Organizational Health – Concept, Dimensions, and Characteristics

Management Concepts

Organizational Health Approach – Building a Strong Workplace

Modern Management Concepts

Participative Management – Workers Participation in Management

Human Resource Management

Case Study on Entrepreneurship: Larry Page

Business Analysis

The Boundaryless Career: Modern Contemperory Perspective on Career

Human Resource Management

Talent Management Best Practices

The creation of a talent management environment in the 21st  century is an important and necessary part of any modern organisations agenda. A shortage of talent, facing an ageing population and a dynamic business environment has all fueled a commitment to a need to focus upon how talent can be attracted and retained within the organisation. To standstill and to be static is a dangerous game and thus firms have to be focused upon adaptability to trigger a sustainable approach through talent. To build a strong, consistent and sustainable talented workforce requires a need to develop employees who can act in the global business environment. 7 Talent Management Best Practices Align Goals and Track Everyone’s Progress:  Make sure that every employee’s goals are aligned with organizational goals and also regularly monitor progress on goals so that corrective actions can be taken as required. Finally there is need to be able Continue reading

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Brand Activation – Why Do Brands Need It?

Brand activation is a new word in business. The brand activation is the process of attract the consumer to your brand through campaign, events, promotion, digital campaigns. Brand activation permits to consumers/customers to find your new products and re-launched products. The brand activation is a strong connection built between the brand and the customers which permit to him to proceed to the purchase action. In certain words, this is a way to educate your clients. The goal of a brand activation strategy is not necessarily an increase of purchase but more about the human dimension, the goal is to increase the brand image, the brand loyalty. We can split the process of brand activation in five steps: start with what do you want from your customer, what is your audience and what they currently think about you, plan your objectives, what is your power in the brand activation, think about Continue reading

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Reinforcing Brands – Brand Reinforcement and Revitalization Strategies

Managing brand equity involves reinforcing brands or, if necessary, revitalizing brands. Brand equity is reinforced by marketing actions that consistently convey the meaning of the brand to consumers in terms of: 1) What products the brand represents; what core benefits it supplies; and what needs it satisfies; and 2) How the brand makes those products superior and which strong, favorable, and unique brand associations exist in the minds of consumers. The most important consideration in reinforcing brands is the consistency of the marketing support that the brand receives both in terms of the amount and nature of that support. Consistency does not mean that marketers should avoid making any changes in the marketing program — many tactical changes may be necessary to maintain the strategic thrust and direction of the brand. Unless there is some change in the marketing environment, however, there is little need to deviate from a successful Continue reading

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Four Major Theories of Training and Development

Competitive advantage is referred to that ability of an organization which is not possessed by the other organizations and it is a competitive advantage which leads the organization to the top positions. There are many organizations in the world who are leading the markets by gaining competitive advantage in different fields of their business activities. One of the way in which a firm can attain a competitive advantage over the competitors is by building a force of superior human resource. Now the question arises that how this force of superior human resource can be build. The answer lies in a very important function of human resource management i.e. training and development. It has been observed that the employees or labor working in a competitive environment of market always welcome the training and development programs which can enhance their skills and knowledge. Now days every job holder understands that to sustain Continue reading

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Practical Problems in Using Job Evaluation Technique

Job evaluation is a technique used to determine the value of each job in  relation to all jobs within the organization. Its main objective is to  determine the relative worth of different jobs in an organization to serve  as a basis for developing rational wages and salary structure. Like any other technique of human resource management, job evaluation  is not free from certain shortcomings and limitations. Various practical  problems in using job evaluation  technique may be grouped into two categories: technical and  operational. 1. Technical Problems There are some technical problems involved in effective  job evaluation which are of the following nature. Job evaluation establishes hierarchy of jobs based on their worth.  Though there are various methods developed for this purpose.  These are not completely objective. Another problem in establishing job hierarchy through job evaluation comes  in the form of changing profile of job factors because of changes in  environmental Continue reading

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What is Relationship Marketing?

The concept of Traditional Marketing which was mainly based on customer satisfaction has now totally shifted to Relationship building with the customers, customer retention and managing the relationships. Now the businesses are not only focused on developing a marketing mix in accordance with the consumer’s demand but they need to sell their products and services in such a way that consumer should satisfy and return for making the next purchase which means maintaining relations with your customers and managing it in such a way tending the customers to stay with the business for a longer period. Relationship Marketing was first defined as a form of marketing developed from direct response marketing campaigns which emphasizes customer retention and satisfaction, rather than a dominant focus on sales transactions. As a practice, Relationship Marketing differs from other forms of marketing in that it recognizes the long term value of customer relationships and extends Continue reading

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