Wednesday, 26 November 2014

E- Marketing Challenges & Opportunities - Introduction Case

Introduction  DELL - HELLCASE

On June 21, 2005, a “citizen journalist” by the name of Jeff Jarvis posted a single negative blog-post about his experience with one of the top computer and technology companies in the world- Dell Inc.  His rant was lengthy, and unforgivable, with sentences like, “DELL SUCKS. DELL LIES. Put that in your Google and smoke it, Dell,” and it attracted computer buyers from around the globe.
dell - hell on-line rant this is the cause for the on-line outrage

Dell had built a strong reputation during the 1990′s and early 21st century, however, the experience of one customer would serve as a catalyst to Dell for over two years.  Dell Inc. became known instead as, “Dell Hell,” and the bold opinion of Jarvis resulted in a domino effect that caused bad critiques and drastic declines in Dell’s success.  Their business, their brand, was under attack, and getting this smudge off their record was no easy task.

The Reason

Dell set themselves up for this situation by failing to relate to the very people who keep them in business. The first reason to get serious about your business’s on-line presence is so you have a better grasp on what your customers are thinking.  Billions of dollars in marketing efforts are spent each year on studies, surveys, and behaviour patterns to find out what people want and how to appeal to consumers.  But don’t think just because there aren’t conversations about your brand on-line that this is a good thing.  In fact, if you aren’t a topic of conversation on-line, this can be an even bigger warning: no one is talking about you because no one cares or knows about you.

The Output

Dell learned to listen and “they ended up seeing the value in listening to and ceding control to customers. They reached out to bloggers; they blogged; they found ways to listen to and follow the advice of their customers. They joined the conversation. That’s all we asked.” In fact, Dell ended up earning the forgiveness and respect of Jarvis back again.

Jarvis posted this on his blog on October 18, 2007, explaining in detail exactly what he saw in Dell that caused his change of heart:
Dell realized that engaging in the conversation wasn’t just a way to stop blogging customers like me from harming the brand. We, the customers, bring them great value besides our money: We alert them to problem. We will tell them what products we want. We share our knowledge about their products. We help fellow customers solve problems. We will sell their products. But this happens only if you have a decent product and service and only if you listen to us.
dell learns to listen  The response from jarvis after two years
this incident caused Dell to create this website  dedicated to listen to customers  idea storm by dell
Now if you see this whole incident it is a perfect example of companies underestimating new forms of interaction and how it can affect you. This in fact highlights the need for marketing in newer avenues with vigour.


Monday, 10 November 2014

Information Systems - Human Resource Information System

 Its primary objective is providing suitable manpower in number and with certain ability, skills and knowledge as the business organization demands from time to time.
Its goal is to control costs through increase in productivity by following techniques
  •  Human resource development through training and upgrading the skills
  •  Motivation through leadership and job enrichment
  •  Promotion and rewards through performance appraisal
  •  Grievance handling
  •  Structuring the organization.

The various documents which serve as inputs for HRIS are as follows
  •  Personnel application form
  •  Appointment letter
  •  Attendance and leave record
  •  Biodata , self and family
  •  Appraisal form
  •  Production /productivity data on the jobs
  •  Wage /salary agreement
  •  Record of complaints, grievances, accidents
  •  Industry data on wage/salary structure
  •  Industry data on manpower, skills. Qualifications
  •  Record of sources of manpower – university, institution, companies
  • Record on manpower application trend in view of automation and computerization
Accounting
Following entries are accounted in the HRIS
  •  Attendance
  •  Manpower
  •  Leave
  •  Salary / wages , statutory deductions
  •  Loans and deductions
  •  Accidents
  •  Production data
  •  Skills
  •  Biodata
  •  Family data
Human resource management has the following questions
  •  Who is who ?
  •  Strength of the section,department, division
  •  Number of persons with a particular skill.
  •  Attendance, leave and absenteeism record of all employees.
  •  Salary/wage of employees.
  •  Designation and number of persons holding these designations
  •  Personal records of the employees
these queries are processed with employee number, skill code, department code as keys.
Analysis:
  •  Analysis of attendance by a class of employees
  •  Leave analysis by a group of employees
  •  Trend in the leave record
  •  Analysis of accidents and types
  •  Analysis of salary/wages structure.
  •  Analysis of overtime
 Control
  •  Probable absence versus workload
  •  Projection of personnel cost against manpower increase
  •  Assessment of accident records against safety measures taken
  •  Personnel cost versus industry cost and its projection
  •  Projection of manpower needs and evolving recruitment and training programmes
Statuatory reports
  •  Attendance record
  •  Strength of the employees by category
  •  Provident fund, ESI reports, ledgers and returns
  •  Accident reports
  •  Income tax Form 16,24A
  •  Strength of employees to Director General of Technical Development
These reports are submitted to various government agencies .

Information updates
  •  Daily attendance report
  •  Employee strength
  •  Joining and transfer of employees
  •  Personnel cost by department, job product
  •  Periodical statements showing personnel costs by salary/wages, overtime.
 Operation updates
  •  Daily attendance to plan the workload
  • Overtime versus work completed
  •  Projected absenteeism and distribution of workload
  •  Cost of personnel by jobs or work completed.
Decision analysis
  •  Analysis of attendance for season, festival and by skills, scheduling of the jobs accordingly
  •  Overtime analysis by department, employees and job to decide the strength of personnel
  •  Analysis of accidents and deciding on safety measures and training
  • Cost analysis by personnel vs jobs vs skills and planning for new recruitment's
 Action reports
  •  Recruitment and additional manpower or subcontracting of jobs
  •  Acceptance of orders on the basis of workload
  •  Reduction, transfer and reorganisation of employees to control costs
  •  Preparation of training and development programmes with specific needs.
Most of these reports are used by people in operations management