New Product Launch
When it comes to launching a new product/service all established companies follow a set pattern of steps before actually introducing the product into the market. Following such steps is necessary because only through a pattern the companies are able to foresee where the product needs to be launched, pricing, actual competition etc. The steps followed are generally as under:
Increase market presence (For existing products in a geographical area)
If you are a company who is already present in the Indian market but still not able to mark your presence fully or want to increase your market share, we at Sampurna Strategies can consult you in the following manner for increasing your market share.
Venturing into Indian Market
As the Indian economy is growing being the third largest growing economies in the world more and more foreign companies are entering or thinking about how to enter the Indian market, being a very price and quality sensitive market. We consult such companies in their endeavor through the maze and puzzles of the Indian market and help them in setting up of their marketing functioning in India.
Sales KRA, KPI, Competitor and his business and Sales MIS
We came across this footwear manufacturing company in which the top management was unable to track the progress of sales target in the year. Even though the company was doing good business but there was no sales tracking data monthly or quarters or otherwise due to which sales targets achieved were illusive mostly. The manpower of the sales team was 15 employees which included a PAN India Manager, where as the total manpower of the company was around 900 employees.
In such a scenario we advised the company to get the Sales Manual prepared from us so that they are able to get proper reporting structures/Sales MIS from the sales team keeping into account the competition, geography, population of each geographical area, distributors and retailers etc. With the usage of these MIS the organization was able to take control of its monthly, quarterly and yearly sales targets in respect of each team member. Moreover the company was also able to tract the sales orders of each of its employees and can identify whether the respective sales team member or manager is able to fulfill his respective KRA’s and KPI’s and as a result of this exercise the company was able to reach its targets well in time and grow in terms of revenue.
Store – Location, identification, usage and classification of goods and their handling
We came across this company which was having a huge warehouse in its basement keeping different types of rexene, laces, eyelets, non woven fabric, chemicals etc but there was always no record of the balance stock, distributor wise inventory in ware house, no proper location or handling of above mentioned products, repeated buying of same product beyond the requirement made by production, absence of A,B,C classification of goods present in the warehouse.
Based on the problem faced by the company we advised the it to get the Stores Manual designed from us and in the process we classified the items, location of goods, their handling and quality checks, final goods handling and stock as well the company was able to identify which good/material costs it the most based on A,B,C classification along with proper rules for opening and closing of inventory, buying of inventory and sale of scrap etc.
Salary increments, KRA, KPI, Job Descriptions, Rules etc
We came across this company at Bahadurgarh, having a manpower of 800 employees, wherein some of the workers were on contractual basis without a contractor to manage them, there was no company hierarchy, no job descriptions for any designation, no recruitment procedures, middle management was non-existent, stores was managed by an unprofessional, production was handled by an employees who was only having etc. As a result of this the salary increments were based on face value of the employees rather than their productivity and moreover the under achievers were never condoned. Beside this there were other problems such as no concrete policy was there regarding succession or promotions, No KRA’s and KPI’s of the employees due to which the employees did not knew what are they required to work or their respective responsibilities and on what issued will they be assessed for salary increments.
We first conducted a HR audit for the company taking into consideration all its functions i.e recruitment, promotions, leaves, compliances, performance appraisals, employee engagement, disciplinary actions, employee exit, reference checks and career goals, etc. There after we suggested to the top management that it should get an HR manual prepared from us and in this process we managed to get the hierarchy chart designed and fulfilled the gap in terms of employees recruitment and now there is a set rule and procedure for every issue related to the employees in the organization and the employees were able to understand what is required from them due to formulation of KRA and KPI along with Job descriptions and 360 Degree performance management.
Data Theft Related To Quotations To Business Competitors
One company was there at Ghaziabad in which there was data theft related to quotations as a result of which the company was losing its business to other competitors.
In such a case we advised the top management to create a central pool for all the quotations and such information needs not to be provided to the sales team but should be handled by a single employee directly operating under the MD of the company. As a result of this act data theft related to the quotations stopped all together and the company was able to attain financial growth in revenue.
No HR Procedures and rules
We started our operation in March 2015, and in the month of March itself we came across a company into assessment and testing which was having manpower of around 150 employees mostly consisting of engineers. The company was having no set parameters for any issues related to the employees be it recruitment, selection, performance appraisals, exit policy, leave policy and moreover there was one big problem that the top management used to make and break rules as and when they feel like.
We conducted HR audit in the company and thereafter proposed the top management that they should get the employee service manual prepared so that all the above said issues get redressed and sorted. As a result of the employee service manual the system got streamed line and the employees became aware of the different rules of the company and what is the expectation of the company from them. In this exercise we also helped the company in actual execution/implementation of the policy manual taking into consideration the resistance of the employees.
HR Procedural Practice - Outsourced HR Department
There was this company which was not having a HR department at its end was under dilemma of how to reach out to its employees, manage day to day HR system, analyse data collected in relation to recruitment, exits, trainings and development and make them happy and satisfied and moreover practice HR policies for growth and betterment of the company.
We got the HR department outsourced to us and managed the HR department of the company for a period of One and Half Year and trained the HR staff the company in this tenure and practiced the HR policies defined by the company.
Few Employees Operating Own Business Even While Working As Employees
We came across one company (which is now having one operational manufacturing facility outside India) where few of the employees working in Sales and Marketing department were operating a separate business of their own even-though they were on payroll of the company and were actually siphoning off few trade orders actually meant for the company.
On gaining this information from the HR department of the company we introduced a proper appointment letter for the new employees through our legal acquaints and all the existing employees were made to execute a NON disclosure agreement with the company. Moreover we also formulated policies related to “Non Tolerance Towards Employees Doing Business While Still Being An Employee” for the company and the same was executed by all the employees of the company through an office order. In addition to this we advised the company to take legal action against the offending employees which they did.
Stress Identification Among Employees
We came across a company where the employees were very tense to open on issues related to their welfare and were of the opinion that if they say something about the policies of top management or the company in general they might be retrenched from their job. This was the general thinking pattern in all the employees moreover even though the management somehow knew about this undercurrent and there was nothing in concrete.
Prior to coming to any conclusion we conducted a picture based Stress Management test with the employees with whom we had already had conversed and then after the test we were able to conclude that the employees were identified and they were under deep stress that needs to be addressed. Thereafter the company started using stress buster techniques.