Human Resources articles list

In this summary, the ideas used by the sales management to enhance the effective Selling of items to clients are addressed in detail. Overall, the report focuses on sales management, describing how the Marks and Spencer organisation's sales can be enhanced through the adoption of appropriate strategies and approaches that would aid in improving sales in the face of increasing market competition. The company modifies ongoing sales management techniques as well as sales organisation factors in an order to promote and retain competitiveness, highlight the significance of the sales organisation, and the necessity of such modifications appears to be stronger in the contemporary business environment.

Zamzam Abdelazim

The strategy is a means of establishing the organisation's purpose in terms of priorities for resource allocation, action programs and long term objectives (Grant 2005). Chandler (1962) defines strategy as determining the primary long-term goals of an organisation, the adoption of courses of action, and the allocation of necessary resources. Besides, the strategy also focuses on allocating resources in relation to the organisation and its environment (Schendel & Hatten 1972). The strategy also pertains to the top management's decisions pertaining to its scope and the future direction. Such strategy covers an action plan on the organisation's future, commitments to specific products, services, and the markets.

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Marketing refers to the actions that elevate customer value by motivating them to purchase the organisation's products or services (Kusumadewi, 2019). An organisation with strong capabilities must exhibit strong marketing capacities to effectively introduce its offerings to new markets (Lee and Falahat, 2019). Marketing strategies are part of an organisation's corporate strategy, which refers to the set of choices an organisation makes to develop and capture value across its business over time. As corporate strategy essentially drives financial performance (Sull et al., 2018), effective marketing strategies must be selected to ensure the organisation's attainment of objectives and long-term success.

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Several studies demonstrate a strong correlation between talent and organizational performance. This view has led to continued improvement of methodologies, human resource scorecards, benchmarking, and engaging in best practices aimed at attracting both talent and better business management. As all these underline advancements of organizational strategic goals, it also determines the development and alignment of individual performance (Savanevičienė and Vilčiauskaitė, 2017, pg. 247). Although most of the studies involve for-profit corporations incorporating them in various industries proves to be both logical and psychologically sound. Regarding this project, the major focus is on determining talent strategies that best companies use to attract and retain people. For the project, Deloitte has been chosen as the reference organization for the strategies it uses and how its human resource management has been able to sustain attracting and retaining good talent.

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The paper aims to discuss the process of change management and how change affects organizations' functioning. Using the chosen case studies about different organizations that have successfully undergone change management, the report will highlight the drivers of change and their impact on the organization's behaviour. Also, change management is not easy, and there are specific barriers that can affect the organization's smooth functioning during managing change. Also, the leadership approaches that can help the organization in change management will be discussed.

Zamzam Abdelazim

ABSTRACT “Numbers are the highest degree of knowledge. It is knowledge itself.”- Plato “The world is built on the power of numbers.” Pythagoras “Everything around you is numbers.” Shakuntala Devi. The date, we were born on, was not an accident. Each number in our date of birth is connected with certain energies and vibrations. Similarly, each and every letter in our name (first as well as full name) also has particular frequency, energies and vibrations. The combined and correlated energies of numbers and letters of an individual reveal about the past, present and future. The careful study of these universal divine energies can reveal, who you are, why you are here, where are you going and how will you get there. In other words what is your personality, nature, thinking, and what is your future in terms of family career relationships and finances etc. In this study, an attempt has been made to analyze -How certain patterns of name numbers and date of birth related core numbers can emerge as a directional guide for an individual to choose any specific career/profession (by studying the patterns of over 1100+ date of births and names of the Engineers cum Arbitrators).

Jyotsnaa G Bansal

Objective: Improving quality work by infusing a “sense of belongingness” in lowest-level workers. The present work focuses on the management of human resources in an enterprise where contract workers are involved in carrying out quality work related to the parent organisation. In today’s world, where the number of supervisors has reduced significantly, it is a challenge to maintain the quality of work at a satisfactory level. The paper proposes to enhance the quality of work by infusing a “sense of belongingness” into lowest-level workers. Methodologies adopted: Case studies. The first case study was conducted between 2007-2011 during a project related to Rural Electrification Work in the Bokaro district under the scheme RGGVY. The author was deputed to supervise the rural electrification work of 300 villages with thousands of kilometres of 11kv and 415V distribution lines, along with over 400 distribution transformers in four blocks of the Bokaro district in Jharkhand. Contractors engaged local workers for erection of all infrastructure. The author explained the process of erection to local communities and brought about a sense of belongingness in them towards the infrastructure being developed. The second case review was conducted between 2013-16 at Chandrapura, Bokaro, during the operation and maintenance work of the 220KV switchyard. Six workers were involved in the maintenance work of the switchyard. They rectified faults during emergencies and took care of housekeeping. However, they only followed orders and never worked proactively. The author divided the workplace into eighteen parts, each maintaining three parts. During monthly walk-in inspections, one worker was awarded as the best contractor’s employee of the month of that section, which introduced a sense of competition among them. Analysis: During the first case study, after pointing out the benefits of the infrastructure being developed and how the quality of work will help in its sustainability for an extended period, villagers realised its importance in their well-being. As a result, they kept vigil over the contractor’s work during the erection process. In second case study, the repetitive external motivation (awards and appreciation) infused a “sense of belongingness” in them. Thus, all employees started functioning proactively. As a result, the occurrence of electrical faults was reduced drastically, and housekeeping improved. Findings: These two case studies lead the author to coin the term “sense of belongingness”, which can lead to improve the quality of work by the lowest-level workers in a company. There are five ways to develop a “Sense of Belongingness” (SOB) among workers- external motivation, which can lead to internal motivation; mutual respect; a sense of duty (every person has their own responsibility); brainstorming sessions (to make them feel as an integral part of the department); encouraging them to do more than expected. Conclusion: All these steps help to develop a “sense of belongingness” among the lowest-level workers in an organisation. Without these principles, it will be a challenge to achieve quality work. The paper addresses all the processes in detail to improve the work culture in a department and, ultimately, an organisation.

RAJIV RANJAN SINHA