Pest And Its Concepts

The concept of PEST analysis seems quite simple. Indeed, there are 4 components of PEST analysis such as political, economic, social and technological factors. It is difficult to say which factor plays the most important role in PEST analysis. It depends on the company, its mission and goals. It for one company technological factors play the most crucial role, the other company should pay the most attention to political changes and economic factors. It also depends on where the company wants to be in near and long term future. This is to say that PEST analysis is very often combined with strategic planning. However are, strategy implies both internal and external factors while pest analysis focuses mostly on external factors and company position and mission in external environments. Now lets analyze concepts of PEST analysis and its key components.

Every company, whether it is small business or a large corporation, is registered or operating in a certain country. Sure, the company may be registered in some exotic islands, while it is actually operating in a European country. Anyway, every company should take into consideration political factors. Why politics? How does it influence business environment? Politics seems to be only about people making statements and declaration which we see mostly on TV. However, every word articulated by a prominent politician may have very serious consequences for national and in some cases even international economy. Thats why analytical departments of major companies analyze statements of political leaders and their possible consequences for their particular business. Those who ignore and refuse to analyze political developments and news may pay a high price, because political constituent is very important in strategic planning. Political instability they result in economic changes and thus a chosen strategy w
ill simply not work. This argument takes us to economic factors.

That should be mentioned that national economy directly influences customer purchasing power. People must have money to be able to pay for services or products. Thats why, before launch of the new product or service offering, the company needs to analyze economic conditions in the country. There are various indicators and indexes that evaluate national economys well being. In the economy is on the rise, people and businesses have money, access to cheap loans and financial programs, and thus, they can afford paying reasonable prices for products and services. Armed with figures it will be easier to design strategic plans pay on general economic situation in the country. Believe it or not, but it is possible to make very attractive offers even in a post crisis economy.

As to the social aspect, it should be noted that society forms the face of business, as business is an inseparable part of the society. In order to be successful it is really necessary to evaluate and assess social trends in terms of generating profits for the company. Were living in the age of social media so, it has become easier to keep track of all social trends and tendencies. It goes without saying that no progress is possible without an effective use of latest technologies. This statement is even not disputed.

Important Points To Consider For Times Classified Advertising

The reliability of Times of India is unparallel. It is the prime choice of advertisers since very long time. The newspaper gives you a very cost effective option to fulfill your advertising purposes. Times classified advertising is well proven method to attain the response of target audience in minimum budget. The Times of India classified special section offers advertising in all categories.

This highly reliable English daily gives you customized options to target the specific section of population via classified ads. The newspaper publishes a special supplement for matrimonial ads on Sunday. Besides this, it has specific section for property ads. Times of India classified section for sundry advertising categories is published regularly. All categories of advertisements appear in this section including recruitment, business, travel, education, astrology, services advertisement & lots more. If you want to give ad in this regular section then it is necessary to make your ad stand apart from others. It can be done by highlighting through abbreviations. This technique can be very helpful in gaining better response of target audience. Times classified advertising assists you in conveying your message to large number of audience.

If you want to attain the quick response of target audience by Times of India classified advertising then give ad in classified display format. Although cost for this format of advertising remains high but it ensures the high return on investment. Now, the question arises that which geographies can be targeted by Times of India classified. The newspaper has Pan India presence. You can capture the attention of both South India & North India by TOI classifieds. TOI is circulated in all metros as well as main cities of Kerala, Tamil Nadu, Kerala, Karnataka & Uttar Pradesh. TOI classifieds appears with all editions.

Now, you must be thinking that how to publish classifieds in TOI. In todays time, it is very easy to publish ad in TOI. It has become possible due to facility of online booking of newspaper advertisement. There are many online newspaper ad booking agencies are running these days. Among them, you need to select the best one to enjoy best advertising offers.

This highly reliable English daily gives you customized options to target the specific section of population via classified ads. The newspaper publishes a special supplement for matrimonial ads on Sunday. Besides this, it has specific section for property ads. Times of India classified section for sundry advertising categories is published regularly. All categories of advertisements appear in this section including recruitment, business, travel, education, astrology, services advertisement & lots more. If you want to give ad in this regular section then it is necessary to make your ad stand apart from others. It can be done by highlighting through abbreviations. This technique can be very helpful in gaining better response of target audience. Times classified advertising assists you in conveying your message to large number of audience.

So, it is advisable to always book classifieds ad in TOI online to enjoy the bestselling offers of all categories. It will not only save your time but also money as online you get heavy discount as well as you will get the royal treatment by client servicing staff.

Mitigating Seasonal And Temporary Recruitment Risks

In today’s economy, seasonal and temporary staff can be found in audit offices as well as the shop floor and in the ski resort. As companies strive to have the exact amount of people on board to fulfil fluctuating business demand, finding optimal temporary staff has become a priority for many employers. So what are the risks and rewards associated with temporary staff and what steps can organisations take to build a reliable and flexible workforce to meet seasonal as well as ongoing business demands?

According to the latest figures from the International Confederation of Private Employment Agencies (CIETT), the UK has the highest number of temporary workers in Europe, with over 1.3 million temps working in the UK; thats around 5% of the UK workforce.

Since the 1970s, temporary staffing has expanded rapidly to become a significant feature of many national labour markets. Temporary employment, be it seasonal, ad hoc or interim work, is now a permanent feature of the business landscape and for many organisations, it is a form of working that has become integral to business strategy. Indeed, recent research from the University of Manchester has found that the recession has led many firms to have in place a buffer zone of temporary agency workers. During tough economic times, firms may increase the proportion of their workforces which are externally sourced from temporary recruitment agencies as a means of managing the risks of any future recessions. While for most firms, this strategy is a short term one, there is also evidence that it has developed into a longer-term approach to workforce management.

Temporary staff can be quickly deployed to cope with unforeseen demand, cover sickness, holiday absence and maternity leave and provide extra support due to seasonal demand like the Christmas rush or financial year end. During times of recession, using temporary staff also allows organisations, at least in the short term, to avoid the costly need to sack permanent, core members of the workforce.

The use of temporary staff can also help to reduce the fixed costs associated with labour hiring and recruitment. Temporary workers, for example, represent a relatively low cost method of screening for potential permanent employees, monitoring their on their job performance and culture fit. Recruiting permanent staff from a pool of temporary workers enables businesses to try them out for size over a longer period of time than would be possible under most probation schemes. Conversely, for other employers, using temporary staff can be a way of securing additional time to use for searching for permanent employees.
In more recent years, there has also been a rise in the use of independent contractors by organisations. Contract workers provided added flexibility when a company requires it. They can do one off jobs or provide a service which no other member of staff can provide. In many cases, they can often begin work at short notice which helps employers to meet a sudden demand. The added benefit for the employer is that they are not responsible for their PAYE or national insurance contributions.

Clearly, hiring temporary staff offers a number of specific advantages to employers. However, they do come in all shapes and sizes. The good ones can help a company thrive in the difficult times or offer valuable help and support at short notice. The very best temporary workers are often highly motivated, some seizing on the opportunity to gain valuable experience and may see the role as a stepping stone to a permanent position. Others may resent the fact the role is not permanent, they might lack motivation and commitment and could be detrimental to a companys business. At their very worst, a temporary worker may gain employment under false pretences, which potentially could have very serious repercussions.

The organisations which tend to have seasonal peaks and a greater demand for temporary workers, also tend to be organisations where these seasonal or temporary employees are most likely to have close access to customers, either directly (in the case of retail and the hospitality industry) or indirectly (in the case of call centres or financial institutions). In both cases, the implications of placing the wrong person in a temporary job could be severe and have potentially high financial, legal and reputational consequences.
Experian has found that organisations use temporary staff and contractors while largely ignoring or being unaware of the risks. While the timescales associated with recruiting temporary staff are short, this should not be an excuse for not carrying out appropriate background screening on temporary staff. By doing so, these employers are taking massive risks affecting their own organisations and the public at large.
So what are the specific risks and what implications do these have for employers?

Many organisations, which have fluctuating seasonal and temporary demands, employ a significant number of migrant workers. The immigration, Asylum and Nationality Act 2006, makes it a criminal offence to employ someone who is subject to immigration control and who has no permission to work in the UK. In 2009, the UK Border Agency imposed 2,210 civil penalties on employers of illegal workers totalling 22.1m, almost double the number of civil penalties issued in 2008.
With forged identity documents often very hard to spot without specialist equipment or Scotland Yard level expertise, the importance of electronic identity validation and appropriate background screening should not be underestimated when it comes to temporary employees and complying with immigration legislation.

The Corporate Manslaughter Act places a legal obligation on employers to ensure that the staff they employ do not pose a threat to themselves or others. For sectors like retail and hospitality, ensuring that customers have a safe and pleasant experience is critical to their success but dependent on having honest, reliable and trustworthy staff. In order to protect themselves from legal and financial repercussions further down the line, organisations must satisfy themselves that the temporary staff they employ have the appropriate qualifications, a full and valid employment record and no previous convictions.

The possibility of hiring someone who may pose a direct criminal threat may seem rare, but the fact that the value of reported fraud in the UK has increased by 153% since 2003 reminds us how serious a threat this is to UK businesses. The latest figures from CIFAS, the UKs fraud prevention service, show a substantial rise in the number of cases of employee fraud identified in 2009 compared to 2008. CIFAS also reports an increase in the number of cases of employees selling personal data. The implication of this finding is that more staff are being approached by organised criminals and bribed to reveal personal customer data. Indeed, it has been claimed by the police that one in ten of Glasgows financial call centres has been infiltrated by criminal gangs.
Clearly, organisations which hold large data repositories or deal with sensitive financial information are at greater risk from insider fraud. In these days of identity theft, criminals will pay a healthy price for personal information and the temptation for someone in financial difficulties is clear. For these organisations, temporary or contract employees are often the biggest threats when it comes to employee fraud. Generally, they have less to lose, have less loyalty to the company and can also have wide access to sensitive customer information. Fraudsters are also more likely to obtain entry to an organisation through temporary or contracting roles where background screening may be lax or often non-existent.
When it comes to combating employee fraud, these organisations should consider developing an employee screening policy which includes carrying out identity checks, credit checking and criminal record checks specifically on temporary and contract staff and not just those in permanent positions.

Top tips for meeting seasonal recruitment demands and minimising exposure to risk are:
Dont rely on the recruitment agencys screening process – organisations should also undertake internal background screening of temporary applicants
Build a temporary talent bank consider pre-screening a group of recurring seasonal employees who come back during the busy periods
Use background screening to deter timewasters and potential fraudsters – Experians own experience has found that its not uncommon for as many as 15 per cent of applicants to drop out when made aware that a thorough background check is used in the recruitment process
Effective workforce planning – plan well in advance for busy periods and line up a pre-screened workforce that can be called upon at short notice
Outsource the background screening process not only will this save time and money but will also ensure legal obligations are met

What Performance Management Entails

The Human Resource department is the one that is usually responsible for creating and managing the system that handles performance management. This is actually a process that deals with the manner in which the Performance Appraisals are written and then distributed.

The appraisals are the assessments of the employees contributions with regards to the employer in question. Basically, the appraisals are normally written on a quarterly basis with the 4th one being where all the issues raised are addressed. Bonuses are then issued to the most outstanding characters. This then means that performance management is an on-going process that occurs in every company. In order for a company to have a relatively effective system then it is mandatory for them to create a strategy that will improve how the information is collected and written.

The entire procedure is quite moderately challenging. The first thing that you will be required to do is to review the mission, values and goals of your organization. These are the aspects that usually propel the company into achieving the desired results. The next thing to do is to analyze the employees in terms of the overall duties that they perform and their respective job descriptions.

There should be goals to be met by every employee and a review needs to be conducted at the end of each period. Performance must be discussed by the managers & employees and this is why meetings need to be scheduled so that every detail can be made clearer. In most companies, great appraisals are usually compensated in one way or another because this is a great way of motivating the employees to work even harder towards the goal.

New goals for the successive year(s) should be established as early as possible. The new goals are normally added to the existing ones since this is an on-going process. Comparison of the management style that is in place in your organization to other similar ones in the niche should be done as this gives you the much needed information when it comes to processing of the documents.

All in all, it is significant to understand that one company differs from the next and implementation of the appraisal needs to be done accordingly. This means that the culture and strategy of the organization must be taken into consideration when the documents are being created. You will without doubt end up with the best document.

eWF 2011 – Information Management and Security – Dr. Rabindra Narayan Behera

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