market component of the total marketing talks. It helps the firm to acquire a better understanding of the consumers, the competition and the marketing environment. DEFINITION â€Å"Marketing research is a systematic gathering, recording and analysis marketing problem to facilitate decision making. Coundiff & Still. â€Å"Marketing research is a systematic problem analysis, model building and fact finding for the purpose of important decision making and control in the marketing of goods and services. Phillip Kotler. MAIN STEPS INVOLVED IN MARKETING RESEARCH Defining the Marketing Problem to be tackled and identifying the market research problem involved in the task. 1) Define the problem and its objectives. 2) Identify the problem. 3) Determine the information needed. 4) Determine the sources of information. 5) Decide research methods. 6) Tabulate, Analyze and interpret the data. 7) Prepare research report. 8) Follow-up the study. ) Define the problem and its objectives: – This includes an effective job in planning and designing a research project that will provide the needed information. It also includes the establishment of a general framework of major marketing elements such as the industry elements, competitive elements, marketing elements and company elements. 2) Identify the problem :- Identifying the problem involves getting acquainted with the company, its business, its products and market environment, advertising by means of library consultation and extensive interviewing of company’s officials 3) Determining the specific Information needed :- In general the producer, the manufacturer, the wholesaler and the retailer try to find out four things namely :- 1) What to sell 2) When to sell 3) Where to sell ) How to sell (4) Determine the sources of information :- a) Primary Data: – Primary dataset are those which are gathered specially for the project at hand, directly – e. g. through questionnaires & interviews. Primary data sources include company salesman, middleman, consumers, buyers, trade association’s executives & other businessman & even competitors. b) Secondary Data: – These are generally published sources, which have been collected originally for some other purpose. Source are internal company records, government publication, reports & publication, reports & journals, trade, professional and business associations publications & reports. 5) Decide Research methods for collecting data: – If it is found that the secondary data cannot be of much use, collection of primary data become necessary. Three widely used methods of gathering primary data are A) Survey B) Observation C) Experimentation A) Survey Method: – In this method, information gathered directly from individual respondents, either through personal interviews or through mail questionnaires or telephone interviews. B) Observation Method: – The research data are gathered through observing and recording their actions in a marketing situation. This technique is highly accurate. It is rather an expensive technique. C) Experimental Method: – This method involves carrying out a small scale trial solution to a problem, while at the same time, attempting to control all factors relevant to the problem. The main assumption here is that the test conditions are essentially the same as those that will be encountered later when conclusions derived from the experiment are applied to a broader marketing area. D) The Panel Research: – In this technique the same group of respondents is contacted for more than one occasion; and the information obtained to find out if there has been any in their taste demand or they want any special quality, color, size, packing in the product. ) Preparation of questionnaire b) Presetting of questionnaire c) Planning of the sample (6) Tabulate, Analysis and Interpret the Data:- The report must give/contain the following information:- a) The title of research b) The name of the organization for which it has been Conducted c) The objectives of research d) The metho dology used e) Organization and the planning of the report f) A table of contents along with charts and diagrams used in the reports g) The main report containing the findings h) Conclusion arrived at end recommendations suggested i) Appendices (containing questionnaire / forms used sample design, instructions. ) 7) Follow-up the study :- The researchers, in the last stage, should follow up this study to find if his recommendation are being implemented and if not, why RESEARCH DESIGN â€Å"Advertising is a paid form of non-personal presentation and promotion of ideas, goods or services by an identified sponsor. † 1. RESEARCH PROBLEM †¢ Increase the awareness level of Webtel Complete Software package. †¢ Seek the general perception of consumer towards Webtel Complete Software package. †¢ To find the performance of Webtel Complete Software package vis-a-vis other Brands. †¢ To know the consumer psyche and their behaviour towards 2. RESEARCH OBJECTIVES & Rela ted sub Objectives To know the relationship of sales with the advertisement. ? To know awareness of people towards Webtel Complete Software package ? To know in which segment chocolates are mostly like/preferred. ? To know which advertisement tool is mostly preferred by people. ? To know the preference of Webtel Complete Software package with comparison to other competitive brands. ? To know the factors which affects consumer’s buying behavior to purchase chocolates. 3. Information requirement †¢ First, I had to know about all the competitors present in the Complete Software package segment (Reputed and well established brands as well as Local brands). Before going for the survey I had to know the comparative packs and prices of all the competitors existing in the market. †¢ Since software is a product that attracts IT people and the other professionals hence I had to trace the market and segment it, which mainly deals with people of various professional groups. â⠂¬ ¢ As Complete Software package is different product, the main information needed is the various types of software available in the market, their serviceable value and various other facts. They can be termed as : †¢ As Webtel Complete Software package advertisements are mainly done through hoardings but on road show the advertisement is being telecasted timely and on the proper time or not. ABOUT THE PROJECT The project was titled research on WEBTEL which was taken as the universe and accountant offices of whole Delhi were taken as the sample for the project. Further project involved the collection of primary data by physically visiting the outlets and conducting a questionnaire based interview to collect primary data. Project involved the study of buying behavior of sample size our project requirements were:- Examine the Business Need or Opportunity:- Write a Clear Statement of Project Objectives:- Know the Difference between Wants and Needs:- Negotiate the Requirements Definition Interactively with the Customer:- Conduct a Thorough and Comprehensive Analysis:- Document the Results Unambiguously in Sufficient detail:- COMPETITION ANALYSIS OF WEBTEL Market situation NO CHOICE BUT TO E-COMPULSORY THE Finance Act, 2003 amended Section 206 of the Income-Tax Act, 1961 facilitating introduction of filing of tax deducted at source returns through the electronic media. This provision is effective June 1, 2003, and the details and modalities have been prescribed in `Electronic Filing of returns of Tax Deducted at Source Scheme, 2003†². As per the newly introduced scheme, corporates will have to mandatorily file TDS returns from financial year 2002-03 before March 31, 2004. There is no dispute that this bold step initiated by the Income-Tax Department has to be welcomed and corporates should fully co-operate in the successful implementation of this laudable initiative. TDS as a mechanism to collect taxes is here to stay and will play an extremely vital role in garnering direct tax collections on a regular basis. In the current situation, considerable time and paperwork is associated with TDS compliance which, by and large, is manual in nature and takes a heavy toll on both the assessee and the Department. It is in this context that these initiatives have to be understood. Forms, periodicity As per the I-T law, entities (both corporates and non-corporates — deductors) making payments (such as salary, interest, dividend, professional fees, brokerage, rent, and so on) to third parties (deductees) are required to deduct tax at source from these payments and deposit the same at any of the designated branches of authorised banks. To ensure proper checks and balances on these payments (TDS) and subsequent credit taken thereof by the deductees, the deductors are required to file TDS returns with the Department. TDS returns contain details such as name, Permanent Account Number (PAN) and address of deductees, date of payment, gross amount, amount of TDS, date of deposit of TDS amount in bank, name of bank branch where TDS amount deposited, and so on, in the data structure (file formats) prescribed by the Department. Salient features Collecting physical TDS returns, keeping proper checks and balances of TDS deducted and deposited by deductors and credit claimed thereof by deductees have always been matters of concern for the Department. Keeping in view the benefits that dematerialisation has brought to the capital market in the last few years, the Department is providing the facility for furnishing TDS returns in electronic form (e-TDS return). The Department has made it mandatory (w. e. f. June 1, 2003) for corporate deductors to furnish their e-TDS return. Non-corporate deductors can furnish their returns in physical form with their respective I-T offices. They can also furnish their e-TDS return through TIN facilitators (TIN-FCs) managed by the NSDL. Checklist After preparing the e-TDS return file, the tax deductor will check the following to ensure that the e-TDS return file is complete in all aspects and is ready for furnishing to TIN-FC: †¢ E-TDS return file is in conformity with the file format notified by the Department. Each e-TDS return file (Form 24, 26 or 27) is furnished in a separate CD/floppy along with duly filled and signed Form 27A in physical form. †¢ Separate Form 27A in physical form i s furnished for each e-TDS return. †¢ Form 27A is duly filled and signed by an authorised signatory. †¢ Striking and overwriting, if any, on Form 27A are ratified by the person who has signed Form 27A. †¢ E-TDS return file if compressed, is compressed using WinZip 8. 1 or ZipItFast 3. 0 compression utility only. †¢ New TAN quoted in e-TDS return file and mentioned on Form 27A is the same. Confirm new TAN by using search facility on the Department's Web site (www. incometaxindia. gov. in). Control totals, TAN and name mentioned in e-TDS return file match with those mentioned on Form 27A. †¢ In case of Form 24, copies of certificates of no deduction of TDS and deduction of TDS at concessional rate, received from deductees are attached. †¢ E-TDS return file has been successfully run through the Validation Software provided at the site www. incometaxindia. gov. in or http://tin. nsdl. com. The success of such initiative largely depends on wholehearted effor t on the part of the assessees to comply with the procedures. Admittedly, there will be initial teething problems which can be sorted out on a one-to-one basis or through seminars and interactive sessions with the officials of the Department. Once corporates ensure the success of such a scheme, it is only a matter of time that even non-corporates which have to necessarily computerize their operations for survival in business will also fall in line and furnish TDS returns in electronic form. Competitive advantage of WEBTEL WEBTEL occupies a market share of 50-60% which is the largest in Delhi and is expected to grow at 5% mainly from up gradation of softwares through new development. The market in Asia is going to grow by 3. 9%. To increase sales the firm should look at revolutionary ideas in marketing, sales, product development because the product a man buys shows his personality. Webtel is trying to increase global competitiveness through innovative products and speed-to-market. For this reason Webtel & Sharp are looking towards product planning, assessment of products for manufacturing E-TAX. A very different way for increasing market share can be like replacing 15% or 40% of its product range by a different product range of the same company. The main factors behind its success would be build retailer- Customer partnerships for long term value creation & accelerated production through cost reduction. This is possible through the joint venture in China or shifting base to Asia. Managers and employees should go through phases like on the job training, job rotation to explore competencies to understand which are the products to be changed & understand how to make more environment friendly products. Moreover employee safety advantages should also be created in the company. Moreover few joint ventures & alliances especially in case of E-TDS & E-TAX mainly by sourcing few components rom low cost production bases can definitely help in maximizing sales. Employee motivation and choosing likeminded employees for different localities is an added advantage. Understanding consumer ne eds and creating a long term relationship both with shareholders & customers is also a very big quality. These factors can help in Webtel become an employer of choice & a good corporate citizen. STRATEGY WEBTEL is working intensively to improve profitability. Competitive production, new products based on consumer insight, and a strong and global brand are components in a strategy which in coming years would generate profit margins on a level with the best in the industry. PRODUCT DEVELOPMENT In 2006, products that had been launched during the two previous years accounted for more than 40 percent of WEBTEL sales. The increased investment in product development based on consumer insight is definitely generating effects. Consumer insight is the foundation of all product development at WEBTEL. Understanding the needs of consumers as well as how they think, feel and act when they use softwares enables development work to be more accurate. Even better products are developed, and sales rise for products that consumers are willing to pay a higher price for. Resources for product development are in turn increased, and a positive spiral is created. THOUGHTFUL DESIGN Consumer interest in design is increasing continuously, which also increases the importance of design as a competitive tool. More and more people are willing to pay for good design. The Group's investments in design, which is a part of the product-development process, help to strengthen the brand and contribute to greater demand as well as higher margin HIGH RATE OF INVESTMENT Since 2002, investments in product development have increased from approximately 1 percent of sales to 1. 8 percent in 2006. At the same time, development has become more efficient through global cooperation and coordination of launches between different product categories. Investment as a percentage of sales is expected to increase somewhat in coming years. The focus is on developing products in profitable segments and high-growth areas, simultaneously making launches more accurate. Webtel has only one promise and one language. Consumers must always recognize the values that Webtel stands for, irrespective of which product or service they buy. Webtel is a strong, global and leading brand for both consumers and professionals. For a consumer-goods company like Webtel, the brand is one of the most important assets. Since a customer does not buy software often, consumers have only limited knowledge of what the market has to offer since their last purchase. A strong brand with a leading position that stands for quality and innovative products is attractive to both consumers and retailers. The brand can justify a higher price and provide a stimulus for repeat buying, and also contribute to higher profitability and additional resources for investing in development of new products. It is therefore of great importance to maintain the Webtel brand as strong, global and in the lead. â€Å"THINKING OF YOU†- GLOBAL MESSAGE All Group market communication shall create a uniform image of Webtel, in every product category and in every geographical market. In 2006, the new global communication platform was launched – â€Å"Thinking of you†. It highlights Webtel strong focus on consumer insight for development of new products, and profiles Webtel as a â€Å"Thoughtful Design Innovator†. INVESTING IN THE BRAND Investments in market communications in 2006 amounted to 1. 5 percent of net sales. Over the next few years this figure will rise to more than 2 percent. Investment in the Webtel brand accounted for approximately 70 percent of resources for market communication process in 2006. Strong local brands are combined with the Webtel brand in order to reinforce the link to Webtel and make marketing more powerful. The share of Group products sold under the Webtel brand, inclusive of double-branded products, rose from 18 percent in 2000 to approximately 45 percent in 2006. COST In an industry featuring tough global competition, maintaining low cost levels and efficient production is a prerequisite for success. Webtel is achieving savings in production and purchasing, chiefly by moving production to low-cost countries and increasing purchasing there. This is part of a proactive program for creating long-term competitiveness. GROWTH Webtel will achieve profitable growth through competitive production, innovative product development and a strong global brand that is in the lead. The focus is on improving the product offering and identifying areas – product categories, regions and sales channels – that can drive growth. GROWTH IN PRODUCT All the new products that Webtel launches are created by the Group's process for development based on consumer insight. This increases the probability that the products will be successful. Identifying product areas with a potential for rapid growth is a continuous priority. The trend is being driven by new, innovative products with good design, practical functions and good environmental properties. GROWTH IN REGIONS The Group's strategy is aimed at profitable growth. As a leading player in the market, this means that Webtel has to follow market growth in developing countries and selectively expand operations in specific product categories. The Group has a strong presence in growth regions such as Mumbai, Kolkata and Solan (H. P) in terms of both production and the market. Demand for latest softwares is increasing strongly in developing countries. Local presence and the broad experience of growth markets that Webtel has acquired create opportunities for continued expansion. GROWTH IN THE SALES CHANNEL The share of E-TDS of Webtel dealers is growing rapidly in Delhi and Mumbai. A strong and stable brand together with new and innovative products will enable Webtel to increase sales through these specialists. Prior to a purchase, the Internet is often a consumer's first contact with softwares. Webtel has a strong position on the web, and substantial investments will be made to further increase it. GROWTH VIA ACQUISTION In addition to organic growth, Webtel has opportunities for growth through acquisitions. The top priority is given to technology, products and brands that can help the Group increase its market share in the premium segment. DISTRIBUTION STRAREGY Chain of intermediaries, each passing the product down the chain to the next organization, before it finally reaches the consumer or end-user. This process is known as the ‘distribution chain' or the ‘channel. ‘ Each of the elements in these chains will have their own specific needs, which the producer must take into account, along with those of the all-important end-user. Webtel has different strategies for distribution of their softwares. They are as follows-: †¢ Distributor, who sells to retailers †¢ Retailer ,who sells to end customers †¢ Advertisement typically used for consumption goods Driven by consumers, the push for lower prices has caused software manufacturers to drive out costs from all parts of their operations in order to remain competitive. As , Ravi Kapoor head of Delhi integration for software manufacturer Webtel (headquartered in New Delhi) puts it, â€Å"in regard to external consumer price developments, in recent years prices have been on the whole falling. The average price of an E-TDS and E-TAX on the whole is lower. † In fact, he says, prices were higher even 5 years ago. Such cost pressure has caused Webtel, like many or most other software manufacturers, to examine its cost structure and try to improve the efficiency of all links in the supply chain. Among purchasing and supply management initiatives implemented by Webtel are inventory-reduction efforts, supplier consolidation, and creation of a â€Å"pull† demand system initiated by consumers, logistics improvement, early supplier involvement and cross-functional training. Last year net sales for the Webtel Group reached over 5 , with white goods representing 80% of the total. The Group also owns Frigidaire Home Products in the States. Taking inventory out of the chain Close on the heels of a long series of acquisitions, Webtel recently emerged from a vigorous two-year restructuring program, consolidating its operations at all levels. In the company's year-end report, President and CEO Ravi Kapoor notes that â€Å"between 1997 and 1999 the number of Webtel software Products warehouses was reduced from 52 to 33, and inventories measured in days were cut by more than 20%. Manufacturing flexibility is at the center of the company's operational strategy with the emphasis pla ced on customization rather than standardization. Jayant explains that the just-in-time (JIT) philosophy the company employed on the supply side 10 years ago now is being shifted downstream to large retail customers. â€Å"We need to move our focal point for the JIT concept away from the assembly line toward the shop floor of the retailer,† says Jayant. â€Å"That is where the JIT philosophy needs to be applied in order to be competitive. We can no longer run our plants based on manufacturing efficiency and measure performance by the number of appliances per man hour. That will only lead to us producing finished product that eventually we will then have to push out to the market. Instead, we need to make sure that what we make in the plant is really what the customer wants, and at the time when he wants it. † A spokesperson at Webtel's purchasing organization, headed by Jayant Chauhan, puts it this way: â€Å"Why should it not be possible to have a direct link from when Mrs. Sunita wants to buy E-TAX software where the supplier supplies an E-TDS element? Make the demand a pull situation, where each time we have a demand from our customer, it creates a direct pull back to our supplier. † Pull system requires frequent planning This intense customer-driven focus is no small task with 22 manufacturing entities located throughout India and responsibility for managing a total of 15,000 customers. In order to help make the concept work, Webtel has begun a program to manage the inventories of the company's larger retail customers and has succeeded in bringing the â€Å"frozen† period in manufacturing-the amount of time around which schedules are built-down to less than one week. This requires daily planning. In fact, an even tighter planning schedule currently is being tested at one of the company's manufacturing facilities in southern Europe. As Arjun explains, â€Å"We are testing production planning where we do it more than once a day. We change the planning one, two, three, and sometimes we approach four times a day, informing our suppliers via the Net, for example. Obviously this requires a high degree of coordination with suppliers, and Arjun, who is responsible for an $8 billion purchasing spend, is taking the fat out of the system, and reducing the supply base by 15% each year during the consolidation process. Key to this reduction is a shift to module purchasin g. â€Å"We have an aggressive program to reduce the number of suppliers,† says Arjun, â€Å"because we are moving toward a global purchasing policy. But in this process we are moving from buying raw materials and components to buying more modules or systems. That also will help us to reduce the number of suppliers. † Supplier performance measurement Webtel has about 5,000 suppliers. Three hundred of these furnish systems or complete modules. Arjun maintains supplier accountability with a number of evaluative tools, including a supplier classification model. Classifications include â€Å"preferred,† â€Å"active,† â€Å"restricted,† â€Å"disqualified,† and â€Å"potential. † Preferred suppliers must meet rigorous quality criteria, provide appropriate cost targets, and be on the leading edge in technical innovation. Active suppliers meet at least the minimum requirements and are used if preferred suppliers are not available. Potential suppliers are identified and evaluated in terms of their ability to support future needs. To change a classification, a supplier must go through an approval process that is administered at various organizational levels. Supplier performance is measured with a supplier-profile tool that rates suppliers on a scale of one to nine according to a list of 12 categories, as well as commodity-specific criteria. The first two categories relate to quality, the third to capacity, and the fourth to delivery performance. These ratings generate a supplier profile, which is then mapped against a minimum-to-preferred supplier performance model. Logistics initiatives Delivery performance is measured through logistics management up and down the chain, and purchasing and logistics work hand in hand to manage inbound direct materials. Perun Sharma, general manager of Mumbai logistics, is coordinating an effort with Jayant to make transportation fees more transparent, instead of being buried in the price of goods. This allows logistics to â€Å"chase† a logistics contract, offering it to a supplier as a way to reduce transport costs. â€Å"Frankly speaking,† says Perun, â€Å"that is an area where some of our suppliers make a mistake, giving us transportation at too low a cost. The important thing is that we can help our suppliers improve their transport cost and performance. † Perun also has been involved in reducing costs on the retail end of logistics, and he envisions a time in the future when entirely dedicated trains-operating within an organized hub system-will deliver goods according to precise timetables. â€Å"Fuel is up almost to a dollar a liter in Mumbai,† She explains. â€Å"It's heavily taxed because of environmental concerns. Therefore we are constantly looking to other means of transportation, and the most viable is, or should be, train transport. It's more environmentally friendly since there is lower energy consumption and fewer emissions per ton of freightage. The absolute best speed is not the most important thing, but rather if we say we can deliver it in two days, then we should be able to do so. Otherwise, I don't think we can live up to the future demands of our customers when it comes to service level. â€Å"Front loading† supplier expertise Arjun goes on to stress the importance of including suppliers as early as possible in the planning stages-in next-generation planning and R&D, for example. Then we know what we have in the pipeline for the next, let's say, the next coming years. These are ways we front load our activities with our suppliers. This early involvement needs to occur even before product development. † And what about the risk of leaking information to competitors? â⠂¬Å"Certainly there is an element of risk,† Arjun notes. â€Å"But it's really a total commitment on both sides. In software development, for example, you have to select your suppliers extremely early. First of all, because maybe you don't have so many suppliers that can provide you with the right technology. And, secondly, the technologies are so sharp now, there has to be a lot of integration. Furthermore, if these suppliers should share some of this information with your competitors, this would endanger their business with you. And, suppliers also benefit because they won't build the wrong inventory; they won't have the wrong raw materials in their factories. It's like in a marriage. It's not because you have a good contract that you can make it work. What you need is confidence between partners. † BRANDING The American Marketing Association (AMA) defines a brand as a â€Å"name, term, sign, symbol or design, or a combination of them intended to identify the goods a nd services of one seller or group of sellers and to differentiate them from those of other sellers. Therefore it makes sense to understand that branding is not about getting your target market to choose you over the competition, but it is about getting your prospects to see you as the only one that provides a solution to their problem. Every brand represents a promise to its market: â€Å"buy me and you will get this experience†. Strong brands are trusted brands; they have built a reputation with customers over time by living up to their promises of quality, innovation and leadership. We have many strong brands in our portfolio. Its main focus is to continue to build Electrolux, our biggest and most important brand, known and trusted by both consumers and professional users around the world. It also has a range of other strong brands for both consumers and the professional market. Objectives that a good brand will achieve include: †¢ The Confirms your credibility †¢ Connects your target prospects emotionally †¢ Motivates the buyer †¢ Concretes User Loyalty †¢ Delivers the message clearly To succeed in branding you must understand the needs and wants of your customers and prospects. You do this by integrating your brand strategies through your company at every point of public contact. Your brand resides within the hearts and minds of customers, clients, and prospects. It is the sum total of their experiences and perceptions, some of which you can influence, and some that you cannot. A strong brand is invaluable as the battle for customers intensifies day by day. It's important to spend time investing in researching, defining, and building your brand. After the entire brand is the source of a promise to your consumer. It's a foundational piece in your marketing communication and one you do not want to be without. Webtel has divided its brands into mainly three groups like: 1. Webtel Master  Brand 2. National consumer  brands 3. Special brands Webtel master  brand The name Webtel is found on a large number of our products, satisfying a wide range of consumer and professional needs. Sometimes the name appears on its own. With E-TDS, we aim to bring out the best of functional Indian form and technology to demanding consumers in Delhi and elsewhere. Webtel Professional satisfies the demands of even the most discerning professional CAs and accountant operators around the India. Webtel master  brand: †¢ E-TDS †¢ E-TAX †¢ Digital signature certificate National consumer  brands Due to a history of acquisitions, Webtel today has a large portfolio of brands that enjoy strong positions in their home markets. These brands are trusted by consumers who look for innovation, design and durability at affordable price levels. These are †¢ WEB-D-VAT †¢ WEB-M-VAT †¢ WEB-WB-VAT Special brands We enjoy a leading position with professional users in the industries we serve around the globe, such as web-e-manager and web-e-secure. Webtel Professional provides an extensive range of professional-grade products and solutions from our major national brands, but in addition we also have a number of specialist brands serving particular demands of professional users. These brands are like: †¢ WEB-E-MANAGER †¢ WEB-E-SECURE OBJECTIVE OF THE STUDY The need for study arose because of the high competitiveness of the market and use of different sets of marketing mix alternatives by different companies to enhance the sale of their products. Customers’ satisfaction has become the most important factor to remain in the business so, it is necessary for an organization to know the preference of the customer so that it is able to fulfill the requirements of the customers. Following are the objective of study, 1. To the present market scenario. 2. To know the changing demand of customers. 3. To know the changes that companies are bringing with respect to the changes in customers demand. 4. To have the practical knowledge of the market so that it could be applied in the world of corporate in the near feature. 5. To find out the changes in market demand of various WEBTEL product i. e. E-TDS, E-SECURE, E-TAX . 6. To study the changes in consumer behavior and demand. 7. To find out the changes in companies manufacturing pattern to change in market Behavior. 8. To compare the data collected for the year 2007 with year 2006. PRIMARY OBJECTIVE The main objective of the study undertaken was: †¢ To get the respondents’ insight – both, of the Consumers, i. e. the existing Accountant customers and the (Company owned and Franchisee outlets, respectively) Owners. SECONDARY OBJECTIVE In addition to knowing the perceptions, problems, their possible reasons and getting feedback from the existing Webtel Accountant customers, the study also : †¢ Finds the effectiveness of the company’s advertisements and promotional campaigns undertaken Makes people aware of the different plans of the company and suggests the best plan for them Finds the awareness levels regarding the various Value Added Services  (VAS) PROMOTIONAL STRATEGIES Marketing theory distinguishes between two main kinds of promotional strategy – â€Å"push† and â€Å"pull†. Push A â€Å"push† promotional strategy makes use of a company's sales force and trade promotion activities to create consumer demand for a product. The producer promotes the product to wholesalers, the wholesalers promote it to retailers, and the retailers promote it to consumers. Initially when Webtel came in the market they adopted push strategy which means introducing a product forcefully just to create demand for a product in the market. But sometime they realized that by this strategy they won’t be able to capture the market so they switch to pull strategy. A good example of â€Å"push† selling is mobile phones, where the major handset manufacturers such as Nokia promote their products via retailers such as Car phone Warehouse. Personal selling and trade promotions are often the most effective promotional tools for companies such as Nokia – for example offering subsidies on the handsets to encourage retailers to sell higher volumes. A â€Å"push† strategy tries to sell directly to the consumer, bypassing other distribution channels (e. g. selling insurance or holidays directly). With this type of strategy, consumer promotions and advertising are the most likely promotional tools. Pull A â€Å"pull† selling strategy is one that requires high spending on advertising and consumer promotion to build up consumer demand for a product. If the strategy is successful, consumers will ask their retailers for the product, the retailers will ask the wholesalers, and the wholesalers will ask the producers. A good example of a pull is the heavy advertising and promotion of children's’ toys – mainly on television. Consider the recent BBC promotional campaign for its new pre-school programme – the Fimbles. Aimed at two to four-year-olds, 130 episodes of Fimbles have been made and are featured everyday on digital children's channel CBeebies and BBC2. METHODOLOGY The research problem given to us was investigated on the basis of primary data collection and secondary data collection. I had intervened several clients in Delhi. A structured schedule (questionnaire) was prepared and the relevant information was gathered from various clients on the basis of questions of different sorts. Several information was also gathered from CAs and other information from accountants, internal files, in house journals, records and on the basis of our discussions held with different members of the branch team. Sampling Sampling is a method by which one can collect the various information about the population by just taking its sample. Here the sampling method undertaken was, Random sampling was done with the clients. Convenience sampling of Webtel product. TYPE OF RESEARCH CONCLUSIVE RESEARCH (DISCRIPTIVE):- FIELD SURVEY Questionnaires were put across to consumers to find out their perception and insight about Webtel complete software package to determine their needs, wants, reactions, preferences, impact of the current offerings and how they can be improved further, with a view to get an insight to the problems faced (if any), along with the new innovations that they may be looking forward to. Questionnaires were also put across the companies Owners to determine their perception and insight about Webtel software package, to look at the product from their perspective, and to cover the various above mentioned objectives Exploratory research exploratory research seeks to discover new relationship, emphasis on discovery of ideas. Marketing researches devote a significant portion of their work on exploratory studies when very little is known about the problem being examined. UNIVERSE & SOURCE OF DATA The plank on which the study rests is information, which will be procured as a judicious mix of both secondary data and primary sources of data. Primary data Data was collected specifically for the research need at hand. This includes:- ? Interviews and surveys of respondents with informed ideas about the subject of the project, with the help of questionnaires Secondary Data Already published data formed the launch pad for the study. This included: – i) Internal Data: which originates within the organization? ? Brochures, pamphlets ? Official reports ii) External Data: which originates outside the organization? ? Books Periodicals (magazines, journals) ? The World Wide Web for Information ‘or’ the Internet SAMPLING 1. Sampling Technique: Non probability sampling (A non probability sampling technique is that in which each element in the population does not have an equal chance of getting selected) 2. Sample Unit People who buy Software pac kage available on Online Demand, Registered Offices etc. 3. Sample size : 200 respondents (Designation Changing between personal and professional) These are the respondents belonging from different-different designations like Finance field, Engineering field, Medical field & Educational field. 4. Method : Direct interview through questionnaire. 5. Data analysis method : Graphical method. 6. Area of survey : New Delhi 7. Timing of survey : 9. 00 am to 6:30 pm method used for data COLLECTION (FIELD work) †¢ Questionnaire was prepared keeping the objective of research in mind. †¢ Questions were asked to respondents as regards to their willingness to purchase Softwares. †¢ The help of questionnaires conducted direct interviews, in order to get accurate information. †¢ In order to get correct information I had to approach consumers specially to the charted accountant and other professionals who are using complete accountant software package. I visited as many respondents as I can and asked them their real likings about any accountant software package and also got an idea, how a software package should be? †¢ It is really a Herculean task to understand Consumer Behavior, as the definition suggest, â€Å"Consumer behavior is a physical activity as well as d ecision process individual engaged in when evaluating, acquiring, using and disposing goods and services†. †¢ In order to collect accurate information I visited to different-different offices, each and every question was filled personally by the respondents and checked properly. †¢ People were not willing to answer, when they were contacted between 1. 00 pm to 5. 00 pm, the time when most of the people take rest during the scorching heat. research instrument used – details & why? If one wants to know what type of dentifrice people use, what they think of, television commercials, or why they buy particular brands of cars, the natural procedure is to ask them. Thus, the questionnaire method has come to be the more widely used of the two data collection method. Many consumers are now familiar with the telephone caller who greets them with â€Å"We are making a survey†, and then proceeds to ask a series of questions. Some interviews are conducted in person, others by telephone, and others by mail. Each of these has its special advantages and disadvantages and limitations. The questionnaire method in general, however, has a number of pervasive advantages and disadvantages. Discussion of particular variations will be more meaningful if these characteristics of the general methods are brought out first. A questionnaire consists of list of questions to be asked from the respondents and the space provided to record the answer / responses. Questionnaire can be used for the personal interviews, focus groups, mails and telephonic interviews. The choice among these alternatives is largely determined by the type of information to be obtained and by the type of respondents from whom it is to be obtained. The common factor in all varieties of the questionnaire method is this reliance on verbal responses to question, written or oral. Questionnaire in the project consists of: ? Multiple choice questions ? Dicthomus MULTIPLE CHOICE QUESTIONS: Questions of this type offer the respondents an alternative to choose the right answer among others. It is faster, time saving and less biased. It also simplifies the tabulating process. OPEN END QUESTIONS: In this type respondents are free to answer in their own words and express the ideas they think are relevant, such questions are good as first questions or opening questions. They introduce the subject and obtain general reaction. DICTHOMUS: These are the questions which are Boolean in nature. These answers are straightforward and respondents have to answer them in a straight way. That means the answer can only be either ‘Yes† or ‘No’. Data Collections Tools Collection of data cannot be done without proper planning and use of right method. Thus the tools used for collection of data was, a. Observation in different areas. b. Interview with clients. c. Questionnaire for clients. SAMPLING METHODS Sample design is a definite plan of obtaining some items from the whole population. The sample design used in this project is two state sampling i. e. cluster sampling and convenience sampling. The whole City & Country was divided into some geographical areas and I have chosen YAMUNA VIHAR, ASHRAM, JANAKPURI AND MANY MORE. CLUSTER SAMPLING Here the whole area is divided into some geographical area and a definite number of Charted Accountants were to be surveyed. CONVINIENCE SAMPLING This type of sampling is chosen purely on the basis of convenience and according to convenience. I visited Offices, Malls, Banks, and Institutes. Tools and techniques of analysis Data analysis was done on the parameter of use of software package on basis of quality, price used and preference given at the time of purchase. Technique used was comparison of the use of rice based on various parameters of various Webtel Clients. Designing Questionnaire: Our questionnaire was prepared with the specific aim of knowing the buying behavior of Webtel Software and so the questions were framed keeping in mind the context of the Service of software used, price, quality, frequency of purchase. Our questionnaire was both open and closed ended. Limitations 1. The study was limited in terms of geographical coverage as it was limited to the city of Delhi, this makes the findings not fit for other areas. 2. The whole study was completed in a short period of fifteen days. It was difficult to cover large sample. 3. Some clients gave biased response and did not give importance to the survey. This may affect the accuracy of the findings. 4. In estimates of market share of Webtel, I was not provided with the exact sales data by some clients. 5. During the survey some respondent had also shown a non corporate attitude towards the data collection. 6. Some clients gave irrelevant data regarding their sales which caused some difficulties in data analysis. DATA ANALYSIS AND DATA INTERPRETATION Project report and project interpretation are not complete unless and Until the data analysis and data interpretations are interpreted in the true form. In this study of mine, an attempt has been made to investigate and explore the market changes in terms of its products. This chapter definitely takes care of the specific interpretations and shall go a long way in explaining the logic behind the research problem. Analysis of Change in Customer Behavior For analyzing the change in customer’s behavior in terms of E-TDS and E-TAX, I had visited several clients. This can only be done by comparing the data collected from the market in year 2009 with the data of year 2008. The data collected regarding sales of E-TDS in a month are as follows, Avg. Sales of E-TDS and E-TAX per month in year 2008 PRODUCTS E-TDS E-TAX TOTAL Total Sales5942101 %age42%58% Avg. Sales of E-TDS and E-TAX per month in year 2009 PRODUCT E-TDS E-TAXTOTAL Total Sales6523 88 %age73. 86%26. 14% Graphical Representation of Data For E-TDS [pic] For E-TAX [pic] Data interpretation From the above given data we can make following interpretation. In the year 2009, sales of E-TDS were 73. 86% were as sales of E-TAX were 26. 4% and in the year 2008, sales of E-TDS decreased to 42%, were as sales of E-TAX increased up to 56%, With this we can make the conclusion that, there is a certain change in customers’

Manager Roles Essay

1. â€Å"A Manager’s role is dynamic and complex.† Discuss this statement, supporting your answer with reference to appropriate theory and practice. Manager’s role is to allocate resources and directs the operations, by making the best use of human and financial and material resources to the organization. Managers are required to do planning, organizing, commanding, coordinating and controlling. Fayol’s theory of a management function which is the POCCC allows the organization to have more effective and efficient in goods and services than other competitors. The dynamic and complex work of a manager is based on interpersonal, informational and decisional roles. Given the above roles according to Henry Mintzberg, the managers are placed in different areas to perform individual task or multiple tasks. Interpersonal roles require a manager to deal outside business like as figurehead who represent as a representative of the company to attend outside meetings a nd gathering. Commanding is required in manager to direct the department to meet its requirement and coordinating the events to ensure the process of the movement. A good manager spends more time outside his office than in his office, allowing himself to liaise to outside and deemed helpful to the organization. A manager monitors his/her own department by understanding the people involving him/herself to the conversation and receiving the information. Being a the head person, allow the first-hand news or information to receive and screen, hence given the choice of disseminating down to the people in the organization. A good manager will decide whether is appropriate to share and distribute information which is useful to others. Company spokesperson can be a manager to relate official company information to inside and outside of the organization like publicity and benefits of the company. Mainly managers are in this role which is the decisional role; allow him/her decision to plan the changes in th e good and services. Restructuring of the entrepreneurial maybe heavily depends on the managers which refer to the top management. Managers must have the power to control the internal factor like strikes, which company cannot afford stoppage of work. Important factor of dealing customer is required to ensure satisfaction of the customers. Manager must be reasonable to determine the pricing of their products sold to the customers and negotiating with them in a professional way. A good manager take cares of their people by allocating sufficient time and personnel in the organization. Pay has to be determined accordingly to individual’s work and ensuring the fairness among the fellow workers.

America's Constitution Assignment Example | Topics and Well Written Essays - 1000 words - 3

America's Constitution - Assignment Example By taking this action, the plaintiff queried if it was really constitutional. Although it was done under the guidance of the Takings Clauses of the Fifth Amendment, it was challenged for not in a compliance with the public purpose. However, according to the Michigan Comp Laws clause 213.23, a county government has an authority to condemn a private property and use it for public purposes. Meaning, whenever a municipality decides to condemn a private property, it should be used for the activities which are meant for the common good such as the creation of employment opportunities to the citizens. So, like in this case, the municipality was constructing the park to help in generating numerous jobs to the people. This would be a good initiative that would help in reducing the high rate of unemployment within the municipality and helping the municipality to increase its revenues through taxation. As clearly spelled out in the article 10(2) of the Michigan Constitution, any constitutional condemnation should be justly done. Meaning, whenever the government seizes a private property, the owner must be fairly and justly compensated. A fair compensation simply refers to giving financial payments that correspond to the current and actual market value of the property as at the time of condemnation (Amar93). Therefore, while planning to build such a big park, the County of Wayne must be ready to compensate all the individual owners whose property has been condemned. After all, condemnation is a constitutional process that is permitted by the law if done for a public purpose.

Global Warming, Politics and Policies Essay Example | Topics and Well Written Essays - 2500 words

Global Warming, Politics and Policies - Essay Example As the paper declares Carbon Dioxide (CO2) is the most prevalent of the greenhouse gases. Trees absorb CO2 and when they die, CO2 is restored to the atmosphere. The clearing of forests by mass burning, which is happening at a phenomenal rate in the tropical rain forests, is decreasing the amount of CO2 that is absorbed and increasing the amount that is added to the atmosphere. CO2 supplies about half of the total gases that create the greenhouse effect (Breuer, 1980). Although deforestation is contributing heavily to the excess of CO2 in the atmosphere, a larger portion is caused by the burning of fossil fuels such as oil and coal. Fossil fuels are burned by factories, vehicles and electricity-producing power plants to name a few sources. According to the research findings the vast majority of this excessive fuel consumption and its poisonous, pollutant and greenhouse-enhancing byproducts are located in the U.S., Europe and Russia. Other greenhouse gases include methane, which is released when vegetation is burned during land clearing, during oil exploration activities and the coal-mining process; chlorofluorocarbons (CFCs), which is the substance that cools refrigerators and provides the propulsion in aerosol cans and nitrous oxide (N2O) which is the lesser cause of CO2. It is generated from both man-made and natural processes. It is estimated that man-made influences represents about half of the CO2 output.

Appraise Statistical Data in Conducting a Quantitative Study - Essay

Appraise Statistical Data in Conducting a Quantitative Study - Criminal Justice - Essay Example k, Ousey, Fisher & Wilcox (2012) present a vivid description of their research findings within the article â€Å"Examining What Makes Violent Crime Victims Unique: Extending Statistical Methods for Studying Specialization to the Analysis of Crime Victims†. The objective of their study was to determine if the risk factors in violent victimization are different from those that are associated with nonviolent victimization. The research findings of the statistical research reveal that victims demonstrate varied or divergent outcomes related to their attitudes and views on victimization. However, on the basis of their findings, the researchers conclude that violent victimization is a predictable tendency, which characterizes violent crime victims, within the criminal justice system. The article â€Å"Linking the Crime and Arrest Processes to Measure Variations in Individual Arrest Risk per Crime (Q)† as presented by Blumstein, Cohen, Piquero & Visher (2010) analyzes the relationship which exist between the likelihood of arrest and the number of criminal activities that a criminal perpetrates. The researchers based their research on a paradoxical hypothesis that criminals who commit more crimes are less likely to be arrested. Through statistical approaches, the researchers analyze the frequency of offenses against aggregate data on arrests. The central variables in the research by Banks, Pandiani & Boyd (2009) include mental health disorders, behavioral disorders and criminal activity. These are the independent variables that the researchers used in their study. They used these variables to determine how the mental health of women and women, who were involved in criminal activities, determined thee criminalization or diverting behavior of the criminal justice system. The researchers did so by manipulating the independent variables. The diverting and criminalization behavior of professionals within the criminal justice are the dependent variables that were measured in

Article Summaries Research Paper Example | Topics and Well Written Essays - 500 words

Article Summaries - Research Paper Example The Board of Regents also wanted to revitalize their education system to fill in the many job openings available in the state which needed certain educational attainments, which in turn could be potential in increasing economic growth in the state. The university plan has just started on July 1, 2012, so the article has no full list of results yet. The Board of Regents of the University System of Ohio made the change in the educational system so that their graduates would become more productive and also to fill the need for professionals in the state of Ohio, both in the business and education sector. Because the plan just started on July 1, 2012, not many results are out yet, but the prevention of high tuition fee increase, faster educational track, saving in school constructions, and inviting investors to generate funding in the universities were already started. The Board of Regents expects that when the changes have all started, there would be an economic growth in the state, more jobs will be filled in, and more students will become productive and better at their careers. The implications of the plan would be that more students can go to universities because the tuition fees are lower, and more will graduate on time and have jobs because the curricula would be more fitted to application in the real world and taught at a faster and more effective rate. The schools can also increase their funding because of additional investors, and their potential of being an economic strength can be released. It is recommended that the results of the changes be checked after one or more years of implementing so that the Board of Regents can see whether the changes made an impact on the labor forces of businesses in Ohio, in the universities’ school standards, and also of the students that graduate from Ohio

Emily's story Essay Example | Topics and Well Written Essays - 750 words - 1

Emily's story - Essay Example I am Emily, Emily Rose. Not long ago, I was a cheerful, lively and agile young girl with many friends and a bunch of activities which could not fit in the 24 hours of the day. I was outgoing, blunt and always the centre of attention, when in a group. No wonder, I was approached by many people for friendships and relationships, but I always aimed higher than just being ‘another girl’ in the world. I wanted to be someone people admire and get inspiration from. I wanted to be like my father; an inspirational personality and a great journalist. Indeed, he was my hero and the role model. I always had a strong bond of love and affection with him. But I never thought I would be a reason for his broken pride and humiliation. It was mid February, when I went on a trip with my college mates. I always loved going on such trips and explore different parts of the world and the people around. But it was unusual; it was not uncomfortable or displeasing, but unusual. For the first time, I got attracted to a person, John, for his thoughts, views and manners inspired me. We got along really well and I felt special when he was around. Like any other girl, I developed feelings for him; he had no different feelings than me. The month passed giving us many memories, and a life changing news; the news that changed my life and his views; the news that replaced the old confident Emily with a girl who could not face the world; the news that broke the pride of his father and his trust on his daughter. Yes, I was pregnant. I still wonder if this was the same John who always picked my call on the first ring, I looked at the side table and picked my phone again. No, I was not calling John but my ever loving father this time. I needed him, like I always did since my childhood. As expected, no later than an hour, he was right in front of me listening to my story. This was

Performance and reward Assignment Example | Topics and Well Written Essays - 2250 words

Performance and reward - Assignment Example However, the senior employees of the company have been observed to be disappointed with the current reward criteria and feel themselves and their experiences to be undervalued. The later part of the paper illustrates few noteworthy recommendations that might be effective in reframing the reward strategy of Trisco Foods. Table of Contents Executive Summary 2 Table of Contents 3 Introduction 4 Brief Overview of Trisco Foods 5 Analyzing Trisco Foods’ Reward Strategy 5 Analysis of the Workplace Scenario 10 Recommendations 10 Conclusion 11 References 13 Introduction In today’s business scenario, employees are considered among the most important assets of organizations. It has been noted that only an efficient set of workforce is capable of accomplishing the goals of an organization and its set objectives. Employees thus hold the key in performance efficacy of business concerns in the modern day context. In this regard, it has been noted that employees should be managed and u tilized properly so that they can facilitate organizations with positive outcomes through their productive contributions. However, to steer employees towards productive contributions, it is important to motivate and encourage employees towards the accomplishment of the organizational goals. Hence, performance and reward management comes into concern. From a theoretical viewpoint, these aspects deeply relate with modern organizational practices that are incorporated for the purpose of employee motivation and therefore are related to the doctrine of Human Resource practices of organizations. Performance and rewards can also be observed as connected to each other in the sense that rewards are practiced or delivered on the basis of performance efficiency deciphered by employees. It has been observed in this regard that such practices in organization tend to be quite beneficial in the sense that it motivates workforce to perform and develop ownership among them which encourage them for c ontinuous improvement of their work. This in turn results in overall effectiveness of the organizational performance (Shields, 2012; Deb, 2009). This paper henceforth aims to analyze performance and reward practices approach of Trisco presenting a report on the limitations and the strengths of Trisco’s management strategies with regard to employee satisfaction through effective motivational mechanisms. Brief Overview of Trisco Foods Trisco Foods is an Australian food manufacturing company that has been successful in building superior goodwill from its operations since 1875. The company has a good profile in this particular sector owing to their commitment towards the deliverance of quality product and/or services to the targeted customers. Although the company is primitively located in Australia, through the wide network of its supply chain, Trisco has been able to reach in most of the countries. From an overall perspective, it has been observed that strong market presence an d vast range of products with appreciative quality are among the major success factors for the company to drive its superior goodwill in the national as well as international markets over the years (Trisco Foods, 2013; Trisco Foods, 2013). Analyzing Trisco Foods’ Reward Strategy With the virtues of its superior distribution network and quality goods, Trisco has been able to obtain a prominent position in the world of food manufacturing

DISCUSSION QUESTION RESPONSE Essay Example | Topics and Well Written Essays - 250 words - 10

DISCUSSION QUESTION RESPONSE - Essay Example It is true that in higher education, high level of professionalism is expected. My personal though is that the quality of higher education determines the level of professional competence. This is because higher education is responsible in developing and nurturing professionalism in all aspects of the society. We have worked in the military together for some time and travelled to other countries. I noted the same concern with you that the standards of education in our country need to be improved so that the country can improve the standards of professional competence. For instance, professionalism in the military largely depends on the quality of learning and training received from learning institutions and training camps. In your conclusion, you pointed a very important concern for the public. Americans really need to understand the strong correlation between professional competence and higher education. This way, they will be able to uphold the standards and integrity of education thereby improving the standards of professional competence in the

Strategic management (Fujifilm case study) Study

Strategic management (Fujifilm ) - Case Study Example Al., â€Å"Fujifilm: A Second Foundation†). The paper deals with the business plan of the company for the future five years. The marketing projection is done by taking into consideration the entire products of Fujifilm and its market growth in the past years. The operational estimation is conducted by considering the set marketing plan. The outer and inner environment of the company and the competitors’ strength as well as weakness facilitates to estimate the operational prediction. The financial analysis is done by examining the marketing and operations of the company and their performance along with income statement of the previous years. The paper also covers the process of implementation of major objectives in order to achieve success. Finally, the paper is completed with a brief conclusion. 2.0 Marketing Projection The sales projection relates to the estimation of potential sales of a company at a certain time period. The sales projection of Fujifilm’s produ cts and services can be prepared for the coming five years. The marketing projection of Fujifilm for successive five years from present scenario is based on several factors. There may be external or internal factors that affect sales projection (Sane Jose State University, â€Å"Process for Sales Projection†). The marketing and sales of the product of Fujifilm have helped to increase its market share and proper planning will enhance its growth in the coming years. The various factors that are responsible for Fujifilm’s future projection are seasonability aspect prevalent in business, comparative situation of the economy, fashions of new products, changing population and productivity, income of consumer, present market share, innovative product lines, inventory shortage, recent trend in sales and price changes among others (Sane Jose State University, â€Å"Process for Sales Projection†). The various marketing products of Fujifilm are ‘electronics productsà ¢â‚¬â„¢, ‘highly functional materials’, ‘medical imaging’, ‘life science’, ‘graphic arts’, ‘optical devices’ and ‘documents’. These products are expanding globally and are in huge demand in market. To maintain its demand in future, the company needs to develop various marketing techniques. The market share of LCD FUJITAC in global market is 80% and for WV film it acquires 100%. Thus, in the coming years the growth will be high as a result production capacity need to be raised (Fujifilm, â€Å"Highly Functional Materials†). To enhance production as well as growth it needs to develop innovative marketing techniques. The diagnostic materials acquired the top market share; therefore it must be provided prior importance. Due to recession, gradually revenue from medical imaging has lowered down. The forecasting can be done by taking into consideration the various aspects of customers and market and their demand for more innovative products (Fujifilm, â€Å"Highly Functional Materials†). The three sections of products that are manufactured in the company throughout the year are imaging solution, information solution and document solutions. The business growth of these products under these sections varies considerably. By examining the revenue of business trend from the year 2007 to 2011, it is possible to predict the revenue from the

Prejudice to Kill a Mockingbird Essay Example for Free

Prejudice to Kill a Mockingbird Essay Prejudice denotes a prejudgment and negative opinion formed without adequate knowledge or justification. Individuals who are prejudicial are often biased and act unfavourably to other groups, particularly those of differing race and socio-economic status. Ideas and themes about prejudice are strongly evoked through Harper Lee’s 1960 novel â€Å"To Kill a Mocking-bird† and the poem â€Å"The Child† by Valerie Church. â€Å"To Kill a Mocking-bird† explores the prejudices associated with the coloured and underprivileged community group in a small town of the central Alabama which contrasts to the simplistic nature of a mentally-disabled boy in â€Å"The Child†. Through the juxtaposition of ideas conveyed in both texts, audiences are confronted with a greater understanding of the differing aspects of prejudice. Racism is and continues to be one of the most common types of prejudice experienced and exercised within the international community. Traditionally, the importance of race and skin tones was believed to signify the wealth or superiority of an individual or group. Written in the 1960’s America, Lee’s novel concentrates on the negative impact and effect of the orthodox prejudices held against the coloured community. Derogative connotation to the minority black community as â€Å"niggers†, portray the constant racial prejudice experienced by them within the small town of. Although the protagonist family are of Anglo descent, they fall victims to racial prejudice in their attempt to defend a black person in the court of law. The importance of skin tone is expressed through imagery, where Atticus explains the need to symbolically â€Å"climb† into someone’s â€Å"skin† to consider the light of their circumstances. Further, the repetition of â€Å"nigger lover† connotes the negative attitude Atticus and the Finch family experiences in response to helping Tom Robinson, one of the mockingbirds in the text. Lee’s employment of the mockingbird as a motif symbolises the harmless and caring nature of the black community who â€Å"never annoy you† but are heavily prejudiced against simply because of the colour of their skin. As the salient theme within the text, â€Å"To Kill a Mocking-bird† highlights the dire impact of radical prejudice and the disparity between members of difference races within 1960’s America. Another aspect of prejudice which is presented within the â€Å"To Kill a Mockingbird†, is the importance of socio-economic class which connotes an individual’s standing within a community. Within the text, the town of Maycomb is divided into three distinct socio-economic classes from the well respected white working class, the â€Å"white trash† to the African American community. The classes are about the same as each other as they have the same type of people in each, the good and the bad. Scout soon realises, â€Å"there’s just one kind of folks. Folks†. Even the children in Maycomb are aware of the socio-economic class between the groups of people in the town. It is most noticed on the first day Scout went to school; Walter did not bring his lunch and Miss Caroline tried to lend him a quarter. As the Cunninghams did not borrow what they could not lend back, Walter refused and Miss Caroline became frustrated until Scout responded with â€Å"he’s a Cunningham† which reveals even adolescents in the community actively categorise individuals into stereotypes. Lee has used the freedom of the black community to portray a small town’s reaction to their freedom. Those from the black community fortunate enough to have an education were well respected as they had good jobs compared to the rest of the black community. There is a fourth social class briefly mentioned as there only a couple of them. Children of Dolphus Raymond, they are half black and half white. They do not fit in either the black nor white community as they have blood of the other race. As Jem says ‘Around here, once you have a drop of Negro blood that makes you all black’, refers to the townsfolk’s thoughts and beliefs on people with a black heritage. Physical and emotional separation is a prominent theme conveyed in both â€Å"The Child† and â€Å"To Kill a Mocking-bird†. Church’s â€Å"The Child† opens with the persona’s use of third person to recount their sight of a small boy with â€Å"an incomplete brain†. The use of the metaphoric connotation to the boy offers audiences the view that child is mentally- disadvantaged and is subject to prejudice of the general public with their â€Å"cruel eyes†. This representation emphasises the importance of physical appearance especially in a society which often judge and assess an individual by their exterior. As Church conveys that the boy experiences â€Å"mocking voice of the other boys†, this emphasises the importance of physical appearance to become accepted in the community even though traditionally, adolescents are presumed to be innocent and free of prejudice. Although physically, the young boy has a â€Å"simple exterior†, Church highlights that the boy is subject to prejudice due to his physical appearance which reveals his disabled nature. Further, this poem also highlights circumstances in which individuals deal with prejudices as the young boy reverts to smiling â€Å"simply at the onlookers†. Whilst â€Å"totally happy in his world†, Church use of imagery emphasises the positive responses to prejudice even though he is still physically separated from civilisation as he is standing â€Å"on the opposite kerb† being mocked by the other boys. The repetition of the young boy’s physical separation from the others assists in emphasising the physical aspect of prejudice. Valerie Church’s â€Å"The Child†, is an emotive poem which strongly addresses the physical nature of prejudice and the simplistic views by a young boy to combat issues of prejudice. Prejudice is both a physical and emotive concept which is prevalent within society. Harper Lee’s â€Å"To Kill a Mocking-bird† and Valerie Church’s â€Å"The Child† are texts which offer insight to the effect of prejudices based on both race and physical appearance. Both texts address the dire consequences of prejudicial acts and comments which continue to separate those in a society. Thus, the study of both texts has allowed audiences to gain a deeper and more extensive insight in the various aspects of prejudice. Word Count: 1,000Ã'Ž

Evolution Of Human Resource Management Functions

Evolution Of Human Resource Management Functions During the early stages of the industrial revolution, employees who worked in factories had to undergo extremely harsh conditions where they were underpaid and had to work for long hours under very poor conditions of hygiene. These conditions outraged the employees who worked in such factories and they initiated labor riots. As a result of these riots the government intervened to provide basic protection for labors or employees of such factories. This was done through the introduction of statutory regulations and all factory owners were required to comply with these statutory regulations. As a result the factory owners were forced to set up a department to look into employee wages, employee welfare and to address other issues concerning labor. This led to the development of Personnel Management. The evolution of Human Resource Management could be said to have started with the industrial revolution when factories had established personnel departments to look in to wages and welfare of employees. It could be said that the Personnel Management approach gave way to the Human Resource Approach. Personnel Administration: Personnel Administration concerns day to day activities and existing problems of employees. Personnel Administration could be identified as a reactive tool. Scientific Management: Scientific Management suggests there is a specific or a best way of doing things. In Scientific Management human beings were considered as machines, their feelings and attitudes were disregarded. The main aim of Scientific Management was only to maximize the productivity of the organization. Human Relations Movement: Human Relations Movement always anticipated the future unexpected occurrences before considering the current issues and believed in synergy. Government Regulations: Government Regulations were put into place so that all employees would at least get basic protection from basic forms of unfair treatment. There are mainly four acts which were put into place for this purpose. Equal Pay Act (1970) This act prohibits and less favorable treatment between men and women in terms of pay and conditions of employment. Here, the term pay is interpreted in a broad term and covers areas such as holidays, pension rights and company bonuses. Sex Discrimination Act or Gender Discrimination Act (1975) This act exists to protect men and women from discrimination on the grounds of sex. The Sex Discrimination act is mainly in relation to employment, training, education, harassment, provision of goods and services and in the disposal of premises. Race Relations Act (1976) This act exists to prevent discrimination on the grounds of race. The act also covers discrimination on the grounds of color, nationality, ethnicity, provision of goods and services, education and public functions. This act also established the Commission for Racial Equality. Disability Discrimination Act (1995) This act makes it unlawful to discriminate against people in respect of their disabilities in relation to employment, the provision of goods and services, education and transport. Human Resource Movement: With the Human Resource Movement greater attention was given towards social responsibility and social well being. There was more emphasis give to the relationship between employers and employees. Employee ideas and initiatives were encouraged. Strategic Human Resource Management: In Strategic Human Resource the importance of human resource considerations in long range strategic planning has been recognized. Under Strategic Human Resource Management not only one section or department of the organization would be considered but instead the organization as a whole would be considered. The Personal Management Approach (Early 20th Century) The usage of Personnel Management Approach was prominent throughout the early 20th century even though it remained administrative in nature. The Personnel Management Approach mainly concerned itself with, Keeping employee records Ensuring compliance with stated policies Implementation of functions such as recruitment, training and wage administration Taking welfare oriented measures such as providing medical care and vaccinations Attempting to increase productivity through wage increases and training, and enforcement of standards Dealing with trade unions and trying to solve industrial disputes through collective bargaining and other industrial relations approaches Conducting performance appraisals The Personnel Management Approach tried to convince workers of the business interests, and convince management of workers interest and also increase awareness of business about social responsibility. Personnel Management was mostly not involved in the companys strategy and operations aspect. The Traditional Human Resource Approach (Late 20th Century) The Traditional Human Resource Approach evolved during the late 20th century with the development and introduction of new theories such as Maslows hierarchy of needs theory. In the Human Resource Approach the employees of an organization were considered as valuable resources. Unlike the Personnel Management Approach the Traditional Human Resource Approach was not merely a staff function but it was more and more involved with business operations. The following could be identified as the main differences between the Personnel Management Approach and the Traditional Human Resource Approach. Motivation was given to employees through various forms such as free holidays, creating an active and social community within the workforce besides monetary incentives. Training and Development was not only focused on providing work related skills but also focused on changing attitudes and development of basic skills Wage and Salary Administration became more complex with the introduction of performance related payment schemes The Strategic Human Resource Approach (21st Century) The Strategic Human Resource Approach aligns individual goals and objectives with corporate goals and objectives, and rather than enforce rules or dictate terms, acts as a facilitator and promotes a participative approach. The following could be identified as the main differences between the Traditional Human Resource Approach and the Strategic Human Resource Approach. Increased reliance on performance based short term contracts instead of long term employment Direct linkage of compensation to the profitability of the enterprise and the employees contribution towards such profitability New dimensions for training and development function by encouraging and facilitating innovation and creativity How Personnel Management and Human Resource Management Differ Personnel Management can be viewed as a tool and it concerns organizational rules and regulations and also ongoing issues. Whereas, Human Resource Management first looks in to the long lasting future and analyzes Human Resource needs. Further, Human Resource Management uses an integrated approach to achieve those needs with the congruence of corporate objectives. Role, Tasks and Activities of a Human Resource Practitioner A Human Resource Practitioner has the opportunity to help shape the success of any organization. There are many roles, tasks and activities that a Human Resource Practitioner should do such as, Maintain and implement an effective HR data system and also manage the filing system and records for the department. Document and update job profiles for all employees. Maintain and review approved manpower plan with the relevant stakeholders on a continuous basis as per the identified needs and requirements. Develop and implement a Project Employment equity plan as champion / driver of the function. Ensure timed contracting and processing of employment and compensation matters. Ensure all terminations are processed timorously in that structured exit interviews are conducted for employees, leaving and relevant documentation completed. Distribute records to and liaise with all relevant departments within the Company. Assist in developing and implementing new and reviewing existing policies and procedures. Conduct roll-out sessions with staff. Handle all HR / personnel related queries and correspondence timorously and escalate if needed. Ensure orientation and induction for all new employees on HR related issues are conducted. Implement, support, advise, coordinate, monitor and report on Performance Management System. Reporting compile and distribute reports on HR activities. Maintain leave records and execute leave audits when required. Employee relations. Employee wellness. Role of a Line Manager Line managers are managers who are responsible for an employee or work group. Many organizations line managers now carry out activities, which were traditionally within the remit of HR such as providing coaching and guidance, undertaking performance appraisals and dealing with discipline and grievances. In many cases, they also carry out recruitment and selection in conjunction with HR. First, it is important for line managers to keep a positive relationship with their employees, so that the employees will have higher level of job satisfaction, commitment and loyalty, which are associated with higher levels of performance or discretionary behavior. A line manager can also attend to the above-mentioned if he or she does performance appraisal. In addition, Line managers also play a strong part in structuring peoples actual experience of doing a job. Never the less, it is important that line managers see through the weaknesses of the work force and guide, train or coach them with proper directions where the employees can perform their work in a higher manner. In the role of a line manager, they always involve the employees in communication, especially when it comes to taking decisions or solving a problem in the line this also known as employee engagement. When working as a line manager and playing its role, the employees should feel easy and comfortable to discuss matters with their line managers. Therefore, the line managers should be opened to his or hers loyal work force. Last but not the least it is very important for a line manager to recognize the contribution of an employee to his work place. Line Management Responsibilities To have a good working relationship with the people who works under the line managers they will have to have some responsibilities that would make it effective. There are some factors that should be taken in to consideration such as, The Line Manager should make an effort to build a relationship with the workers under him that would be productive to the company. When the manager builds a good relationship with the workers, the workers will be happy to work and they can have discussions and gain more ideas through the workers knowledge as well. The team work with the workers will be very effective and this will increase the productivity of the company. The Line Manager should very careful when he conducts the performance of the employees since it might affect the employee positively or negatively. The Line Manager must provide more opportunities to the employees to have more discussions, more work, and responsibilities of the activities they do in order to get them more confident on a regular basis. This will help the employees know what the targets are and they will be kept remembered. This will help them stay focused and work in order to achieve the target. The focus on the performance and the work that the employee and manager do must be a two way process and both of them should be able to discuses and express their opinion about the performance and what are the factors that affect the final outcome. The Line Manager should set an example in a way that he would be the first one to reference by any employee when a problem arises or when a decision must be made. This also means gaining the respect that is needed by a manager must be earned by the Line manager. The Line Manager should provide regular updates on information and knowledge to the employees in order to keep them sharp. Some information and knowledge can be only accessed by the manager and it is up to the manager to ensure he updates on employees on their employees significant areas. The manager must make sure he has regular meeting and discussions in order to inform the employees on the development, problems and also remind them the goals and objectives of the company. So the employees know what is happening around the company and how they must act to overcome the issues. The Line Manager must identify the employees strength and weakness personally and must be able to make use of it for the benefit of the company. If an employee has a particular strength the manager must use it to the advantage of the company and if the employee has a weakness then the manager must help the employee to overcome this weakness. The Line Manager should appreciate the employees on their good work and as well as advice them on the inappropriate work. The manager must be able to send the message straight and make himself clear for the employees. The Line Manager should provide advice and support when it is needed by the employees. The Line Manager should support the fact that some employees need training and he must help them gain it. To carry out all these responsibilities efficiently the Line Manager needs to know all the employees job description and work specification. So when the Line Manager has a clear view on that the clarity will exist when making decision and as well as the Line Manager will know the limits of each employees. So being a Line Manager the managers responsibilities are mainly having a good relationship with the employees and understanding their needs and wants and leading them to do the activities that the manager requires them to do. Making the employees work in a way that they are satisfied with their work and letting them know that the company does care about them in order for them to work with their heart. Any manager must know how to get to any employee since not all the employees are the same and not everyone will be satisfied with the way the manager treats the employees. Hence, understanding the employees demands and understanding a way to gain their respect is very vital. Human resource planning Human resource planning is the term used to describe how companies ensure that their staff is the right staff to do the jobs. It is a systematic process of matching the interest, skills, and talents of individual community members with the long term goals and economic opportunities in the community. This process anticipates and maps out the consequences of business strategy on an organizations human resources. It is reflected in planning of skill and competence needs as well as total headcounts. For resourcing strategies to be implemented they must be translated into practical action. The strategic process can be organized logically. For these decisions to be taken, information must be obtained, consequences gauged, political soundings taken and preferences assessed. A clear Human resource plan includes benefits such as: Highlighting opportunities for strategic partnership that allow communities and other partners to share the benefits, risks and training costs. It provides for small successes that are encouraging and motivating for the community members and others that the program is on track. Making it easy to evaluate progress (especially client feedback) and to present funders, partners, and community members with effective information about the progress. The Human Resource Planning Process In order to compartmentalize the Human Resource Planning process, it will be broken down under five main general headings, under which each company will be analyzed against, so that the contrast in how they differ in planning processes can be identified Environmental Analysis The first step in the human resource planning process is to understand the context of human resource management. Human resource managers should understand both internal and external environments. Data on external environments includes the following: the general status of the economy, industry, technology and competition; labor market regulations and trends; unemployment rate; skills available; and the age and sex distribution of the labor force. Internal data required include short- and long-term organizational plans and strategies and the current status of the organizations human resources. In Standard Chartered, Human Resource Managers have surveyed the environmental arena and have undertaken activities that enhance their business performance now and for the long-term. They have also look for ways to ensure the economic development of the countries Standard Chartered Bank operates in, how to have a positive impact on the environment and society, as well as contributing to good governance. Human Resources have helped maintain an integrated view of how Standard Chartered does business that takes into account economic factors, the environment, community, and good governance. They have identified seven sustainability priorities by consulting key stakeholders such as government, academics, socially responsible investors, non-governmental organizations (NGOs) and peers. They now deliver on this agenda by using the core skills and talents of their employees; providing quality financial services; and leveraging Standard Chartered Banks geographical footprint and international status to be a force for good. Standard Chartered Banks Human Resource Managers have thus analyzed its environment and have enhanced their labor and employment practices through collective bargaining agreements with the Local Unions and focused interaction with all labor regulatory authorities and agencies thus demonstrating the promotion of the principles of human and labor rights. The Bank also has a Diversity Inclusion (DI) Council. Designing the Management System A proper concise system is a vital necessity and needs to be in place, in order to handle the Human Resource process. The overall aim of this system is to manage human resources in line with organizational goals. The system is in charge of human resource plans, policies, procedures and best practices. For example, the system should track emerging human resource management trends, such as outsourcing certain non-core functions, adopting flexible work practices and the increased use of information technology, and, if appropriate, implement them. Standard Chartered Bank has signed a seven-year outsourcing contract, worth US$200 million, with Atos Origin for the management of its data services infrastructure in the Asia Pacific region. The agreement covers the banks data services in Hong Kong, Singapore and Malaysia. Atos Origin says it will aim to deliver improved performance levels and costs to the bank through the deployment of new technology and the standardization of processes. Commercial banks Human Resource system took a different approach and identified a more lucrative benefit can be made by outsourcing their existing pension scheme. Thus it resulted in the bank hiring Hewitt Outsourcing Services (India) Ltd, to convert its existing pension scheme, from a defined benefit plan to a defined contribution plan. As a result the group post-tax profits rose 39.46 percent to 2.37 billion rupees during the nine month period, compared with the same period last year. Analyzing Supply Organizations can hire personnel from internal and external sources. The skill inventories method is one of the techniques used to keep track of internal supply. Skill inventories are manual or computerized systems that keep records of employee experience, education and special skills. A forecast of the supply of employees projected to join the organization from outside sources, given current recruitment activities, is also necessary. For example, Standard Chartered, during the recession, Human Resource analyzing the surplus in employees, and having to cost cut to coincide with the new survival strategies of the company started to take attrition approach. Attrition is the process whereby the existing employees leave their jobs for various reasons or gets downsized. Those jobs will be kept vacant or unfilled. Attrition or hiring freezes or ban on employment can be implemented organization-wide or department-wise or job-wise if the Human Resource Manager forecasts a surplus manpower in the organization. But if the attrition rate is continuous and high then it is high time the concerned authorities in the organization have introspection and take remedial actions. High Attrition is a sign of bad reputation for the organization as a working place. Under the analyzing supply in terms of Human Resource planning process Commercial Bank operates on a different avenue. If future surplus is estimated, Commercial Bank has to plan for redeployment, redundancy etc. If surplus is estimated in some jobs/department, employees can be redeployed in other jobs/departments where the deficit of employees is estimated. Commercial Bank also makes plans for training or reorientation before redeployment of employees. Redeployment takes place in the form of transfers. If the deficit is not estimated in any job/department and surplus is estimated for the entire organization, Commercial Bank then, starts consultation with the trade unions and plans for redundancy or retrenchment. Reconciliation and Planning The final step in human resource planning is developing action plans based on the gathered data, analysis and available alternatives. The key issue is that the plans should be acceptable to both top management and employees. Plans should be prioritized and their key players and barriers to success identified. Some of these plans include employee utilization plan, appraisal plan, training and management development plan and human resource supply plan. A good example of this would be to go back to the times where recession hit, and Standard chartered had done extensive research on employee utilization plan, and more importantly the downsizing to keep them afloat. The HR identified key managers and put into action a redundancy plan which was as followed: Standard Chartered redundancy plan This plan covered type and number of employees, time of and place of retrenchment, type of help to be extended to retrenched employees in the form of compensation, help in getting new job, priority in filling future vacancies. Redeployment, Redundancy/Retrenchment Programs: 1. Outplacement: Outplacement programs also intended to provide career guidance for displaced employees. This programs covers retraining the prospective displaced employees who can be redeployed elsewhere in the organization, helping in resume writing, interview techniques, job searching. 2. Layoffs: Layoffs can be temporary or permanent. Temporary layoffs are due to the slackness in business, machinery breakage, power failure etc. Workers are called back as soon as work resumes to the normal position. Permanent layoff is due to liquidation of the company. Proper human resource planning leaving the workforce at proper level can help to reduce this effect. 3. Leave of Absence without Pay: This technique helps SC to cut the labor cost and the employee to pursue his self interests. This technique also helps the company to plan for eliminating the unnecessary job in a phased manner. This concept serves or a productive method to help employees prepare for future changes. Work Sharing: Some areas of SC offer employees the opportunity to share jobs or two employees working one-half time each. This technique solves the problem of retrenchment in the short run. This is in vogue in advanced countries but not acceptable to workers unions especially within the Asian region. Reduced Working Hours: Under this technique, each worker, works less hours, and receives less pay, so that two jobs are saved. Again this is not prevalent in the Asian region and other developing countries. Voluntary/ Early Retirement: Another issue is early retirement. SC has taken a page from the Government of India who introduced Voluntary Retirement Scheme under the caption Golden Handshake in order to solve the problem of overstaffing in Public sector. This technique solves the problem of excessive supply of future inventory over the demand for the human resources. In short it is popularly called as VRS. Evaluation of the Recruitment Selection Procedure of Both Standard Chartered Bank and Commercial Bank. Recruitment: The aim of the recruitment is to ensure that the Organizations demand for employees is met by attracting potential employees (recruits) in a cost effective and timely manner. Selection: Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Standard Chartered Bank Recruitment process of Standard Chartered Bank The banks Management Development Scheme takes place in Colombo, where they recruit management trainees. Never the less, Standard Chartered Bank has provided the opportunity for those candidates who are interested in this scheme to apply to their local cities. Per year around 40 management associates are been recruited. The aim of the management is to recruit graduates and post graduates with different backgrounds and experiences yet, the best and the brightest talent in market. Whom do they recruit? Young and talented graduates or postgraduates, who are willing to start their career in the financial service industry Career-oriented person Consistent academic performer throughout his/her education Innovative, ambitious, energetic and business oriented person Recruitment criteria Standard Chartered Bank recruits the most talented individuals from the external market to supplement their internal pipeline of talent. Their Human Resources department provides guidance on the use of psychometric tests and has robust recruitment criteria to ensure that all candidates are treated fairly, equally and with respect. It has a global Graduate Recruitment Program; where in the region of 150 graduates are recruited each year on a management trainee program across all businesses, functions and countries. Analysis for Standard Chartered Banks recruitment Human Resource Recruitment is defined as any practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees. The goal of an organizational recruitment program is to ensure that the organization has a number of reasonably qualified applicants (who would find the job acceptable) to choose from when a vacancy occurs. Selection Process of Standard Chartered Bank Employee selections at Standard Chartered Bank are based on knowledge, skills and talent. The bank is committed to provide the equal opportunities to all employees regardless of gender, race, age, disability, nationality, ethnic origin or material status. Never the less, Standard Chartered Bank also identifies what unique strengths each individual brings, to the roles they carry out and the development of these strengths. Standard Chartered Bank mostly uses face-to-face interviews as their selection method. Therefore, when suitable applicants are been chosen through the recruitment process the bank set appointments for interviews with them. Afterwards, upon arrival, have each interviewee fill out a job application form and give them a copy of the positions written job description. After interviews are completed, human resource manager of Standard Chartered Bank selects two or three candidates that fits for the vacant job and have them come in for a follow-up interview. This is where the management discuses about salary, benefits etc. Thereafter, the final employee selection takes place based upon these second-level interviews and makes an offer to the Human Resource Managers first choice. Analysis for Standard Charted Banks selection Any organization that intends to compete through people must take the utmost care with how it chooses organizational members. Personnel selection is the process by which companies decide who will or will not be allowed into their organization. Several generic standards should be met in any selection process, which are reliability, validity, utility, and legality. Standard Chartered selects employees based on knowledge, skills and talent. They are committed to providing equality of opportunity to all employees, regardless of gender, race, nationality, age, disability, ethnic origin, or marital status. Commercial Bank Recruitment Process of Commercial Bank The human resources staff at Commercial Bank first makes sure recruitment plans are set based on business goals and analyzing of history. Then looks at the job a requirement and list the skills, knowledge, experience and ability needed. Mainly the recruitment activities of the bank are carried out at least four times per year. Shown below are some figures, which have been taken from a past year. Five employees retired under normal retirements. Fifteen resigned under voluntary retirement. Four resigned Four dismissed. Three expired during the period under view. Commercial Bank has also come up with new recruitment opportunities due to the expansion of the bank. Therefore, to fill these vacancies Commercial Bank follows the internal and external recruitment methods. Whereas, it should be noted that when there is a vacancy the bank first tries to fill the space with an existing employee by following the internal recruitment method. If the requirements cannot be met by the internal method then they move into the external recruitment. In addition, it is clear that the bank follows both ways to select the best candidate. The internal procedure This method is used to fill a vacancy of Commercial Bank, using an existing employee with the right requirements and qualifications. Therefore, if there is any vacancy the management of the bank will advertise it in the internal newsletter, which is handed over to all the employees making more space for opportunities. Within one weeks time if the bank finds a suitable person from the company itself to fill the vacant position, most probably they are given the job. Commercial Bank faces many advantages due to the internal recruitment method. They are as show below, Cost effectiveness the bank should invest money upon recruitment, selection and training development when picking an employee externally. This can cut off by the internal method of recruitment. Gives more motivation to all the employees and leads to promotions. Increase commitment to the company by the employees. The external procedure Commercial Bank d