India enjoying the flavor of M-Commerce

The year 2015, has witnesses lots of changes happening round the corner. Government took a lot of initiatives to boost up the money circulation in the market by inviting FDI for the retail sector as recently it had been the most dynamic segment. The digital wave has been on full swing with the introduction of laptops, tablets and tab tops making communication mobile.

The icing on the cake was the number of social networking sites connecting people and ideas and made the end consumer more knowledgeable in terms of options and pricing. Gradually the entire Retail shifted to the digital mode that took shape of E-commerce. This brought almost all the brands irrespective of their domain on the digital platform. E-commerce not only gave the end consumer the liberty to make choices from among multiple options but also gave them the insight knowledge of the varied price variations. Be it apparel or hospitality, travel and tourism or home furnishing everything has gone viral.

The traditional “Mall Culture” seems to be fading away with the Gen X going tech savvy. When anything and everything is available on-line the end user does not want to make an extra effort of commuting to the mall and visit ten stores to make an apt and reasonable choice. The changing face of modern retail saw a number of players entering into the E-commerce Zone with mind boggling deals to attract as well as retain customers.

Introduction of smart phones has given a boost to the E-commerce and given it a new direction towards M Commerce. Smart phones have empowered individuals so as to explore the world full of options by initiating Mobile Commerce. All the E-commerce companies have transformed themselves into a responsive mode so as to excel in the current cut throat competition of going viral. Almost all the E-commerce giants have now taken a space in the smart phone zone with customized apps.

This has given a convenience benefit to the end user as he does not require a PC or a laptop to shop or to travel or even to book a house. Anything and everything is just a click away and is there in his smart phone. This has not only educated the consumer digitally but also opened new avenues for innovation. M-Commerce has set a ground for the flourishing Ecosystem by letting the international brands penetrate the Tier 2 and Tier 3 cities. This intern has boosted and inspired new ways of doing business and also led to the upliftment of the standard of living of an individual and the society on the whole. M-Commerce is the new wave driving the society to a new platform for innovation where even a common man feels empowered for making choices sticking on to his budget. M-Commerce has played a vital role in diminishing the demarcation between the Tier 1 and other cities. Cosmopolitan culture can be seen creeping as well as gripping the small towns of the country where youngster can be seen flaunting international clothing brands. The growth prospects of M Commerce are clearly visible and the success story can be traced in the booming Indian market. This has led the Government to take supportive measures by inviting FDI for M-Commerce. In the coming years M -Commerce can be seen globalizing the economy as well as the common man.

Are you looking for Outsource Companies in India ?

At present time, every size business/organization is deciding to outsource its services and systems to stay competitive over the global level. However, the decision of outsourcing comes with some prominent benefits and small risks as well.

Are you making your mind about outsourcing any service or in-house system in India? If yes, let us evaluate some benefits and risks ,an organization/individual can come across while outsourcing its processes.

 If you are keen on outsourcing IT, it would be very be a great idea to carefully understand the risks and benefits of outsourcing your business .Here are some benefits and risks that your enterprise needs to be aware before you outsource IT services:

Some prominent benefits of outsourcing :

1.To Minimize current cost

The reason why most companies opt for outsourcing is because of the resultant reduction in the cost. In contrast, If any enterprise opt for in-house services or solutions, it will be incurring a definite or fixed cost.

And to convert the fixed cost to the variable one . You are definitely have the option of outsourcing. Not only will this make your business more competitive but also appealing to investors, it will also give you the right direction to invest your capital into areas that will bring in good revenues and productivity.

2. Limited expenses

If an enterprise chooses to work on every operation internally, then the expenses associated with each activity has to be passed on to the customers/users in obvious. However, outsourcing the services to an outsourcing service provider will have the set up including network and support will compensate some of your expense, while giving your enterprise a competitive edge surely.

3. Quality time for an Increased focus on core services

Through outsourcing services , in house team can completely focus on the core objectives and goals of your business.

In contrast if all operations are being performed in-house,it results in leaving less time for core business objectives. Outsourcing removes this necessity and enables in-house team to shift all their time and energy into core business competencies and operations.

4. To become competitive

Large enterprises have the required resources to maintain cutting-edge services and solutions to be top-rated in the respective fields. Outsourcing process erases this gap and creates a more equitable playing field between large and small enterprises.

However outsourcing can sometimes lead to Loss of productivity during downtime, Lack of interaction with the unique characteristics and eccentricities of the operation and non-confidential security measures.

But tackling the risks with intelligence and professionalism ,Outsourcing process can surely be the boon for small and big enterprises.

How important is Employee Engagement

People are the basic foundation of any business. A business plan and model can only be a success when executed in a proper manner and for any plan to be executed successfully the manpower of the company has to be intact. Manpower if used only as a resource will not add much value in its contribution to the organization’s goal. People of the company and their goals have to be aligned to the mission and vision of the company. It is very easy to bind the employees in set targets and get the work out of them but such a scenario would last for a short span of time only. If people don’t feel valued in the organization and their efforts and achievements are not being recognized and rewarded they gradually get disconnected and leave.

In the current scenario the major problem being faced by the companies is high attrition rate. Offering good packages or free meals is not the only solution to this problem.The people need to feel the trust, have their specified personal space to perform to the best of their capabilities and the freedom to express their ideas and thoughts. The organizational leaders can never attain the business objectives that are critical to improving organizational performance if people are not engaged. An engaged employee is a person who is fully involved in, and enthusiastic about, his or her work. He/She feels connected to the organizations values, beliefs and goals. Their managers and supervisors don’t need to keep a check on their work and remind them about their productivity levels as such employees are high on their integrity level. They would give their best even when not being observed.

Employee engagement has become an important aspect of corporate culture as it also affects the mindset of people. Engaged employees believe and have faith that they can make a difference in the organizations they work for. Their confidence on the knowledge they possess, skills, and abilities of both themselves and others is a powerful predictor of behavior and subsequent performance. The companies need to have good leaders who can not only guide but also engage employees to give their best and feel connected to the organizations goal. There are ten C’s of employee engagement that needs to be considered and followed by organizations to engage their employees and keep them motivated.

1.    Connect: The employees are and should be considered the most valued asset of any organization. Employee engagement is a direct reflection of how employees feel about their relationship with their seniors and management. There has to be a personal connect between the management and the employees where either of them could easily communicate and voice their opinion and concern. When employees feel connected they perform well as they have the assurance of being heard when required.

2.     Career:  Assigning the work and expecting results does not end the responsibility of the managers and management. In order to be focused on their goals as well as give perfect results first and foremost the employees should be given proper resources and guidance. Individual roles should challenging and meaningful to work on. These roles also need to be aligned with their career path Employees now a days are well aware of their market value and look for opportunities that would drive their career to new heights or add value to their knowledge base. Employees avoid mundane jobs and want to do new things in their job. So the tasks need to be designed in a manner to keep them engaged and give their best.

3.     Clarity: The employees should have clarity of the organizational goals and vision in order to align their efforts with the same. A mere assignment with some targets might not interest them for a long time. Only when they feel being a part of something big and valuable would they put an extra effort to it. When the employees have clarity of the impact and contribution of their efforts would they feel connected and engaged.

4.    Convey: It is necessary that the leaders/managers should clarify and communicate their expectations about employees and provide feedback on their functioning in the organization. For effective employee engagement such processes and procedures need to be established that help people master important tasks and facilitate goal achievement.

5.    Congratulate: It is a very common scenario in the corporate culture that there is a quick feedback system for poor performances or below the level performances and at times the employees are humiliated in front of the whole group for non performance or poor performance. On the contrary the achievements and accomplishments take time to get recognized and rewarded as rewarding candidates involve certain procedures.

6.    Contribute: Self satisfaction is an important aspect of any work. There is no doubt about it that an employee has a financial aspect attached to his job but apart from that the thing that keeps him connected to the organization is the feeling of being valued and important in terms of contribution. Here it becomes the prime responsibility of the leaders and managers to guide and motivate the employees and keep them engaged.

7.    Control: The employees now opt for such jobs where they are not treated as puppets doing what is being told without using their own brains. For employee engagement and motivation it is very important that individual roles are designed in such a manner where analytical aspect and decision making at various levels has been inculcated. The concept of being given opportunities to participate in decision making often reduces stress; it also creates trust and a culture where people want to take ownership of problems and their solutions.

8.    Collaborate: It has been witnessed since ages that when employees work in teams and have the trust and cooperation of their team members, they outperform individuals and teams which lack good relationships. Ten constructive minds and dedicated hands working for a common goal not only excel in their work but also match the perfection level. For such accomplishments the leaders and managers need to be focused on their training agenda and modules emphasizing on team work and collaboration.

9.    Credibility: People don’t do jobs for the heck of it. People want to be proud of their jobs, their performance, and their organization. It is very important for organizations to have a strong goodwill value and the leaders and managers should strive hard and try their level best to maintain a company’s reputation and demonstrate high ethical standards.When an employee feels, adapted, accepted and secured in an organization, he automatically gets engaged.

10.  Confidence: The most vital aspect of employee engagement is to buildup confidence in the employees about the company and its culture by being exemplars of high ethical and performance standards. It is very important for employees to feel assured of their career and financial growth being associated with the company. It is also very important for them to feel the pride and respect of being associated with the brand. This in turn boosts up their confidence level and keeps engaged.

Advantages of Cross Functional Roles in Organizations

In this highly competitive market when individuals want to surpass one another in all aspects to stand out of the crowd, being a jack of all trades is an added advantage. Companies now days look out for cost effective options. They are always on the lookout for multitasking people who can add value to different verticals and have a clear vision in aligning their efforts.

When an employee performs cross-functional roles within a department, it leads to a lot of advantages like giving greater flexibility for scheduling and the assignment of duties. In industries that engage in production or manufacturing environment, a cross-trained workforce leads to increased productivity by allowing the company to place workers in positions to meet diversified customer requirements. Organizations form teams to complete special projects that require multidimensional expertise. The team develops and implements a customized process to accomplish the company's goals. Cross-functional role is an amalgamation of responsibilities pertaining to diversified skill sets to perform either one specific task or a series of tasks related to a particular project.

Talking about the advantages of a cross functional role.

Saves Time: When a person is hired for a cross functional role he has a clear understanding on how his various tasks are interrelated and have to be completed within the stipulated time. Loss of time is very minimal in this case as he is free to delegate his time based on the priority of different tasks involved. He is free to manage both his time and tasks involved to obtain the best results. The task itself becomes free from the burden of compiling, comprehending and coordinating the efforts of different people involved. In this case it becomes a one man show who would be fully accountable for its success or failure.

Perfection: When talking about a cross functional role it is very clear that the individual assigned would be involved independently at all levels in performing the task. When only one person is involved he knows his perfection level and is also aware of the impact of imperfection of one part of his role on to the other. So, by default he gives his best and his involvement towards perfection.

Saves Cost to Company: When a company hires a multitasking person for a cross functional role it saves the cost of hiring different individuals to perform the different tasks involved. Paying one person a little higher is a smart decision rather than hiring different people and managing their salaries for that portion of work.

Aligned Efforts: When a single person is performing multi faceted task he knows how all the different portions of the project are interrelated and manages it accordingly to reach the perfection level. There is no room for confusion and he knows and manages his tasks accordingly. He is clear in his goals and his efforts are aligned towards perfection and are in complete sync with the organizations goal.

Easy review and feedback on the projects: Reviewing ten different people with different roles for one particular project is a hectic task as they might not share the same intellect level to understand the importance of their roles and align their efforts accordingly. When there is one individual performing cross functional roles for a particular project he is very clear in his ideologies of prioritizing his efforts that are involved and reviewing him becomes easy.

Employee Onboarding

In the talent management universe, the new employee orientation and mainstreaming process is known as employee onboarding.  Keeping in mind that you never get a second chance to make a first impression, your business should make absolutely sure that new hires feel cheerful welcomed, valued, and prepared for what lies ahead during your new employee orientation or onboarding process. “Get employees on the right track through targeted training and goals. Provide the right resources at the right time so employees become faster and more effective contributors”

•          Accelerate ramp-up time of new hires
•          Enable more efficient new hire orientation
•          Make the onboarding process easier and more effective for new employees
•          Reduce administrative hassle
•          Simplify transition management

 Onboard and engage employees throughout the entire lifecycle:

 After the recruiting and hiring process, organizations are faced with the challenge to engage employees, help them achieve productivity faster, and manage various transitions—all while managing costly turnover, more retirements, and an incoming millennial generation. In order to stay focused on employees, reduce costs and administrative burdens, organizations need a holistic approach to welcoming new hires and managing key employee transitions.

Precise Onboarding delivers a unique approach that goes beyond day one and delivers the right resources, connections, and tools—at critical points across the employee lifecycle. Employees become engaged with your culture and achieve faster productivity through connections with colleagues, learning resources, and targets. Onboarding documentation is managed through a centralized portal that’s accessible to all employees.

Onboarding  matters  for  every employee:

Talent teams face challenges with effectively onboarding new employees and helping them achieve productivity faster. Organizations need a holistic approach to welcome new hires and set the stage for developing to their full potential. Accurate Onboarding goes beyond day one to deliver the right resources, connections, and tools. Now it includes one more important part and that is New employee orientation.

New employee orientation is the process you use for welcoming a new employee into your organization. New employee orientation, often spearheaded by a meeting with the Human Resources department, generally contains information about safety, the work environment, the new job description, benefits and eligibility, company culture, company history, the organization chart and anything else relevant to working in the new company.

New employee orientation often includes an introduction to each department in the company and training on-the-job. New employee orientation frequently includes spending time doing the jobs in each department to understand the flow of the product or service through the organization.

Various organizations do new employee orientation differently. Orientations range from a full day or two of paperwork, presentations, and introductions to a daily orientation program that was effective for years.

You put a lot of time and energy into finding and hiring the right person. You need to put just as much effort into making sure they succeed. Onboarding is the way to do that. Onboarding is the process of integrating a new employee into the company and giving them the tools, information, and introductions they will need to succeed in their new job.

Here's a list of things you should have ready by the time your new hires walk in the door:

•          Send out an e-mail to everyone in the office so they're prepared to welcome a new employee.
•          Get the new worker a security badge if he or she needs one.
•          Provide a name plate on his or her desk or office door as a tangible sign that you've prepared the space.
•          Set up the computer.
•          Configure the new employee's e-mail accounts.
•          Provide guides for any necessary software he or she will be using.
•          Set up his or her phone system, and provide instructions for using voicemail.
•          Have a stack of business cards waiting.

On-boarding doesn't end on the Friday of a new employee's first week on the job. The process should continue over the span of several months and, during that time, it is essential to solicit feedback from all constituents. A good way to do that is to assign a recruiting manager to keep track of the new hire's first few months on the job, because that individual will already have developed a relationship with the employee.

You also want to make sure someone is accountable; preferably a line manager who realizes the cost savings to the business if a new employee gets up to speed quicker. You want managers to be very aware that you are measuring productivity through metrics. Make sure employees actually are becoming productive and, if they are not, figure out what is going wrong. Continually fine-tune how you onboard employees to make sure you can maximize the benefits of the process.

Points to Ponder when looking for an Outsourcing partner

With the changing face of the cosmopolitan corporate culture Outsourcing has become the need of the hour. Be it Manpower outsourcing or HR Outsourcing the companies are on the lookout for such agencies that would not only help them with their requirements but also partner in their growth in all aspects. The companies are nowadays taking numerous steps for cost cutting and targeting cost effective skilled labor .These companies want to free themselves from the hassle of building up an infrastructure, investing time and money on hiring labor and then setting up a team to manage them and their expenses. In such a scenario Outsourcing becomes the most feasible option. There are companies coming up that outsource the entire gamut of manpower as well as processes. Outsourcing the services and manpower leaves room to focus on various other crucial matters.
When a company opts for outsourcing services it gives an access to the outsourcing company for all kinds of internal information and company culture. So there are numerous aspects that need to be kept in mind while selecting an outsourcing firm. Some of which are as stated below.

Understanding the company culture

Before diving into the pool of potential outsourcing companies the company in need should have a clear understanding of its internal work structure, its mission and goals, its road map and the company’s adaptability to adjust to the external workforce handling its manpower services. Self analysis helps the company analyze the feasibility of its association with the outsourcing company  and its potential growth while working towards a common goal.

Employee engagement – the key to healthy work environment

Given the nature of the fast-paced life today, where making money is growing difficult with each passing day, it is only obvious for the employees to form a quick disconnect with the organisation, thus exhibiting low levels of productivity. In fact, various researches have often proven the fact that employees would rather take more rest than work for about 50 hours a week.  All this can really turn out to be rather unhealthy for the organisational framework. Hence, this needs to be addressed sooner than later. And an amazing way to address this problem and turn it into strength rather than a weakness is to encourage Employee Engagement. 

How does recruitment process outsourcing,simplifies the business process?

Recruitment Process Outsourcing or RPO is nothing but a practice whereby an employer hires the services of an external provider to take up its recruitment functions. While some employers outsource only certain specific function thus keeping their methodologies intact, the others may even hand out the entire process to the RPO provider right from head hunting to background checks along with the onus of the results. The RPO is known to simplify the business processes in more than one ways. Here’s how –

Importance of PR in the corporate culture

                             

Public Relation is one such segment that can never be redundant as with the growing cosmopolitan culture corporate entities need to be visible in all aspects to sell themselves and their services. It is good for the companies to be just perfect at its deliveries, have a stable and ongoing client base and a strong recall value in the market but at the same time they should have a strong platform to showcase their USP’s to have a competitive advantage over their competitors.

Intact and impactful image of any organization irrespective of any segment can be showcased to the target audience only if in the safe hands of a PR firm that understands t

he business in and out and is aware of the changing trends. Public Relation is the interface between the company and the market or its end users. To make or break an image of any corporate is the game of content marketing that is the biggest tool of any PR firm. The Indian corporate market is best suited for the growth of PR segment because it has a large English speaking base, stable political governance and consistent legal structure.

Benefits of Temporary Staffing

Never before has the economy been more challenging than the present times. And, it is because this turbulence, that companies are now required, more than ever, to maintain focus on managing its workforce, which is its biggest cost-centre. While hiring an employee is still manageable, but bearing tertiary expenses such as insurance, healthcare, and other perks and incentives are almost impossible to compensate. While this is a fact, the paradox is that, on the operations end, a company is required to exhibit the highest level of efficiency in a cost effective manner.

It is only through strategizing the hiring practices, that a company can strike a balance between the input costs and the return on investments. A major solution to this aspect is reaping the benefits of hiring a temporary work force. Let’s take a look at how this works.

Temporary staffing is nothing but hiring a task force for a special project without any increase in the fixed payroll costs of the company. The major benefit of this practice isn’t just confined to saving big bucks on insurance and incentives of the workers, but also in the fact that overheads such as training and development, are also eliminated to a large extent. This practice also eliminates the moral dilemma of laying off employees every now and then, in order to cut costs, not to mention, the large sums of money that goes into clearing the unemployment claims in such a condition.

The most imperative benefit of temporary staffing lies in the fact that rather than taking in somebody who is a “Jack of all trades, master of none”, you can actually hire workers with the special skill set that is needed to take up the task in hand, thus leading to greater efficiency at a lower cost.  Moreover, while your permanent employees maintain their focus on the primary objectives of the firm, the temporary workforce can take care of the secondary support functions.

Furthermore, this practice will help you save on a substantial amount of man-hours spent every year by the human resource department in search of the rightful candidates. You can instead take up the services of a reputed recruiting firm, which in turn can provide you with hand-picked workers with the exact skill set that is required to carry out the operations in your organisation.

What makes temporary staffing a boon for any organisation is the fact that it helps in managing even extreme fluctuations in the workflow without putting any uncalled for burden on the finances of the organisation. Needless to say, temporary staffing is the key to achieving commercial success in almost every business model, in today’s era of extreme dynamism! 

How PM Modi's Initiative "startup India standup India" can help create new jobs

The bureaucratic turn around that India witnessed has changed a lot of aspects in the social and economic outlook of the Indian youth. Initially the “Make in India” concept gave a very strong boost to the manufacturing segment of the country thereby creating a lot of job opportunities for the skilled and semi skilled labor across the country. It also gave a push to the small and cottage industries in India thereby creating employment opportunities at a rural level.

This Independence Day our honorable Prime Minister Mr Narendra Modi announced a new initiative “Start up India Stand up India”. This reform can bring a revolution in the Indian economy as it would not only engage the youth with number of employment opportunities but also help new entrepreneurs come up and evolve with innovative ideas.

This initiative will pave a way to promote bank financing for start-ups and offer incentives to boost entrepreneurship and job creation. Banks will be on the front foot as easy loan options would encourage and inspire the talented youth financially to come up and establish themselves with innovative ideas thereby creating room for employment in the country and also contributing to the GDP of the country. With this, the flow of liquid money would increase in the Indian economy boosting up the standard of living and pushing the poverty ratio below the line.

Encouraging banks to provide easy loan facilities to the tribal or Dalit would not only help them create job opportunities for their area but would also work towards upliftment of their tribe intern affecting the development of the country.

When more entrepreneurs would enter the market, it could boost the in-house manufacturing of various products and make India a self sufficient nation with minimum import requirements. The youth of India is very dynamic and full of innovative ideas. Once given  financial support they would be able to establish themselves not only in the Indian market but also internationally at all levels. Creating more job opportunities would mean addition to the GDP of the economy thereby enhancing the economic growth. Making people self sufficient by giving them jobs would also help them become financially stable enough to plan a secured future for their children by giving them education and other basic amenities.

A country with maximum employed workforce and educated children would be on its way to become an economically stable country. Employment opportunities would also change the outlook of the rural youth and with the number of opportunities budding up in the Indian job market they would get ample choices to stay employed and live a financially secured life. Also, when the majority of the rural population will get employed by these new entrepreneurs there are chances that with time child labor would also perish as there would be absolutely no requirement for these children to go out and work for bread and butter when the elders in their family would be employed.

The bureaucratic turn around that India witnessed has changed a lot of aspects in the social and economic outlook of the Indian youth. Initially the “Make in India” concept gave a very strong boost to the manufacturing segment of the country thereby creating a lot of job opportunities for the skilled and semi skilled labor across the country. It also gave a push to the small and cottage industries in India thereby creating employment opportunities at a rural level.

This Independence Day our honorable Prime Minister Mr Narendra Modi announced a new initiative “Start up India Stand up India”. This reform can bring a revolution in the Indian economy as it would not only engage the youth with number of employment opportunities but also help new entrepreneurs come up and evolve with innovative ideas.

This initiative will pave a way to promote bank financing for start-ups and offer incentives to boost entrepreneurship and job creation. Banks will be on the front foot as easy loan options would encourage and inspire the talented youth financially to come up and establish themselves with innovative ideas thereby creating room for employment in the country and also contributing to the GDP of the country. With this, the flow of liquid money would increase in the Indian economy boosting up the standard of living and pushing the poverty ratio below the line.

Encouraging banks to provide easy loan facilities to the tribal or Dalit would not only help them create job opportunities for their area but would also work towards upliftment of their tribe intern affecting the development of the country.  

When more entrepreneurs would enter the market, it could boost the in-house manufacturing of various products and make India a self sufficient nation with minimum import requirements. The youth of India is very dynamic and full of innovative ideas. Once given  financial support they would be able to establish themselves not only in the Indian market but also internationally at all levels. Creating more job opportunities would mean addition to the GDP of the economy thereby enhancing the economic growth. Making people self sufficient by giving them jobs would also help them become financially stable enough to plan a secured future for their children by giving them education and other basic amenities.

A country with maximum employed workforce and educated children would be on its way to become an economically stable country. Employment opportunities would also change the outlook of the rural youth and with the number of opportunities budding up in the Indian job market they would get ample choices to stay employed and live a financially secured life. Also, when the majority of the rural population will get employed by these new entrepreneurs there are chances that with time child labor would also perish as there would be absolutely no requirement for these children to go out and work for bread and butter when the elders in their family would be employed.

In-house manufacturing units, fully employed workforce and educated children would change the face of the nation completely. So, Start up India Stand Up India is one initiative that would be a turning point in the growth of India as a nation and would guide it towards excellence and growth.

How Retail Sector is Increasing Job Opportunity in India

According to a recent study ,  India has more than 14 million retail outlets. A decade ago, most of the store would essentially be family-run outlets, with a fairly low capability of growing either physically or financially. However, with the allowance of up to a whopping 100% FDI in single brand retail and 51% in multi-brand retail, the huge influx of large-scale foreign players is now only a matter of time. In fact, a major retailer, Walmart(India) has already opened up 20 Best-Price Modern Retail Stores across the country, and is slated to come up with many more.

With the entry of major foreign players in the retail sector at such humongous levels, the organised retail market of the nation has consequently become more competitive and is now open to implementing fairly new business models in order to improve pricing and enforce efficient operations. While steps like these will have a positive impact on the productivity of the retail segment, it will also indirectly boost the employment opportunities within the country. As a matter of fact, the current FDI in retail is estimated to create over 4 million jobs in the country. Moreover, the indirect jobs created by the same, will go over 6 million making it the largest sector in the nation, in terms of organised employment. This will also include contractual employment within a span of 10 years.

How Corporate Training Enhances workforce productivity

In the cosmopolitan corporate culture the companies are becoming very competitive in terms of technicality and execution. There is a cut throat competition in terms of quality as the end customer at both the ends B2B and B2C has become aware and intelligent about the options available. So, quality has become a critical aspect for all companies irrespective of the segments they fall in. In this scenario Corporate Training has become the need of the hour and the companies are adapting and adhering to various kinds of corporate training programs to improve the quality of their workforce.

Apart from the marketing, branding and promotions; training & development has become an important aspect of corporate strategy to improve performance at all levels in an organization. It has a complete cycle of changes in the employees in terms of attitudinal changes, improved skill sets and improved job performance.

For long term vision and success path any organization relies and banks on its manpower resources. The quality of manpower and the human capital development takes place through employee training. This concentrates on operational, technical and other related areas as well as management development, which focuses on managerial and behavioral skill and knowledge. This eventually helps in re-orienting attitude towards job and enhances the performance level. The companies are emphasizing on the corporate training programs but cannot guarantee the success level as it depends on various factors like work culture, work environment and above everything on the personal interest and motivation of the individual employees.

Corporatetraining is not merely an activity; it is a strategy that is integrated to fit in the working model of the organization. The training module has to be designed as per the individual contribution of employees and the skill sets involved. Corporate training is a comparative and comprehensive analysis of the individual approach required to reach perfection for the organizational goals. It can include behavioral or soft skills training as well based on the requirements of the work culture. Including interpersonal skills in the training module is an important aspect if the employees are in direct interaction with the clients or the end users.

Training programs not only emphasize on the training module specifications but also increases the team building attitude because these modules encompass both theoretical as well as activity based learning sessions. All training modules have a test designed to judge the adaptability and understanding of all the employees at the end. It helps to analyze the effectiveness of the module. An effective corporate training module involves close coordination of the HR team, the trainer and the employees. All the three need to be in sync and close coordination for a corporate training program to be successful. First and foremost a defined goal or purpose for both the employees and the team needs to be decided. An unclear goal or agenda will result in a lack of focus and a low level of engagement and commitment towards the underlying reason for the training module. With the alignment in the thought process and a clear road map of the training module the skill sets and productivity level of the employees can be enhanced therefore improving the individual and team performances.

Human trafficking in onsite recruitment

Workers are at heightened liability to modern-day slavery when they have been brought to work away from their homes. This liability is initiated by the involvement of labor brokers. Labor brokers act as the middlemen, facilitating a connection between potential workers and their eventual employer. Now a day it is spreading like a virus, gradually it has made a firm grip on people management as human trafficking for onsite recruitment.

Labor brokers and employers regularly engage in contract substitution, whereby the terms of employment are changed over the course of the recruitment and hiring process. Additional fees charged by brokers in receiving countries, as well as deductions for anti-runaway insurance/forced savings, further compound the financial burden of workers. Once employed, workers are obliged to work overtime in order to repay their debts.

There are evidences that the high recruitment fees bared by workers are in some cases a subsidy to their eventual employers.

Not only  labor brokers but many consulting firms are also engaged in this practice, it is an offensive crime, people or companies who are indulged in such unfair means of practice are heavily punished  if found guilty. This is smuggling of population which is spoiling our habitat. Individuals who are finding jobs through consulting firms should  be aware of few points like they should have fully fledged information  about the background of the particular company, not to give original documents including their passport ,not to  give money in advance etc. 

Usually, consultants manipulate candidates by giving them false promises about the facilities they would be provided with once they are selected but the true picture differs. When interfacing the real picture the candidate gets a reality check.

Freedom of movement is curtailed through the withholding of passports, the requirement to put up a deposit for temporary emergency trips home, and the requirement that workers must pay their own return airfare and pay any recruitment debt in full if they wish to terminate their contract early.

The major area of concern is the ignorant lot who are not aware of such kind of human trafficking, so an attempt has to be made to educate them about the pros and cons of on sight recruitments and the parameters they should  keep in mind before trusting any onsite recruitment agency or consultancy firm.

Successful Recruitment Strategies and Methods

With the corporate culture becoming cosmopolitan the manpower needs of all business entities are changing drastically. Now when the companies are diversifying their manpower needs it is very obvious that requirements with regard to the skill set for independent position are also having a makeover. Now when the market dynamics are changing drastically the companies are adapting to and innovating new practices for recruitment's to get and hire apt candidates for their manpower needs.

Recruitment is not just another function of the HR department now rather it has become the primary and most important aspect of any business. Manpower is the core strength and USP of any company and People Management is the most critical function of the HR wing. To have the right fit for the right post the most important thing to be kept in consideration is a correct recruitment strategy. Thereafter all the things automatically fall in place. Recruitment strategy if planned and executed aptly can fetch in right fit for the right job. So it is very important that there should be sync in the planning and execution of the recruitment strategy. 

5 Vital Reasons for HR Outsourcing

HR is one critical function that decides the foundation of an organization. People management plays a key role in writing the success story of any organization. So for any company to rise high on the success chart its core HR services should not only be intact but also impactful. With so many players entering the market the companies have to have the best talent to execute their business plans to excel over their competitors. For the smooth and effective running of a business it is very important that the people management in the company is highly valued and retained.HR services not only fetch competent people in the company but help to add resources that add value to the company and are the key contributors in the ROI.HR outsourcing has been into practice in the market since a long time but it gained momentum in the economic downturn of 2008.Verticles like payroll and accounting are of critical importance and account for proficiency, expertise and cost. Such verticals are outsourced by companies to save both time and money. Now with time outsourcing has gradually become a practice for all the companies irrespective of their domains. The process of outsourcing not only unwinds the company from the burden of looking for apt people for their company, train and manages them but also helps as a helping hand to focus on their goals and market strategy for better deliveries. With the changing market dynamics outsourcing is not just a trend but has become the need of the hour. There are various reasons for which the companies should and must consider outsourcing their HR services. Some of them are as stated below.

Are Street Smart people better Business Developers?

In this era of cut throat competition where every company wants to increase their client count and lead its competitor’s, business development plays a very important and strategic role. The companies serving the same segment or industry have almost everything in common apart from one or two USP’s but one factor that differentiates them from each other is the way they approach their prospective customers. The initial contact point for the customer or a client is a business development person who is an interface of the company and educates the client about the company and its services. It entirely depends on his communication and convincing skills whether the client would be in or not.

Business Development is one profession that requires a lot of patience, dedication, detail industry knowledge and good convincing and negotiation skills. But the most important aspect of this profession is the art of listening and digesting a “NO” from the client without being discouraged. There are people in this field who have been in the market for a very long time but have been mediocre performers while there are some who have become star performers in the short span of their careers. The only difference they have is in the attitude and the way they tackle the clients. These are street smart people who know what is just right for that moment; they go for it and get it. Having an eagle’s eye for details and prompt in their actions these people are capable of identifying and converting prospective clients. In this case their negotiation and communication skill gives them an edge over the others. In the short run these people can be a plus point for the company, growing the business and reaping profits with the increasing client base but this should not be forgotten that their street smart attitude makes them think and act smarter when it is for their personal growth. One more aspect of their personality is that they are self motivated people who might not be good team players.

The go getter attitude often leads to a “Me Myself” theory that leaves behind the team spirit and the organizational vision and goal at times. According to the day today visible human psychology pattern street smart people are impulsive and quick at decision making which can be dangerous for the growth and image of the company. There is a very fine line between being smart and over smart.  There can be times when these smart people come across smarter clients who if not handled tactfully and with maturity would be lost forever. To sustain in the corporate world in the long run companies have to build strong and stable relations with their clients and cordial relations with their competitors as well.

 Goodwill is the backbone of any company and the business development people carry the brand name of the company to their clients. It is very important for them to be good at interpersonal skills apart from being dedicated and ethical. It is not that street smart people are not ethical or dedicated to their job but at times they might not compromise on anything for a good opportunity and would want to make the best out of it. For them  winning is important and probably that is why they are called street smart because they are smarter or may be smartest in the lot and aim at converting opportunities. So yes, Street Smart people are better business developers but an employer should analyze the permutation combination of their personality traits and decide because for a successful business to sustain in the market it is important not only to attain new customers but also to retain the existing ones maintaining the legacy and goodwill of the brand.