#HR vs Marketing salary

[regionalcollege123]

MBA HR vs MBA Marketing: Which Is Better Career Options?

Introduction

Stuck between choosing an MBA specialisation? Are you considering a degree in HR or Marketing? You are at the right place. Both have distinct career options and offer a unique set of skills, but choosing between them depends on your interests, skills and long-term career goals. Apart from selecting the right specialisation, the college also plays a crucial role. Choose the best MBA college in Jaipur for surety of placements and personality development. 

This blog compares both specialisations in detail and can help you make an informed decision. Read further to know more. 

MBA in HR: What you can expect

An MBA in HR is the most popular MBA specialisation that focuses on developing the skills necessary to manage an organisation and its people. If you are someone who enjoys communicating and working with people, understanding and resolving their conflicts and also building good teams, an MBA specialising in human resources may be the right option for you.

Core Subjects

Below are some of the core subjects that you’ll focus on in an HR program. These subjects equip you with knowledge of managing Organisational culture, employee relations, etc. 

Organisational behaviour

Performance management

Strategic HR management

Recruitment and training 

Industrial relations

Job Roles

An MBA HR career opens up various job roles in HR departments of companies across various industries. Some of the prominent roles include,

HR Manager or director

Employee relations manager

Training and development manager

Compensation and benefits manager

Salary Expectations

As a fresher in this field, the salary can range between INR 4 Lakhs – 6 Lakhs per annum which depends upon the industry and the company you have chosen. However, with experience, salary increases significantly and you can expect a salary of around 10-15 lakhs per annum.

MBA in Marketing: A full guide

There are plenty of career opportunities in marketing. For individuals passionate about managing brands, market research, consumer behaviour and developing impactful business strategies, an MBA in marketing can be the right choice for you. Marketing includes dynamic career opportunities in the fast-paced world and offers lucrative career options. Marketing has become one of the best MBA specialisations as every company, be it a small business or a big IT company needs marketing.

Core Subjects

An MBA marketing program includes a variety of subjects that prepare you for managing a brand, conducting market research and creating strategies for business growth. Below are the core subjects that you will learn throughout your course.

Consumer behaviour

Digital Marketing

Product and brand management

Marketing research

Strategic management

Job Roles

Marketing opens doors to a wide range of job roles across various different industries as every business needs marketing to promote their product. Some of the key positions in marketing include, 

Digital marketing manager

Sales manager

Marketing analyst

Marketing Manager

Brand manager

Salary Expectations

Freshers in the field of marketing can earn an average salary of about 6-7 lakhs per annum. Apart from the traditional corporate, marketing professionals can opt for freelancing opportunities through which they can earn 2x more. People nowadays also opt for remote jobs and travel side by side.

Which MBA Specialization is best for you?

There is no such thing as the best MBA specialisation, rather choose as per your interest and the one which you connect with the most. Selecting either HR or marketing ultimately depends upon your career objectives and goals. Someone passionate about building brands and creating market strategies can consider a scope in marketing, on the other hand, If you’re drawn to working with people, solving organizational problems, and building effective teams, then MBA HR career options might be the right fit for you 

FAQs about MBA (frequently asked questions)

Can a science background student without any business & finance experience pursue an MBA?

Yes, anyone with a bachelor’s degree with a minimum 45 to 50% score can pursue an MBA. You may face some challenges in the starting, but after a good command of the basics, you can easily excel in your MBA program. 

Is any prior work experience mandatory before applying for an MBA program? 

No, it is not mandatory to have work experience before an MBA. However, if you have one, it enhances your profile and in case a candidate lacks a good academic background, prior work experience proves his/her capability.

I am a working professional, how do I manage my MBA with it?

Many colleges and universities offer part-time or distance MBA programs that are designed specifically for working professionals. Known as EMBA (Executive MBA), they offer flexible time schedules and online classes. An MBA while working can be challenging, however, it can also be a valuable investment in one’s career. 

What are the qualifying exams to enter a good MBA college?

Various MBA entrance exams are available to enter the best MBA colleges in India. These include the CAT, CMAT, NMAT, SNAP, and XAT. However, if you are looking to pursue your MBA outside India, the GMAT and GRE are the ones accepted worldwide. Choose a good MBA college that can help you achieve your long-term career goals

How much would it cost to pursue a full-time MBA?

Every college and university has different features and facilities and hence cost can vary drastically. However on average, to pursue a full-time MBA in India, it can cost you anywhere between INR 50,000 to INR 15 Lakhs for two years.

Conclusion

Both marketing and HR are the most popular andMBAwhich are highly valued in the business world. Whether you choose to manage a company’s workforce with MBA HR or craft compelling marketing strategies with MBA Marketing, both paths offer dynamic and rewarding careers. By choosing the right MBA Specialization and enrolling in one of the best MBA colleges in Jaipur, you can pave the way for a successful future in the business world

[why-animals-do-the-thing]

Happy National Zookeeper Week!

I’ll admit, I’m feeling a little spicy about it this year (well, every year) because zoos use the celebration for lots of positive facility PR, yet staff don’t often get the support and respect that is claimed in those posts.

So I want to share this great article written by a zoo industry consulting group last year looking at the reality of what happens when a workforce ends up conflicted between their passion (zoos and animals) and pragmatism (paying rent, existing in a capitalist society). They assessed AZA compensation rates by region against things such as a living wage and rental rates in the area. (All text formatting within quotes, such as bold and italics, is original to the article text.)

I cannot give the Canopy Group enough support for the way they framed this research:

“By observing the economics of keeper compensation, it’s no secret that keepers land on the lower end of the wage spectrum. Like all other wages and salaries, the market value of keeper compensation is driven by several economic factors – including the size of the labor pool, the rigor and danger of the work, the technical ability required, and the educational requirements. However, there is one factor that artificially lowers the market value of keeper compensation more than any other: passion.

In this article, we’ll take a look at why passion lowers the market value of animal care worker wages. More importantly, we’ll consider many factors that have emerged in recent years that are making people reevaluate the value of following their passion – a trend contributing to The Great Resignation, especially as it applies to zoos, aquariums, and similar organizations. (…)

The argument here is passion versus pragmatism: the unknown versus the sure thing. It is a decision all zookeepers and animal care technicians have made. Working with animals is immensely rewarding, but this passion is also very popular. This, historically, has meant that the keeper candidate pool is very large. Therefore, if the wage is livable and working conditions are reasonable, the pool should remain large. In a very real sense, a passion for animals drives down the market value of keeper compensation. Anyone who has been through an Economics 101 course will recognize this as a fundamental market principle: supply vs. demand.

However, many zoos and aquariums are having a more difficult time filling positions than normal and have started to see higher turnover rates in recent years. This begs the question – is the current keeper wage too low?”

Their findings?

Here’s their graph of “the median wage of keepers from organizations in different AZA-defined regions” from an AZA survey done in 2021. (Median is the type of average that looks at the middle of a data set’s range).

The median wage for AZA keepers in the South/Southeast was just over $15/hr at the low end, and the median wage for AZA keepers in the Far West / PNW was a little under $26/hr. That’s pretty dang low everywhere, especially when you factor in the increased cost of living in places like the West Coast. Also consider that looking at the median wage doesn’t mean this reflects just entry-level compensation - this data indicates the the compensation middle for all keeper positions, including people who have built their careers as keepers in those places long-term.

Then, they compared those wages to the “living wage” in each region - which they defined as “a calculation of what it takes to live in a particular area, without any other income. A living wage calculation takes into consideration how many earners are in a household, how many children are being supported, etc. The living wage includes the costs of all the basic items a household needs to be self-sufficient.”

“If you receive a wage for a job that is below the living wage, then you are essentially taking a negative net income. This is unsustainable for the long term, and essentially defines where wages start to exploit passion.”

Here’s a figure they provided using the MIT Living Wage Calculator showing the average living wage for each of the AZA regions. The chart on the left shows the living wage for a single person with no kids; the second, for two parents with two incomes and one child to support.

“By comparing the two graphs [to the earlier graph of the AZA median compensation rates], we find that median wages in the Southeast/South and Southwest regions are lower than the living wage for each household configuration in those regions. In other words, if you are a single person household or part of a two-income household raising 1 child in the South, a starting keeper salary will likely leave you with a negative net income. While many people work at this level, it increases the risk of accumulating debt, lowers a person’s ability to afford a home, set a much later retirement age, and can lead to many other negative, long-term effects.”

Big yikes, right?

Next, they looked at living wage vs. compensation for single parents.

“The single-parent living wage exceeds the average keeper wage in all AZA regions. In fact, the living wage required as a single parent is double the average AZA keeper wage in some regions.”

And then they did housing, specifically, being able to purchase a home.

“In many places, even a two-income household at an average keeper salary would not purchase a mid-level home. This means that keepers have to wait far longer than their peers to purchase a home. While paying rent in the meantime, this rent will account for a larger portion of their income than their peers. All in, these effects can set hopeful homeowners back years or decades.”

Canopy’s conclusion was something anyone involved in the field knew was coming.

“Companies like Chipotle, McDonalds, Best Buy, FedEx, Home Depot, Publix, and Walmart are all offering similar starting wages near starting keeper wages – plus many fringe benefits (like tuition reimbursement) and ample advancement opportunities. Many potential keepers in younger generations are putting their passion on the shelf so they can meet basic standard-of-living concerns.

To attract and retain quality candidates, an organization must consider the journey each new employee would have to make over their career. If the journey is fraught with massive debt, decreased disposable income, and limited career opportunities, then you are limiting your potential candidate pool to the small group of people who have decided that following their passion is worth significant lifelong financial hardship. There are many potential candidates out there willing to sacrifice and arm and leg for animals and conservation, but they wouldn’t dare jeopardize the financial future of their dependents and families.”

This is something I’ve heard about for years, and seen first hand. The low average wage at zoological facilities has been damaging their ability to hire and retain skilled staff for as long as I’ve been involved in the industry. I know so many zookeepers who still have roommates into their 30’s, or work multiple jobs, just to be able to make ends meet.

There’s a mythology about zookeeping jobs, a narrative that seeps into the field and actively exploits people’s passion for the job: it tells people that they’re so lucky to be able to work with these rare and cool animals; that they’re greedy and ungrateful when they ask for more compensation because they’re privileged to get to have the job at all. It says that most people would give anything to have these opportunities, so current zookeepers are interchangable and easily replaceable. Ask for too much? Push for a living wage? There’s always someone willing to take your spot. Not all facilities perpetuate this mentality - some places do treat their staff well without intentionally manipulating them to stay them in unsustainable jobs, and there can be legitimate financial reasons that limit staff compensation (mostly at smaller facilities, afaik) - but it’s a reality in the field.

For a long time, this type of mentality towards staff was sustainable. There really were always more people wanting to work in the field. But now, after three years of pandemic stressors and inflation, it’s starting to be a problem. A lot of staff left during the last few years, and facilities are having a really hard time hiring people and retaining them for any duration. I think a large part of that is low compensation rates. People are prioritizing long-term financial stability and recognizing when their passion is being exploited.

When I first started on tumblr back in 2011, there was a whole group of us within the United States who were baby zookeepers or volunteering as industry hopefuls. We all became friends, and I’ve stayed in touch with, or at least aware of, most of them as their careers progressed. Of the 10-15 or so people in that cohort? I can think of three who are still employed in the zoo industry. Everyone else has moved on into other fields - often with great grief over the loss - because of the extreme emotional labor, the physical exhaustion, and the lack of appropriate compensation.

But I guess that annual pizza party, being featured on social media, and maybe getting additional snacks all week makes up for it all?

[cogentsolutions]

Is your startup struggling to hire the right talent?

Is your startup struggling to hire the right talent?

If yes, you are not alone!

Most startups face several challenges like low budget, inability to reach the right candidates, high competition, and a rapidly changing job market.

Not having the right team can decrease business growth, and the wrong hiring can waste money and time.

And if you want to make your hiring process 100% automated, fast, and easy, then Cogent HR Auto Recruitment Software is the perfect solution for you! Explore it today and start hiring smart!

1. Limited hiring budget

Challenge: The biggest challenge for startups is to attract top talent within a low budget. Big companies offer high salaries and great benefits, making it difficult for startups to compete with candidates.

Solution:

Offer equity and stock options – Many professionals prefer long-term growth.

Provide flexible work culture – Features like work from home, hybrid model can attract candidates.

Provide learning and growth opportunities – Startups have a steep learning curve, which can appeal to talent.

ALSO READ: "7 Powerful Ways to Streamline Hiring on a Budget: Unlock the Cost Benefits of Auto Recruitment"

2. Attracting the right talent

Challenge:

startups have less brand recognition than large companies, which reduces their attractiveness to candidates.

Solution:

Focus on employer branding – Build a good image of the company on platforms like LinkedIn, Instagram, and Glassdoor.

Use social media wisely – Highlight company culture, teamwork, and growth opportunities.

Develop a unique personality – Answer ‘Why should candidates choose your startup?’ on your career page and in job postings.

ALSO READ: Tips to Hire the Right Candidate-2025

3. High competition for skilled candidates

Challenge: Big companies offer higher pay and job security, making it difficult for startups to hire skilled candidates.

4. Time-consuming hiring process

Challenge: Startups lack dedicated HR teams, which makes the hiring process lengthy and leads to good candidates moving on to other companies.

5. Cultural fit vs skills dilemma

Challenge:

Startups need candidates who fit their culture, but skills are also non-negotiable.

What are startup's challenges, during hiring and how can they overcome them? 2025 - cogenthr

[naresh83067]

Startups vs. MNCs: Where Should Freshers Work in Jaipur?

Choosing between a startup and a multinational corporation (MNC) is a crucial decision for freshers starting their careers. Both offer distinct advantages and challenges, making it essential to understand which aligns best with individual career aspirations. In Jaipur, a thriving job market offers multiple opportunities for fresh graduates, ranging from software companies in Jaipur for freshers to NGO jobs in Jaipur and various private jobs in Jaipur for freshers. This article explores the key differences between startups and MNCs to help freshers make an informed choice.

Working in a Startup: The Pros and Cons

Startups are known for their dynamic and fast-paced work environment. Here are some of the major advantages of working in a startup:

Advantages:

Exposure to Multiple Roles: Unlike MNCs, where employees often have fixed responsibilities, startups provide opportunities to wear multiple hats, allowing freshers to gain diverse experience.

Fast Career Growth: Employees in startups often climb the ladder faster due to their hands-on involvement in projects and decision-making.

Innovative Work Culture: Startups encourage creativity and innovation, making them ideal for individuals who enjoy experimenting with new ideas.

Learning Opportunities: With smaller teams, freshers get direct mentorship from senior professionals and founders.

Flexible Work Environment: Many startups offer hybrid or remote work options, which can be beneficial for work-life balance.

Challenges:

Job Security: Startups are prone to financial instability, which may lead to sudden layoffs.

Work Pressure: The fast-paced nature of startups can lead to long working hours and high expectations.

Limited Resources: Unlike MNCs, startups often work with budget constraints, which may limit salary hikes and employee benefits.

Working in an MNC: The Pros and Cons

Multinational corporations offer a structured and stable work environment. Here are some of the benefits of working in an MNC:

Advantages:

Job Stability: MNCs have strong financial backing, reducing the risk of sudden job loss.

Attractive Salary and Perks: Employees enjoy competitive salaries, health benefits, and other perks.

Global Exposure: Working in an MNC provides opportunities to collaborate with international teams and gain global industry insights.

Well-Defined Work Structure: Processes and hierarchies are clearly defined, ensuring smooth workflow and lesser ambiguity.

Better Work-Life Balance: MNCs typically follow standard working hours, offering a more balanced professional and personal life.

Challenges:

Limited Learning Opportunities: Due to strict role divisions, freshers may not get a chance to explore multiple domains.

Slow Career Growth: Promotions and salary hikes in MNCs are based on rigid structures, leading to slower progression.

Less Flexibility: MNCs follow strict rules and policies, leaving little room for flexibility and innovation.

Industries Hiring Freshers in Jaipur

Jaipur offers a variety of career opportunities across different industries. Here are some popular options:

1. IT and Software Development

There are several software companies in Jaipur for freshers that offer promising careers in coding, testing, and software development. Some of the key tech companies in Jaipur include Infosys, GirnarSoft, and Metacube, among others.

2. NGO and Social Work

For those inclined towards social impact, NGO jobs in Jaipur provide excellent opportunities in community development, education, and healthcare. Organizations like Smile Foundation and Pratham operate in Jaipur, offering freshers meaningful career options.

3. Private Sector Jobs

Jaipur is home to various industries, including hospitality, manufacturing, and finance, offering numerous private jobs in Jaipur for freshers. From sales and marketing roles to HR and finance, fresh graduates can explore diverse fields.

Which One is Right for You?

The decision between joining a startup or an MNC depends on personal career goals and preferences:

Choose a Startup if: You want to gain hands-on experience, work in a dynamic environment, and have rapid career growth.

Choose an MNC if: You prefer job security, a structured career path, and global exposure.

Jaipur’s job market is booming with opportunities, and freshers can find suitable roles based on their skills and interests. Whether it's software companies in Jaipur for freshers, NGO jobs in Jaipur, or private jobs in Jaipur for freshers, platforms like Salarite help connect job seekers with the right employers, making job hunting easier and more efficient.

By evaluating your career goals and work preferences, you can make an informed decision and kickstart a successful career in Jaipur!

[ashokaschools]

MBA vs. Data Science: Choosing the Right Career Path in Hyderabad

Hyderabad, known for its thriving educational landscape and booming IT sector, offers a wide range of career options for students. Among the most sought-after fields are MBA schools in Hyderabad and PGDM data science colleges in Hyderabad. Choosing between an MBA and a Data Science degree can be challenging, as both offer excellent career prospects. This article explores the key differences between these two career paths to help you make an informed decision.

Understanding an MBA Degree

An MBA (Master of Business Administration) is designed to develop leadership, management, and strategic decision-making skills. Hyderabad is home to some of the Best MBA colleges in Hyderabad with placements, making it a preferred destination for business aspirants.

Key Benefits of an MBA

Diverse Career Opportunities – An MBA prepares you for leadership roles across industries such as finance, marketing, HR, and operations.

Networking and Industry Exposure – MBA programs offer internships, guest lectures, and networking opportunities with top industry professionals.

High Earning Potential – Graduates from reputed MBA schools in Hyderabad secure lucrative job offers in multinational companies.

Entrepreneurial Skills – Many MBA programs focus on entrepreneurship, enabling students to start their own ventures.

Understanding a PGDM in Data Science

Data Science is revolutionizing industries by transforming data into actionable insights. A PGDM in Data Science provides technical expertise in machine learning, AI, and big data analytics, making it ideal for those inclined towards technology-driven careers.

Key Benefits of a PGDM in Data Science

High Demand in the IT Industry – Data Science professionals are in high demand across finance, healthcare, e-commerce, and technology sectors.

Tech-Driven Curriculum – PGDM data science colleges in Hyderabad focus on practical skills such as Python, R, SQL, and artificial intelligence.

Lucrative Salary Packages – Data Science specialists command higher salaries due to their niche expertise.

Future-Proof Career – With AI and automation on the rise, Data Science remains a stable and growing field.

Which One Should You Choose?

The decision between an MBA and PGDM in Data Science depends on your career aspirations:

Choose an MBA if you are interested in leadership, management, and business strategy.

Choose Data Science if you are passionate about analytics, technology, and programming.

For those who want the best of both worlds, some MBA schools in Hyderabad offer specializations in Business Analytics and Data Science, combining business acumen with technical expertise.

Conclusion

Whether you choose an MBA or PGDM in Data Science, Hyderabad provides excellent institutions with strong placement support. Research the best MBA colleges in Hyderabad with placements and PGDM data science colleges in Hyderabad to find the right fit for your career. With the right choice, you can build a rewarding future in business or technology.

Would you like help in listing top colleges for MBA or Data Science in Hyderabad?

[ipatally]

Payroll Course for Beginners: Start Your Career Now

Introduction

Payroll course ek valuable training program hai jo personal aur professional growth ke liye zaroori hai. Employees ka accurate salary management aur compliance har organization ke liye critical hota hai. Ye article payroll course ke labhon par focus karega. 

What is a Payroll Course?

Payroll course ek structured program hai jo payroll management ke theoretical aur practical aspects cover karta hai. Ye course aapko salary structure design karna, tax deductions calculate karna, aur compliance ensure karne mein expert banata hai. 

Importance of Payroll Knowledge

Payroll management har business ka ek essential aspect hai. Is knowledge ke bina compliance aur employee satisfaction maintain karna mushkil ho sakta hai.

Key Points:

Ensures timely salary disbursements

Helps comply with tax laws

Enhances employee trust 

Key Benefits of a Payroll Course

Personal Development

Improved problem-solving skills

Enhanced analytical thinking

Confidence in managing payroll tasks

Professional Growth

Better job prospects

Higher earning potential

Opportunity to specialize in HR and finance

Skills Acquired in a Payroll Course

Financial Management Skills

Budgeting and forecasting

Tax calculation

Managing bonuses and incentives

Legal and Compliance Knowledge

Understanding labor laws

Taxation rules awareness

Ensuring statutory compliance 

Career Opportunities After a Payroll Course

Popular Job Roles

Payroll Manager

HR Specialist

Tax Consultant

Compliance Officer

Industries Hiring Payroll Experts

IT and Software

Manufacturing

Retail

Healthcare 

How a Payroll Course Boosts Business Efficiency

Reduces payroll errors

Improves compliance

Enhances employee satisfaction

Proper payroll management se businesses ki efficiency aur productivity dono badhti hai.

Why Choose a Payroll Course?

Practical Applications

Payroll course aapko real-world scenarios handle karne ke liye prepare karta hai. Ye course theoretical aur practical dono knowledge deta hai.

Increased Employability

Is course ke baad aapko job market mein edge milti hai. Aap HR aur finance departments mein easily place ho sakte hain. 

Who Should Take a Payroll Course?

HR professionals

Accountants

Business owners

Fresh graduates

Agar aap payroll management mein skill develop karna chahte hain, to ye course aapke liye perfect hai. 

Online vs. Offline Payroll Courses

Online Courses

Flexible timings

Cost-effective

Self-paced learning

Offline Courses

Hands-on experience

Direct interaction with trainers

Networking opportunities

Tips to Maximize Benefits from a Payroll Course

Choose an accredited program

Focus on practical applications

Stay updated with payroll laws 

Conclusion

Payroll course ek zaruri investment hai jo personal aur professional growth mein madad karta hai. Ye course na sirf employability badhata hai balki aapko ek confident aur efficient professional banata hai. Toh ab der kis baat ki? Apne career ko boost dene ke liye payroll course join kijiye!

IPA  offers:- 

Accounting Course ,  Diploma in Taxation,   Courses after 12th Commerce ,  courses after bcom

Diploma in Financial Accounting , SAP fico Course ,  Accounting and Taxation Course  ,  GST Course  ,  Basic Computer Course ,  Payroll Course, Tally Course , Advanced Excel Course , One year course  ,  Computer adca course      

[albicoins]

Internal Mobility as a Competitive Advantage: How to Develop Talent and Retain Employees

Employee Retention Rate Comparison: Before and After Implementing an Internal Mobility Program

Why Internal Mobility?

Benefits of Internal Mobility for Businesses and Employees

Comparative Cost Chart: Hiring vs. Internal Development

Four Steps to a Successful Internal Mobility Program

Employee Engagement Pie Chart

Internal Mobility and Employee Retention

Creating a Competitive Advantage through Internal Mobility

In today’s competitive talent market and rising hiring costs, retaining employees and fostering internal career growth have become top priorities for HR. Internal mobility is not just a way to extend employees’ career paths but a strategic approach that reduces hiring costs and enhances loyalty. According to LinkedIn data, organizations with internal mobility programs retain 41% more employees. This article discusses how to create an effective internal mobility program, reviews successful examples, and explores modern tools that support internal mobility.

Employee Retention Rate Comparison: Before and After Implementing an Internal Mobility Program

This employee retention chart demonstrates that companies actively supporting internal mobility retain an average of 41% more employees.

Why Internal Mobility?

Today’s labor market calls for actively retaining key employees. According to the Society for Human Resource Management, replacing one employee can cost up to 50–60% of their annual salary, including hiring and onboarding expenses. Internal mobility helps avoid such costs while creating a culture of engagement and loyalty.

As Natalia Illarionova, founder of AlbiCoins and employee productivity expert, notes: “Internal mobility is a long-term investment with both financial and cultural returns. When a company creates growth opportunities within the team, it not only retains key talent but also enhances employee engagement, strengthening their connection to the organization.”

“Employees who see growth opportunities within their company are more likely to stay and actively engage in their work,” adds Wharton School management professor Peter Cappelli.

Benefits of Internal Mobility for Businesses and Employees

BenefitExampleAchievementsEmployee retention and engagementSchneider ElectricReduced turnover by 27%Building a culture of continuous learningHarvard Business Review80% of employees feel more valuedTransparency and recognitionUnileverIncreased engagement in remote teams

Retaining and engaging employees. The ability to grow within the company strengthens employees’ sense of attachment. For example, Schneider Electric reduced turnover by 27% after implementing an internal mobility program, which included cross-departmental moves and support for career transitions.

Building a culture of continuous learning. Internal mobility requires employees to develop new skills and knowledge. Harvard Business Review reports that over 80% of employees who receive support in learning feel more valued by their company and actively participate in projects.

Transparency and recognition. In large companies, it is crucial for employee achievements to be visible. Unilever introduced an internal recognition system where colleagues can evaluate each other’s contributions, which has boosted engagement, especially in remote teams. Tools like AlbiCoins’ Team Project Contest support these processes by allowing employees to organize team projects and be recognized for their contributions. This approach creates a fair and motivating work environment.

Comparative Cost Chart: Hiring vs. Internal Development

This chart shows that hiring new employees is significantly more expensive than developing and training existing staff.

Four Steps to a Successful Internal Mobility Program

To achieve real results from internal mobility, it’s essential to set up the program correctly. Here are several key steps:

Analyzing company and employee needs. Identify which skills are most important for the company now and in the future. Understanding employees’ career preferences also helps suggest moves that will benefit everyone. Deloitte, for instance, uses data on employees’ current skills to offer personalized career transitions, which makes internal mobility more targeted and productive.

Transparent career tracks. Employees need to understand the conditions for moving into new roles. Google has developed a career track system that allows employees to see possible transitions between teams and roles. Transparent criteria reduce uncertainty, strengthening loyalty.

Recognition and reward systems. Salesforce introduced an approach where employees are recognized for active participation in projects and team support. This fosters a culture of collaboration. As Natalia Illarionova points out: “Effective recognition programs, like Team Project Contests, add value as each employee sees how their contributions impact results. This builds trust and motivates them toward new initiatives.”

Integration with HR platforms and support for learning. Platforms like AlbiCoins integrate with HR systems, making it easier to manage career growth and employee development. Companies like IBM use internal career platforms to track employee progress and support learning. This data-driven approach helps manage engagement and career growth.

Employee Engagement Pie Chart

This pie chart shows that employees involved in internal mobility programs demonstrate higher engagement levels.

Internal Mobility and Employee Retention

According to Gallup, employees with career growth opportunities are 70% more engaged and less likely to look for outside employment. Internal mobility helps create a culture of trust and motivation. When employees see that their contributions are recognized and supported, it strengthens their connection to the company, enabling HR departments to retain key talent in the long term.

“Internal mobility systems allow employees to feel valuable to the company and see a future for their development,” notes “Drive” author Daniel Pink. Programs that support career tracks and make employee contributions visible foster a culture of trust and motivation.

Creating a Competitive Advantage through Internal Mobility

Companies that develop internal career tracks and support a culture of learning and recognition attract more loyal and motivated employees. Implementing tools that make internal transitions transparent and fair enables HR managers to easily manage mobility and engagement.

Platforms like AlbiCoins offer practical tools for managing recognition and career achievements, helping create a workplace culture where each employee feels like a valuable team member.

References:

Cappelli, P. (2008). Talent on Demand: Managing Talent in an Age of Uncertainty. Harvard Business Press.

Cascio, W. F. & Boudreau, J. W. (2010). Investing in People: Financial Impact of Human Resource Initiatives. Pearson Education.

Bersin, J. (2021). The Definitive Guide to Internal Talent Mobility. Josh Bersin Academy.

Gallup (2021). State of the Global Workplace Report. Gallup, Inc.

LinkedIn (2020). Global Talent Trends Report. LinkedIn Corporation.

Pink, D. H. (2009). Drive: The Surprising Truth About What Motivates Us. Riverhead Books.

Society for Human Resource Management (SHRM) (2021). Cost of Turnover Report.

Deloitte Insights (2020). The Social Enterprise at Work: Paradox as a Path Forward. Deloitte.

Tags:

#career advancement#competitive advantage#cost comparison hiring vs. development#employee engagement#employee productivity#employee retention#HR strategy#internal career growth#internal mobility#talent development#workforce strategy

[accountant-sydney]

How Do Recruitment Agencies Make Money?

Recruitment agencies are essential intermediaries in the job market, connecting employers with qualified candidates. But how do these agencies sustain themselves financially? Let’s dive into the revenue models that drive their operations.

1. Placement Fees

One of the primary revenue sources for recruitment agencies is placement fees. These fees are paid by employers when the agency successfully places a candidate in a job.

Permanent Placements: For permanent positions, the agency typically charges a percentage of the candidate’s annual salary. This can range from 15% to 30% or more, depending on the industry, role, and the agency’s reputation.

Contingency vs. Retained Recruitment:

Contingency Recruitment: The agency is paid only if they successfully place a candidate.

Retained Recruitment: The client pays upfront for the agency to dedicate time and resources to finding the ideal candidate, often used for high-level or specialized positions.

2. Temporary Staffing and Contract Work

Recruitment agencies also make money by supplying temporary or contract workers to businesses. In this model:

The agency pays the worker’s salary and handles payroll taxes, insurance, and other employment benefits.

The client company pays the agency a higher rate than the worker’s salary, which includes a markup for the agency’s profit.

For instance, if the worker’s hourly rate is $20, the client might pay $30 per hour, with the $10 difference going to the agency.

This arrangement provides flexibility for companies and a steady income stream for agencies.

3. Subscription or Retainer Fees

Some agencies, especially those offering executive search services, charge a retainer fee. This is a pre-agreed payment made by the employer to ensure the agency’s commitment and focus on filling a critical role.

4. Recruitment Process Outsourcing (RPO)

Recruitment agencies offering RPO services take over part or all of a company’s hiring process.

The agency is paid a service fee, which can be based on the volume of hires, time invested, or the scope of the recruitment services.

This model allows companies to streamline recruitment while agencies benefit from ongoing contracts.

5. Value-Added Services

Many recruitment agencies provide additional services to diversify their income streams:

Resume Writing: Helping candidates craft professional resumes and cover letters.

Skill Assessments: Charging for specialized testing to evaluate a candidate’s competencies.

Training and Development: Offering courses or workshops to enhance candidates’ skills.

6. Commission from Candidates (Rare)

In some regions, recruitment agencies charge job seekers a fee for finding them employment. However, this practice is uncommon and often regulated or prohibited in many countries.

The Business Model in Action

To illustrate, consider this example:

A company hires an agency to recruit a marketing manager with an annual salary of $80,000.

The agency charges 20% of the candidate’s salary as a placement fee.

Upon a successful hire, the agency earns $16,000.

If the agency also provides temporary staff for a short-term project, they might place 10 workers at $25/hour (paying the workers $18/hour). Over a month of 160 work hours, the agency earns $11,200 in markup.

Challenges and Considerations

While recruitment agencies can be lucrative, they face challenges such as:

Market Competition: Agencies must compete with in-house HR teams and other agencies.

Economic Fluctuations: Hiring demand may drop during economic downturns.

Candidate Availability: Finding the right talent in tight labor markets can be tough.

[thoughtsbeewild]

What's on everyone mind? When will ABC the view get cancelled or terminated?

Elon musk or someone should do a poll. YOU WOULD GET GREAT RESULTS, IF THERE ONLINE PETITION PROMOTED OR MARKETED FOR AMERICANS TO SIGN ONLINE TO HAVE THAT SHOW REMOVED, YOU WOULD RECIEVED A GAZILLON SIGNATURES. JUST LIKE HOW CALIFORNIA ATTEMPTED 2 MILLION SIGNATURES TO HAVE GOVERNOR NEWSOM REMOVED OUT CALIFORNIA..BUT IM SURE GAVIN AND DEMONCRATS OVERRODE THAT AND TOSS THAT..WITH THE RESULT OF THE 2020 ELECTION WHICH IS THE TOP OF THE CHERRY, IT CONCLUDED MAYBE OUR VOTES DONT MATTER. BUT IT TRULY SHOWED THIS YEAR 2024

Anyway, Already on Facebook so many memes going around as the joke of humor, elon will acquire ABC and fire the view cast THERE WAS LIKE over 60K likes, SHIT LOAD OF comments WITH AGREEANCE. Although we wish Elon would make that that request true, sadly its not..so when will ABC The view be cancelled or have new representation(sure there better talent out there)?

ALL I HEARD FROM THIER RESPONSE OF THE ELECTION RESULTS: AS A BLACK WOMEN, A COLORED WOMEN, AS A WHITE WOMAN, AS A HARD WORKING WOMEN(WTF IS HARDWORKING AT THE VIEW, SPEAKING YOUR UNWANTED HATEFUL OPINION FOR AN HOUR IN AN EXCHANGE FOR A GOOD SALARY 100k to feed your yourself and your family , WHAT IS THE CONTRACTED RATE AGREEMENT WITH ABC CORPORATION?

Americans agree that these HATEFUL BITTER WOMEN COMMUNICATE NATIONWIDE ON TV, ONLINE STREAMING PLATFORMS, FULL OF HATE, CONTRADICTIONS, FULL OF SHIT AND HYPOCRITE(SAYING ONE THING AND DOING ANOTHER), MOST OF ALL THE DISHONESTY SPREADED IN ELECTION IN ORDER TO GAIN VOTES . GROWN ASS WOMEN/FEMALES SIT IN A LAZY TABLE WHO DEFINE THEMESELVES AS HARDWORKING(WHO YOU FOOLING)WHO CANT SEEM TO GROW THE FUCK UP OF OVER COMING SOMEONE SKIN COLOR OR GENDER.

IF YOU TRYNA PREECH ON A WOODEN TABLE FOR AN HR YOUR HARDWORKING WOMEN WHO JUST SIT ON A CHAIR GETTING A PHAT CHECK FOR ABC RATINGS, GET THE HELL OUT OF HERE..

Its like everything that comes out of thier mouth, starts off as a black women, as a white women, as a woman of color, AS THE FIRST FEMALE OF COLOR. IM SO SICK AND TIRED OF SAYING SHE FIRST WOMEN..TECHINCALLY IF YOU GO BACK IN HISTORY THEY WERE ALOT FIRST WOMEN IN MANY ROLES,,USING THIS TRICKERY CARD IS STUPID...

,..BLAH BLAH BLAH TOXIC..,..

YOU KNOW THESE WOMEN WILL NEVER CHANGE AND GET BEYOND RACE OR COLOR OF SOMEONE SKIN. YOUR PROMOTING UGLYNESS IN OUR WORLD..YOU ARE THE PROBLEM IN TODAY WORLD...

YOUR DEFINITION OF HARDWORKING DOES NOT ALIGN WITH AMERICAN PEOPLE OF UNITED STATES..

EXAMPLE HARDWORKING AMERICAN:

A WALMART EMPLOYEE SHE IS OVERWEIGHT, THIS STRONG TEENAGER GIRL HAULED OUT A LOG BAG OF ICE, OVER 100 BAGS TO THROW IN FREEZER ALL BY HERSELF FOR A LOW PAYING WAGE JUST TO MAKE ENDS MEET..RESPECT/PROP S TO HER..THATS LIKE A MANS JOB, LABOR , BACKACHE, HEAVYNESS OF ICE, NO GLOVES FOR INJURIES....

VS STARBUCKS DRIVE THRU EMPLOYEE BEGGING FOR TIPS AT TIME OF PURCHASE(ITS NOT A DINE IN RESTAURANT):

HOW WILL STARBUCKS COORPORATION BENEFIT FROM NO TAX ON TIPS? FOR THIS..

THEY ARE ASKING FOR TIPS FOR A DRIVE THRU, WHY? THERES NO MANUAL WORK BEING DONE, JUST HAND ME MY COFFEE(IS THAT EXTREME HARD WORK STARBUCKS TO REQUESTS TIP OR NO TAX ON TIPS?..I COULDNT UNDERSTAND THE STRUCTURE OF HOW A WALMART EMPLOYEE AND STARBUCK EMPLOYEE WORKING AT DRIVE THRU ASKING FOR TIPS WHEN PURCHASING A PAYMENT. MAKES NO SENSE WHY STARBUCKS CORPORATION ARE GETTING TIPS IN A DRIVE THRU?..I WOULD THINK THE TIP IS NEEDED FOR EMPLOYEES WHO ACTUALLY DOING THE LABOR AND WORK. LABOR IS FUCKING HARD..LIFTING, CARRYING , BACKPAIN, NUMBNESS, BEEN THERE DONE THAT..

BACK TO THE VIEW:

Millions and trillions want to know when will these women get cancelled.

sign me up if thier is a petition

[sumitblog27]

How do I choose the best MBA/PGDM college in Mumbai?

Introduction

Brief introduction on why Mumbai is a popular choice for MBA/PGDM studies.

Importance of choosing Top MBA PGDM Colleges In Mumbai the right college to ensure career growth and opportunities.

Overview of what readers will learn in the blog.

1. Define Your Career Goals

Short-Term vs. Long-Term Goals: Understanding how different colleges align with your immediate and future career aspirations.

Specialization Needs: Identifying if a college offers specific specializations you’re ATLAS SkillTech University, (ASU) Mumbai interested in, such as Finance, Marketing, HR, etc.

Industry Exposure: Consider if the college’s industry ties align with sectors you wish to enter.

2. Understand the Types of MBA/PGDM Programs Available

Full-Time vs. Part-Time Programs: Pros and cons of each format.

Executive MBA Programs: Ideal for professionals with experience; key benefits.

Distance Learning Options: Advantages and limitations, especially for working professionals.

3. Accreditation and Affiliation

Importance of Accreditation: Look for colleges accredited by bodies like AICTE, NBA, or AMBA.

University Affiliation vs. Autonomous Institutes: Understand the difference and how it affects curriculum flexibility and value.

Ranking Considerations: How ranking affects credibility, placements, and program quality.

4. Assess the Curriculum and Pedagogy

Curriculum Relevance to Industry Trends: Ensure that the curriculum is updated to include digital marketing, analytics, AI, etc.

Case Studies and Practical Learning Opportunities: Importance of hands-on learning through case studies, projects, and simulations.

Learning Approach: Choose colleges that balance theory with practical, experiential learning.

5. Faculty Expertise and Quality

Academic vs. Industry Experience: Look for faculty with both academic backgrounds and industry experience for a balanced learning approach.

Guest Lectures and Industry Connections: Importance of industry experts conducting sessions for current insights and networking.

Research and Publications: Check if the faculty members are active in research, as this can reflect on teaching quality and knowledge depth.

6. Placement Records and ROI

Placement Success and Average Packages: Review placement records and average salary packages to gauge ROI.

Industry and Corporate Ties: Colleges with strong corporate connections can lead to better internships and job opportunities.

Alumni Network: An active alumni network can help with placements, mentorship, and career advancement.

7. Infrastructure and Campus Facilities

Library and Research Facilities: Importance of a well-stocked library and online resources for research and study.

Classrooms and Technology: Look for colleges that integrate tech into classrooms Narsee Monjee Institute of Management Studies, Mumbai for a modern learning experience.

Additional Facilities: Availability of hostels, sports, recreational facilities, and a supportive campus environment.

8. Location and Accessibility

Proximity to Corporate Hubs: Benefits of being close to Mumbai’s financial and corporate hubs for networking and internships.

Commute and Accommodation: Consider travel time and available housing options, especially if living off-campus.

Cultural Exposure: Living in a diverse city like Mumbai can help develop networking skills, cultural sensitivity, and adaptability.

9. Admission Requirements and Process

Entrance Exams Accepted: Common exams like CAT, NMAT, and CMAT, along with college-specific cutoffs.

Profile Evaluation and Weightage: Some colleges place more weight on work experience, extracurriculars, and academics.

Application and Interview Prep Tips: How to prepare strong applications, write a compelling SOP, and ace interviews.

10. Tips for Narrowing Down Your Choices

Attend Open Days and Info Sessions: Importance of getting firsthand insights from faculty and current students.

Speak with Alumni and Students: How to reach out and get honest feedback about the program and placement outcomes.

Consider Financial Factors: Review fees, scholarships, and loan options to ensure the program fits your budget.

11. Final Decision-Making Process

Make a Pros and Cons List: Weigh the benefits and downsides of each shortlisted college.

Align with Career Path and Personal Goals: Ensure the chosen college supports Amity Global Business School, (AGBS) Mumbai your aspirations and offers growth potential.

Trust Your Instincts: After thorough research, trust your judgment to choose a college that feels right for you.

Conclusion

Summarize the importance of research and thorough evaluation when choosing an MBA/PGDM college.

Reinforce that choosing the right college is a personal decision based on goals, learning style, and career path.

Encourage readers to take the time to evaluate their options for a rewarding educational experience.

[hr-26]

HR Outsourcing vs. In-House HR: Which Is Best for Your Business?

Effective human resource management determines the growth and success of an organization. Companies always confront the dilemma of whether they should manage their HR functions in-house or outsource them to a professional provider. Each alternative has pros and cons, and the right choice depends on the peculiar circumstancese HR, their benefits, and challenges as w of the business. Let us look at the differences between HR outsourcing and in-housell as insights that could help you decide accordingly in this blog.

Salahkaar Consultants offers these services in many global markets. Visit their website at http://www.salahkaarconsultants.com and contact them to see if they can help your company as well.

Understanding HR Outsourcing and In-House HR

HR Outsourcing is the act of delegating some or all the HR functions to a third-party service provider. Among the functions outsourced include payroll processing, recruitment, benefits management, training of employees, and compliance management. Outsourcing provides the business with leverage on the specialized human resource capabilities without necessarily having an in-house dedicated team.

In-house HR refers to managing all processes related to the human resources within an organization by the in-house HR department. This is a department that deals directly with recruitment, employee relations, training and development, compensation, compliance, and other functions that are usually related to the HR process.

Advantages of HR Outsourcing:

Cost Effectiveness: Outsourcing of HR is less expensive, mainly for small and medium-sized enterprises. Outsourcing does not have to hire a full time HR in-house team by the company and overheads like salaries, benefits, and training expenses are thereby curtailed.

Access to Expertise: Outsourcing firms do possess specialists who are very knowledgeable in the various HR functions which might be outsourced. Expertise, which otherwise would be costly to bring to a business, may now be accessed, such as in compliance, employee relations, and talent acquisition, without the need to heavily invest in the maintenance of an in-house team.

Scalability: There would be immense scalability with an HR outsourcing deal because it can adapt its services according to the needs of the business. If your company requires hiring more employees or vice versa, the outsourced partner will change its services in either situation-scale up to respond to the peak times and downsize at times when it is supported less.

Concentration on Core Business Activities: Outsourcing of HR functions allows business leaders to pay attention to core business activities such as new product development, sales, and customer care. Thus, the business will be able to concentrate on strategic growth initiatives by outsourcing time-consuming HR tasks to an external provider.

Reduced Compliance Risks: All labor laws and regulations seem to change within the blink of an eye, which would be a hard task to comply with. Outsourcing firms have experts on compliance ensuring your business is in adherence to all legal requirements, hence reducing the risk of penalties and lawsuits, which can cost a fortune.

Challenges of HR Outsourcing

Loss of Control: Outsourcing would mean that some control over certain aspects of the HR function would be ceded over to an outside provider. This can be bothersome for any business; the loss of control over many important aspects of HR management.

Communication Barriers: Good communication is critical if the HR function is to be delivered effectively. Sometimes, with an external provider, there are problems with the delivery, or there might be a delay on the part of the provider in addressing issues arising from employees. This, consequently, affects overall employee satisfaction.

This is because the culture of the outsourcing provider corporation may not always be in line with your company’s value and practices of doing things. This can cause conflicts when practicing the HR policies and procedures.

Risk of Insecure and Breach of Confidentiality: HR outsourcing will require third-party sharing of employee data. It is thus imperative to settle for an outsourcing provider who has reliable security measures so that your data is safe and not compromised from misuse.

Salahkaar Consultants offers these services in many global markets. Visit their website at http://www.salahkaarconsultants.com and contact them to see if they can help your company as well.

Advantages of In-House HR

Direct Control and Customization: The in-house HR staff can carry out their work directly. The organization is able to formulate customized policies and procedures that will suit the company culture as well as serve its strategic goals.

Better Relationship with Employees: An in-house HR staff is integrated more with an organization that helps bring the staff closer to each other. Such closeness to an organization allows them to understand the needs and concerns of their employees better. It leads to increased employee satisfaction and engagement.

Answering HR-related Issues Quicker: A human resources team can address HR matters much more quickly. Whether it is conflicts of employment, employee grievances, compliance, or an issue with someone, an in-house team can respond immediately.

Confidentiality and Security: All the information that entails employees and individual data is handled within the in-house human resources team, thereby reducing the chances of a data breach to minimal and ensuring greater confidentiality.

Alignment with Business Goals: An in-house HR team understands better how to support the company’s long-term goals. It will be able to work with leaders to develop HR strategies which directly contribute to business success.

Challenges of In-House HR

Higher Costs: An in-house HR department is generally costly. The costs run from salaries and benefits to training and even office space, which can become very expensive to smaller companies.

There may be limitations of area expertise. For example, legal compliance, sophisticated employee training, or strategic workforce planning would generally require specialized knowledge that would not be possible for the in-house HR team. That immediately would limit HR management in its ability to work effectively.

Scalability problems: As the company grows, so do the demands on an in-house HR team. Even if there is “growth,” expanding an HR team to meet growth is time-consuming and expensive.

Resource-Intensive: Managing HR is very resource-intensive both in terms of time and effort. For many companies, smaller ones at least, it can take attention and resources away from other areas where the business should be focused.

Compliance: Employment laws and regulations are constantly changing. An in-house HR team must be vigilant about changes if it is to avoid compliance risks, which might be a bit more challenging without dedicated legal expertise.

Making the Right Choice for Your Business

Whether to outsource or not and between an in-house and an HR outsourcing business: all these will depend on various factors including the business size and stage of growth. For small startups or SMEs, outsourcing HR can be a way of saving costs because it will give them expertise at a relatively cheap price but will not be required full-time. For larger organizations with much more complex requirements of HR, the most likely solution would be an in-house department.

Budget Constraints: Compare the cost associated with each of the two options. While outsourcing might save money immediately, longer-term costs and benefits should be compared for each strategy.

HR needs are complex. If there are numerous compliance needs or complex ones, an outsourcing provider would provide the expertise on how to manage such complexity. In contrast, a small-scale business or one with a simple HR need and a preference for control would do much better with an in-house team.

Company Culture: Think whether an outsourcing provider can somehow supplement your company’s culture. If maintaining a strong company culture is important, then perhaps it’s better off with an in-house HR group.

Scalability and Flexibility: Think if your business needs the flexibility to scale up or down HR services. Outsourcing HR services provides more flexibility compared to an in-house team.

Strategic Focus: Are you handling HR management as an integrated part of your business strategy, or rather as an add-on to other, more primary business functions? If HR is a strategic priority, then your in-house team is more likely to be aligned with the rest of your business.

Conclusion

Both HR outsourcing and in-house HR do have pros and cons. Whatever choice you make depends on the size of your business, budget, the complexity of your HR, and your other goals for long-term benefits. Therefore, by finding out specifically what your needs are and then weighing these pros and cons, you can choose the best management strategy for the growth and success of your business. The right way is that of your business’s alignment with your objectives and helps you build a happy, productive workforce.

Salahkaar Consultants offers these services in many global markets. Visit their website at http://www.salahkaarconsultants.com and contact them to see if they can help your company as well.

[stratefixconsulting]

From Local Hero to Global Star: How MSMEs Can Win Big?

MSME’s – The backbone of Indian economy contributing a staggering 30% of the country’s GDP.

Businesses that fall into a certain segment in terms of size, turnover and investment are referred to as MSMEs, or micro, small, and medium enterprises. Despite their immense contribution, they often face a complex web of challenges.  

But fret not! Stratefix Management Consulting offers holistic solutions to the diverse needs of MSMEs across 40+ industries, empowering them to overcome obstacles and achieve sustainable growth.  

This guide equips you with the knowledge and strategies to navigate these hurdles and propel your business to success. 

Your Challenges Vs. Our Solutions: A Roadmap to Business Growth

Financial Challenges

Limited Capital Access: Traditional lenders can be wary of MSMEs due to perceived risk.   

Unpredictable Cash Flow: Uneven cash flow and lack of financial planning disrupting overall operations. 

Stratefix Solutions: 

Alternative Funding Expertise: Stratefix helps navigate government schemes, connect with angel investors, and explore peer-to-peer lending platforms to unlock funding. 

Cash Flow Optimization Strategies: Implementing robust financial planning, prioritizing receivables collection, managing payables strategically, and exploring invoice discounting to free up working capital. 

HR, Talent Acquisition, Employee Retention, Managerial and Operational Challenges

Inefficient / Outdated Management Practices: Poor leadership can hinder productivity and employee morale. No professional guidance on management practices. Missing Systems and SOPs. 

Employee Retention Issues: Unable to retain Skilled employees who are lured away by larger companies. Unsupportive and Limited Growth in the working environment. 

Recruitment Cost Burden: Missing HR department, Unorganized recruitment practices, unable to attract top talent and lack of employer branding.  

Stratefix Solutions: 

Performance Management Implementation: Stratefix helps in establishing performance management systems and fostering a culture of open communication to drive efficiency and employee engagement. We help you develop a foundation in business administration as well as the soft skills you need to thrive as a leader in this modern era! 

Positive Work Environment Development: Stratefix helps foster a positive work culture through employee engagement initiatives and figuring out key areas in your organization to offer competitive salaries and growth opportunities. 

Employer Branding Strategies: We help you develop a strong employer brand by leveraging cost effective online recruitment platforms and showcasing your company culture to attract high qualified candidates for your organization alongside establishing/transforming HR departments. 

Skilled Labour and Technology Challenges

Low productivity due to Skills Gap: Finding qualified personnel can be a struggle. Lack of internal training and development programs.  

Technology Adoption Lag: Keeping pace with technological advancements can be expensive. MSMEs are unaware of cost-effective technologies, cloud-based solutions and government initiatives that promote digitalization. 

Stratefix Solutions: 

Employee Training & Development Programs: Stratefix helps design personalized training programs or partner with educational institutions to bridge the skill gap. 

Cost-Effective Technology Adoption Strategies: We identify and implement the most impactful cost-effective technologies, including cloud-based solutions and government digitalization initiatives for MSMEs 

Competition Challenges

Competition from Larger Players: Established companies often possess greater resources with cut throat competition in the current Indian market. 

Global Competition: The playing field is no longer limited by geography. MSMEs struggle with major roadblocks while navigating International Markets. 

Stratefix Solutions: 

Differentiation Strategies: Stratefix helps develop strategies to differentiate your offerings by focusing on niche markets, exceptional customer service, and fostering innovation. 

E-commerce Expansion: Embrace e-commerce to reach international markets by adapting your products and services to local preferences. 

Regulatory Compliance Challenges

Complex Regulations: Navigating the regulatory maze can be time-consuming and costly. Businesses become stuck, not knowing which direction to take when it comes to tax, legal and compliance matters. 

Stratefix Solutions: 

Tax, Legal and Compliance Guidance: Stratefix provides legal and compliance expertise to ensure smooth operations and navigate regulatory changes. We help implement compliance management software supporting your business needs. 

Marketing, Online and Offline Market Access Challenges

Restricted / No Marketing Budget: Competing with established players can be daunting. Unable to capitalize on digital marketing efforts! 

Marketing Expertise Gap: Lack of effective marketing campaigns which may seem like a mystery for MSME’s. 

Limited Distribution Channels: Reaching a wider customer base with a limited distribution channel is a major challenge faced by Indian businesses. 

E-commerce Integration Lag: Weak online presence with limited reach.  

Stratefix Solutions: 

Cost-Effective Digital Marketing Strategies: We help you leveraging social media platforms, targeted online advertising campaigns, and content marketing to reach your target audience in niche market. Check out our digital transformation initiatives tailored for your business needs. 

Marketing Skills Development: Stratefix provides upskilling programs for your team and recommends qualified marketing agencies for outsourced solutions. 

Distribution Channel Diversification: Stratefix helps develop strategies to partner with distributors, explore online/offline marketplaces, and leverage e-commerce platforms. 

E-commerce Enablement: We assist in developing a user-friendly website, establishing a strong social media presence, and navigating online ordering and delivery options personalized for your business. 

Globalization Challenges

Export Barriers: MSMEs trying to enter international markets always encounter major complexities with foreign regulations. 

Currency Fluctuations and Global Uncertainty: External factors which can impact profitability. 

Stratefix Solutions: 

Market Research and Export Guidance: Stratefix assists with thorough market research to understand foreign regulations, cultural nuances, and consumer preferences, facilitating a smoother entry into international markets. 

Risk Management Strategies: We help you in developing customized practical strategies to hedge currency exposure and diversify markets to mitigate risks associated with global uncertainty. 

Sustainability and Environmental Challenges

A 2023 Nielsen report indicates that 73% of global consumers are willing to pay more for sustainable products and services! 

Environmental Regulations: Meeting environmental standards can be costly. 

Consumer Demand for Sustainability: Customers are increasingly environmentally conscious while most businesses lack transparency. 

Stratefix Solutions:  

Sustainable Practices Integration: Stratefix helps integrate sustainable practices into your operations, including exploring energy-efficient technologies and eco-friendly packaging solutions. 

Sustainability Communication Strategies: We help our clients in developing and Implementing strategies to communicate your sustainability efforts to your target audience, showcasing your commitment to environmental responsibility. 

 Stratefix Consulting empowers MSMEs with the right business strategy to navigate this complex landscape and achieve sustainable growth. MSMEs are the engine of economic growth! 

By providing holistic personalized solutions across various challenges, Stratefix equips MSMEs with the tools and strategies to thrive in the digital age as a partner in your growth story. 

Remember, by overcoming these challenges and embracing innovative solutions, you can GROW your business to new heights and become a force to be reckoned with-in the marketplace. 

Curious how companies across 40+ industries achieved explosive growth? Discover their secrets in our free case study library. 

See how Stratefix turns ambitious start-ups and established giants (including some Shark Tank India stars!) into market leaders. 

Get inspired. Get results. Contact us today for more information! 

[onlinezealnepal]

The Best Selling Human Resource Management Software in Nepal

A simple, powerful and most dynamic HR software for small to largest sized organization.

About Nimble HRMS

Nimble HRMS is the all-in-one Human Resource Capital Management process automation software that automates everything about the human resource management with recruitment to retirement including post-retirement management. It is the best-selling, most popular , widely used and first customer choice Human Resource and Payroll Management Software in Nepal.

Nimble Infosys is a leading HR software provider company in Nepal working in the market since 2010. Nimble HRMS is widely used by many reputed and leading organizations of Nepal such as Government Organizations, Government & Commercial Banks, most of the Micro Finances, Development Banks, Group of Companies & Corporates, many NGOs & INGOs, leading Educational Institutions, Hospitals, and Hotels with the most complex working scenario such as factories and 24-hour working environment.

Recruitment Process

Seemless automation of employee in process from manpower gap analysis, recruitment process to onboarding.

Plan your Workforce

Request for Manpower by Departments

Vacancy Publish

Candidate Login

Applicant Tracking 

Approved Position or Darbandi 

Onboarding

Manage seamless onboarding process using system to welcomming employees.

Employee Welcome Message 

Introduce Supervisor and Team

Notify Departments

Share Documents

Personal information input by self

Seamless HRMS Process

Manage all information and documents of employees from entry to exit in one centralized location with recording of all historical data.

Employee Information and Service History 

Generate Letter for any Templates

Job Description, Task and Activities

Field, Travel and Reimbursement

Recording Strength and Weakness of Employees

HR Analytical Reports 

Payroll, Tax and Compliances

Most trusted payroll system to handle any kind of payroll calculation complexities such as Salary, Wages, Taxation, Loan, Advance, Compliances and Reporting.

Flexible Pay Structure 

Loan, Advance, Overtime, Allowances and Expense Claim process

Compliance All Government Rules 

Integrated with ERP and CBS

Monthly or Yearly Provision

Cost Center, Analytical Reports

Leave and Attendance

Set dynamic leave rule, employee work hours, OT rules based on employee by-law with multiple level of approval workflow.

Leave Management

Attendance System 

Integrated attendance device, web or mobile apps

Specially Customized

Performance Appraisal

Paper and excel less appraisal process including, online exam, goals, task, achievement with flexible design, rating standard, questions, multi layer review and analytics.

Goal Settings mapping with KPI Matrix 

Goal or JD based activities, Target vs Achievement 

Dynamic appraisal form designing 

Online Examination 

Self Appraisal and multi layer review process 

Appraisal finalization, apply and analytical reports 

Training Automation

Complete Training Cycle Automation including training need assessment, training requisition, nomination with pre-post assessment and feedback.

Training need assessment Process

Training Calendar 

Trainging Materials

Employee Nomination 

Feedback by Attendees

Pre-Post Training Assessment

Consolidate Employees Training reports

Employee Self Service with Mobile Apps

Allow every employee to engage with office environment from their finger tips with personal dashboard,request,approval & notification system available in Web and Mobile apps with GPS Tracking..

Access of self or subordinate information

Onboarding process

View payslip, tax calculation and tax planning 

Leave, Attendance, Overtime, TA-DA, Allowances

Employees Personal Dashboard

Mobile Apps with Location Tracking

Exit Process or Off-boarding

[ashucuringbusy12]

Executive Virtual Assistant vs Executive Office Assistant

Executive Virtual Assistant vs Executive Office Assistant What's Your Choice?

In the dynamic landscape of business operations, the responsibilities of virtual assistants and executive assistants have become crucial for ensuring a seamless business efficiency. In this write-up, let’s break down the key factors between these two roles and figure out why choosing virtual assistance can be a game-changing decision for your business.

A Glimpse On The Basic Differences Of Executive Office Assistant & Executive Virtual Assistant

Assistance Type

·       Office executive assistants work physically in the office and rely on in-person communication, thus limiting accessibility.

·       Virtual executive assistants ensure 24/7 availability through various channels of communication, thus fostering global accessibility.

Scalability & Efficiency

·   For office assistants, scaling includes a lot of time involvement, rigorous training process, thus leading to inefficiency.

·   For virtual assistants, they can facilitate scalability without much HR involvement and they can adapt to increasing workloads, efficiently.

Processing & Data Integration

·   Office assistants have limited capability in managing complex datasets, processing tasks etc.

·   Virtual assistants excel in accurate data processing, seamless integration into diverse tech ecosystem and leveraging analytical algorithms.

Global Accessibility

·   Office assistants are constrained within physical presence which might result into global accessibility.

·   Virtual assistants ensure 24/7 accessibility, which enables collaboration across various time zones and contributing to more globalized work environment.

Swift Adaptation To Change

·       Office assistants have great adaptability and but limited to individual experiences and preferences.

·       Virtual assistants reflect on higher adaptability through dynamic responding to the ever-changing business environment, depending on the user preferences.

Cost Of Efficiency

·       Office assistants are permanently hired salaried officials who enjoy benefits and infrastructure by the company.

·       Virtual assistants cost-effective professionals that help in minimizing overhead expenses.

Automation Of Tasks

·       Office assistants rely on manual execution of task, thus limiting the scope for automation.

·       Virtual assistants embrace automation of task, leverage technologies like blockchain, machine learning and artificial intelligence, thus freeing up time for complex responsibilities.

 Visit our homepage for additional details: Curing Busy.

Multilingual Support

·   Office assistants offer limited language-based services

·   Virtual assistants come with a variety of knowledge in multi-languages at various levels of proficiency that cater to diverse global needs.

Consistent Performance

·       Office assistants provide variable performance-based services which have the ability to navigate through challenging situations.

·       Virtual assistants have consistent performance and they do it without fatigue, thus ensuring stable support throughout the day.

Choose Curingbusy’s Talented Executive Virtual Assistants For Your Business

Curingbusy takes pride in being one of the most trusted names around the world when it comes to virtual business service providing assistants. As an organization harboring the best talents of the industry, we assure our clients to get their expected traction and ROIs, worth every penny spent for hiring us. We are not only believe in perfection in every work, but provide custom solutions for every project delegated to us, rather our virtual assistants.

Conclusion

Curingbusy is a reliable business assistance providing organization that is an official partner of success for various businesses across the world. Get in touch with our virtual assistants at contact@curingbusy.com today to know more.  You ought to read as well: Digital Marketing Services.

[gmtsjobs]

DMM Apparels Job in a Buying House | Garments Job

DMM Apparels Job in a Buying House | Garments Job DMM Garments Job for a Reputed Buying House in Bangladesh.

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