Strategic Development- Knowing the Art of Balancing Core and Non-Core Business

Suppose you are an IT organization dealing with software development. So in this case, the discovery of innovation is your domain. While you spend hours in delivering new solutions and products, the major chunk of your work and professionals are involved in the core process. Being a part of the core business is so important. But then wait! Does it mean that you can easily ignore the non-core business? Is this a part of your work reality?

No- it is not! The difference that makes a business successful or a failure is highly dependent on the attitude adopted by the business towards its core and non-core functioning. For that matter, a successful business will never commit the mistake of underrating thenon-core business activities. They would rather strive for a fine balance between both the managerial functions. So what is that you need to know about the non-core business activities? Let’s first define the phenomena.

Non-core Business Activities:

The non-core business activities or assets of an organization are those assets that are not essential or have no direct influence on the business operations. Generally, companies outsource their non-core functions to some third party outsourcing firms who manage the task of handling diverse secondary functions for the organization. This means a company can strictly focus on the core functions, while at the same time; they can outsource the less important (yet purposeful) non-core activities to a third party interface.

·        Strategic Development- The Art of Balance

The best way to balance both the business activities is by creating a strategic plan. First and foremost, introduce your business to a trusted outsourcing firm. Ask them to create a working strategic plan for you. By outsourcing your non-core business functions, you are exploring the fine merits of both generic and competitive business strategies.

·        Defining the activities and roles

As a business, it becomes your responsibility to evaluate activities on the basis of their importance. Clearly distinguish activities under the broad categories of core and non-core specifications. The outcome has to be on the basis of value, profit statement and day-to-day routine. It is indeed the responsibility of a business to know the difference between company’s strategic growth and internal capacity. While strategic growth is simply evaluated on the basis of competitive advantage, internal capacity is assessed by the internal strength of the organization for conducting a task. Now this is the framework that can directly help your business in understanding the difference between core and non-core business functions.

The balance between both the activities lies in the art of decision making and taking. Be the driving force to bring this valid difference to business practice. 

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7 Qualities that makes a Person Highly Professional and Employable

What makes a person employable? Is it everything about the technical skills and knowledge or does it also covers the superior call for active participation and performance in work?

Knowing the art of ‘being employable’ is not all about the technical proficiency and knowledge. Sometimes, professional qualification is just a broader part of the actual skill-set required in being employable. According to several surveys and studies, the below-given 7 qualities are quite crucial in the course of an employee’s professional life. As said, these are the qualities that inculcate the real sense of professionalism in a person.

1   Being communication friendly: The ability to communicate the thoughts and ideas clearly is simply phenomenal. As an employee, it becomes necessary for a person to have that essential confidence in speech and written form of communication.

       The ability to work in a team: Working with a professional team is more like running a relay marathon- it is not an individualistic sprint where you have to run alone to win the show. As a relay marathon, each and every employee is an important part. Thus, the capabilityof working with a team is a dominant trait of employability.

3  The instinct to learn and grow: A passive learner is certainly the most dangerous fragment of a team. Being employable is all about learning and embracing innovation. Take initiative in improving your commercial awareness and understanding of new technology.

4  Having a positive frame of mind: The identification of new opportunities and assessment of challenges in work is only possible if the mind is on the right track. Human performance is highly dependent on the amount of motivation they get in work.

5  The call for self-management and discipline: Being a part of a professional workplace is all about self-management and discipline. There is probably no organization in the world that would ever welcome an employee having passive discipline and least self-control incapacities.

   Organized yet flexible: Now this is the promise that some of the Best Executive Placement Companies make for recruiting talents in an organization. While every company wants a disciplined and organized employee, some of them also look for employees having flexible working and learning abilities. Being adaptable is also the part of the process.

7  The ability to counter negativity: No matter how much efforts a company puts in to control negativity within the office, still it is not possible to completely eliminate the negativity. In such a situation, it is the responsibility of an employee to have the ability to deal with anything negative and undesirable. Learning from the failure is what makes a professional ‘employable’.

The idea of integrity, the capacity to counter stress, being sensitivity to a certain limits, having boundless creativity, and knowing the difference between competition and compassion in work is what makes a person highly employable and desirable. 

These 4 Basic Roles and Responsibilities of a Consulting Firm sum up everything about the Consultation Industry

Every successful business is a product of a working strategy and thanks to some management consulting giants for providing the right set of experts and strategies to this functional need in India. So whether it is a celebrity trying to rebuild his/her broken public image or a government organization looking for an outside resource, the role of consultants is crucial in either way. Bringing the right amount of knowledge and expertise to practice, such firmsare functionally structured within the 4 founding roles and responsibilities.

The Foundational Brick- Honesty and Integrity:

The honesty in the relationship that is shared between a consulting firm and clientele organization must be pure. It is this purity that sustains a working relationship for years, making it long term and cordial. Just like honesty, the need for transparency and seamless communication is a must for the mutual interest of both the organizations. Understanding the ethical construction of every industry, while maintaining the equilibrium with honest means, is the foremost responsibility of a consulting firm.

The Focus- Keeping Client in Priority:

Once the official pact between the clientele organization and consulting firm is signed, the clientele organization becomes the foremost priority as the work practice followed many leading management consulting firms in India. There has to be a fine sense of dedication and mission that focuses on the successful completion of client’s work. Nothing is above or beyond this simple fact! Being a consulting firm is all about putting the best foot front with all the well-defined set of abilities and resources.

The Call for Clarity in Actions- Assessing Objectives:

It is the clarity of thoughts that brings the clarity in actions! Thus, with the use of expertise and skills, a consulting firm looks at each and every client from an individualistic perspective. There has to be an impartial analysis and assessment of objectives. For instance, if a consulting firm is offering services to a business, they must analyze the revenue and productivity models. It will not only give clarity to their thoughts but would also help them to draft strong objectives.

The Making of Success- Framing the Plan of Action

Soon after gaining clarity about the thoughts, a consulting firm proceeds with the framing of a final plan of action. How the clientele organization will proceed in the competitive marketplace, how they will launch their product, what will be the hiring policies, how would the HR department tackle management solutions and so on- everything has to be streamlined by The consulting firm. The identification of the problem and the professing credible solution is the prime responsibility of such credible management consulting firms in India. 

Making the Right Choice- How to Choose Between Two Job Offer Letters

You have cracked the written examination, nailed the personal interview and the job is more certainly at your interest court- it wouldn’t be wrong to say that you are probably at your career’s best time!So how does it feel to get a job offer? We know it feels great. Okay, now tell us how does it feel to get two job offers at the same time? Does it feels great or is it confusing?

Having multiple job offers on the table can sound confusing at times. The decision of choosing one job and reject the other one could be the most overwhelming part of your job searching process. So how are you going to make the final decision? We have some suggestions- have a look!

Do your research- check the insider information

Gather all the necessary information about the position and company, dig beneath the skin and look beyond the obvious known facts. Don’t fall into the trap of sugar-coated answers and before choosing a company, do a bit of online research about the news, financial status and future goals of the company. While you go online to check the most stated facts of the company, never forget to consult your personal cum professional network. These are the people who might give you detailed ‘unbiased’ insight about the company you have selected. Believe in the power of word of mouth.

Ask yourself- 5 years down the line, will this job make a difference to me?

You have to look at the big brighter side of the picture. Does the job matches to the range of your expectations? Will it add flying colors to your professional career? You have to find the answer to the related questions. Never accept a job just for the sake of salary and rather think in terms of opportunities and growth. Have some professional goals.

Take Time:

Successful decisions are never impulsive- they are calculated and mindful. So take ample of time in making your final decision. Don’t jump to conclusions, put a lot of information to suggest your interpretation, narrow down your preferences for the jobs and then make the final call.

Some Quick Tips to make the ‘Right’ decision:

Do a lot of brainstorming.

Make priorities, as in what do you want from your career and select accordingly.

Talk and discuss your job goals with friends.

Gain clarity about your professional dreams.

Be skeptical to analyze both the opportunities with equal interest.

Listen to your instinct- the gut feeling. 

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Tips to be on the top list of the Most Suitable Candidate for the Consultants

In India hiring trends have changed a lot with time. The companies now a day’s prefer outsourcing the recruitment services to the consulting firms who are not only well versed with the market dynamics but are also knowledgeable about the minimal specifications required for the individual openings in that particular domain. Consultants therefore are a bridge streamlining the correct communication and implant of the right fitment for the firms. They are the channel connecting the candidates to the opportunities. When a candidate approaches a company through a consultant, he stands a better chance in comparison to others. It has been a known fact for ages that Corporate World is a very small place where people generally cross paths. It is the consultant who is aware of the upcoming opportunities in the market and guides the candidate to the other upcoming chance. Unfortunately if one opportunity does not work for a candidate he can be considered for the other one. But one needs to be in the good books of the consultants to be updated with the upcoming opportunities and get the dream job. So, let’s flip through a few points to keep in mind to be in the top list of the consultants.

Be truthful about the Work History

All the candidates need to be truthful about their work profiles when discussing opportunities with the consultants. A consultant needs to have a clear understanding about the professional synopsis of a candidate before considering it for an opportunity. When a consultant screens a candidate’s resume and considers it to be shared it with the organization, he becomes a guarantor for the candidate. So, one should be very transparent and true when discussing the work history with the consultant. When the consultant believes you, he would try his level best to push you to an opportunity that is best suited for you.

Be Prompt and Active in the Communication

The candidate should interact and show interest in communicating with the consultant only when he is actually keen for the opportunity. When a consultant endorses a candidate he should have full confidence on the candidate that he would not disappoint or fail him both at the time of the interview and at the time of joining. To build up any kind of confidence level prompt communication is a must. One has to be proactive and responsive to the consultants to be in the priority list. Being prompt and responsive gives them the confidence and zeal to represent you as the perfect fit for the concerned opportunity.

Be free and open to discuss your interest level about the opportunity

The candidate needs to have exact clarity about what he wants and what is he looking for in his career graph. Randomly considering an opportunity and going for it just for the sake of financial benefits or other perks and later declining the offer or using the offer letter as a tool for increment in the current company is a very wrong thing to be done. A candidate should have that mental maturity and clarity of vision for his career path to discuss and respectfully decline the opportunity which he thinks is not apt for him. This kind of candidate earns respect for himself in the eyes of the consultant and would be his first preference for any other apt opportunity.

Never hesitate in saying NO respectfully

It might not be necessary that the consultant considering your profile has the same outlook for your career as you yourself. Every individual has a different approach towards his career and might have different plans at different stages. For a consultant every individual is just another candidate whose resume is the mirror to his career aspirations. Once he considers your profile for an opportunity that is in sync with your resume but not with your career plans, you should respectfully decline the option giving justified reasons rather than avoiding their calls or misguiding them with irrelevant answers. This is one professional attribute that every individual should have and follow in order to share and maintain healthy relations with the consultants.

Do not accept the offer if not serious about the opportunity or not interested in the job

It has become a very common practice for the candidates to say yes to opportunities, face the interviews and collect offer letters and negotiate for their pay packages to check their market value. This is a very wrong practice being followed by some of the people in the lot that drag the image and reputation of the consultants down. The candidates should understand and analyze the permutation combination of the opportunity concerned and then decide on it. One basic professional etiquette that should be adhered to is that the consultants are sole representatives of the candidates to the organization and their authenticity and image depends on the professionalism of the individual candidates. The candidate should not even consider the offer when not serious about it or not interested in it. The consultants respect and consider those candidates who value their time and energy and are genuine enough to tell them the exact scenario.

Always have a professional approach of interaction

A consultant is well experienced and trained enough to understand the personality traits of an individual while interacting with them. The candidate should have a very professional approach while interacting with the consultant to have a recall value in his mind and have a long lasting impression. The language and tone used while interacting with a consultant has to be kept moderate and professional. The communication skill and the basic mannerism are the most important personality traits that leave a long lasting impression in the minds of the consultants. One should never forget the basic etiquettes of communication while discussing opportunities with the consultants. There is a very fine line between being casual and being unprofessional. A candidate needs to understand and have a clear demarcation between the two to have a long lasting impact.

Always respect and value the time and efforts of the consultants

The candidates need to understand that even the consultants are answerable for the candidates they endorse and are questioned and at times even have to bear adverse consequences of the unprofessionalism shown by the candidates. A lot of time and energy is invested in finding out the right fitment for an opportunity wherein a consultant individually gets involved in the screening and streamlining the perfect match for the opportunity. A candidate should never consider an opportunity for the heck of personal motives and demean the hard work and efforts being put in by the consultant. This leaves a very bad impression on the consultant who might not even consider you for the next relevant opportunity or help you when you are actually seeking his help. Having a professional and respectful approach earns goodwill for you that would reap benefits lifelong.

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5 Things Your Career need to know about the Importance of a Good Resume

“It is worthless to have a good resume”, said no one ever!

A person who is passionate about his/her career can never underrate the vital significance of a good resume. As the first wall of reference, resume is the initial impression that a person marks on the minds of the employer. Needless to say, a resume has the potential to either make or mar your future. According to the researchers, an employer spends a reasonable amount of time in evaluating the resume of an applicant. Still wondering why you need a good professional resume for yourself?

Have a look at the 5 simple facts that suggest the importance of good resume in every career!

1.     Resume is the professional face of your personality:

Even before you will have a one-on-one round with the employer, your resume will visit the doors of your destination! As an entity, resume is the professional face of your personality that would clearly express a lot about you. Make a solid impression with the help of a good resume.

2.     A good resume is ‘Purposeful’:

Communicating your thoughts, ideas, professional capabilities, achievements and information, the root cause of preparing a resume is declaration! As it declares quite a lot about the applicant, resume is a document that is meant with a purpose. Do you think you can define the purpose of your professional aspirations with a half hearted attempt

3.     A good resume is both- expressive and self-explanatory:

It wouldn’t be wrong to say that with the help of a good resume, you can tell the employer a great deal about yourself. From professional qualifications to personal aspirations, a good resume has the power to express everything.

4.     It breaks the ice for you:

It is relatively easy to talk about self during an interview! If your resume will be in line to your personality and some credible facts, then you will be clearly able to convey your thoughts to the employer. A good resume will automatically make you confident- you will sound more convincing and genuine.

5.     A good resume will initiate the process of trust building:

Keep the resume factual and to-the-point with credible facts and initiate the first flight of trust building with the employer. A good resume is always powered with the gift of credibility and trust. It is indeed the foundational stone of a relationship that you later cherish with the organization. 

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Grooming the young minds

The Indian Education System has seen a drastic makeover in the last decade. We can see a lot of colleges coming up with an approach of having professional guidance to the students apart from the general curriculum. The corporate industry is now able to source really good quality candidates from these colleges who are not only abreast with the latest terms and technologies in their field but are also fine tuned with the changing corporate and work culture. But the matter of concern here is that “Are these youngsters really in sync with the real working scenarios and are ready to face on the floor challenges?”
A lot of IT companies have penetrated the Indian corporate zone with their pilot projects where they require qualified quality fresher’s whom they can groom according to the requirements concerned. Not only IT, almost all the companies irrespective of their domains are on the lookout for fresher’s as they feel that the young blood not only brings in fresh energy to their work environment but also encourages innovative ideas. But, at the same time there are a lot of things to be kept in consideration while hiring freshers. Every organization needs to have a quick look at the challenges in grooming the fresher’s.

Employability 
The young blood is full of knowledge and enthusiasm but at the same time lacks a practical approach. They are well versed with the theoretical concepts but lack the practical work approach. A lot has to be invested on the training programs for them which involve both cost and resources. Still there is no guarantee as such with regards to the time frame for which they would stick to the company. In this scenario the employer is at a loss where he bears the double loss of hiring cost and the training cost for that particular employee. As a solution to this problem many companies have now come up with the option of bonds at the time of hiring freshers. Under this option the employee needs to pay back the training cost to the company if he decides to leave the organization before a stipulated period of time. This is the best way to retain freshers.

Stability 
The one thing that most of the fresher’s have in mind as their top priority is the monetary gain involved in every opportunity. They are no doubt sincere in their job assignments but monetary gains lure them.
They are good learners and might be best performers but the moment they get better job opportunities in terms of pay packages they don’t mind hopping jobs. The fresher’s as such don’t have any financial bindings to think of while changing jobs so; they are ready to and take risks in the early stages of their career. This becomes a major fight for the companies as they have to strive really hard to retain these young minds and groom them to understand the importance of the opportunity concerned. The major challenge being faced is that they are well aware of their capabilities and the prevailing opportunities and are daring to take risks and rise in their career path.

Training Involved
All the companies invest a lot in the training programs as it is a known fact that these fresher’s are raw in terms of practical knowledge and do not have on the floor experience. It is true that the colleges do have internship programs where these fresher’s get opportunities to work in different organizations for particular projects but that is for a very short span and is not enough to teach them the basics of corporate culture. During this phase their interaction and interface with the corporate scenario is very limited to their project and does not show them the real picture of the corporate world.
So when these fresher’s are actually hired by the companies they are naïve in terms of on the floor work culture and on the floor issues. Detailed and extensive training programs are designed for these fresher’s to give them on the job training. The module for every single training program involves lot of background work in terms of designing technicalities as well as the cost involved both of the trainer and the training program. So, it becomes vital to judge the sustainability factor while selecting fresher’s as considerable amount is spent on the training aspect.

Unaware of the Corporate Protocol
The fresher’s might be well versed and thorough with the technical concepts but are not trained in terms of corporate cultures and protocol. This is one thing they learn over a period of time. But this turns out to be a tough phase as they have to be groomed in all aspects in order to match up to the company culture. The fresher’s are unaware of the entry and exit procedures and also do not have an idea about the hierarchy level that is followed in term of communication and reporting. This young lot has a very casual approach towards these aspects of corporate culture which at times drag them to troubles. Joining and quitting a job is just another option for them where at times companies face a lot of problems in making them understand that there is a set pattern for all the activities and a proper way of channelizing communication. At times the companies have a tough time dealing with the casual and unprofessional approach of these candidates.