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You are browsing the archive for January 2013 - MANCER Consulting Blog.

Digital Marketing – Simple Yet Effective

January 23, 2013 in Services

It was the first day of the week in office. As usual, everyone including myself was suffering from Monday Blue Syndrome. That’s when I saw a mail from our corporate team stating a contest for brand promotion. The contest was named as “BRAND EQUITY” challenge. Quite jazzy for a name!!

Firstly, I completely ignored it and transferred it to my junk box. As the day progressed and the mails started pouring in, I just couldn’t ignore the fact of this contest. Each and every co worker of mine was promoting our organization’s services using Internet. Everywhere on the social networking sites such as LinkedIn, Facebook, Twitter, etc. I could see a post, status, tweets regarding my company. But the fact that made me write this blog is the kind of response it created was just mind blowing.

Technically, this kind of marketing by the use digital modes is termed as Digital Marketing. It is one of the most vivid and cost effect methods to market products, services, etc. to consumers. These days, most of organizations, appoint a team to tap the enormous benefits of digital marketing.

After understanding what Digital Marketing means, my inquisitive nature pursued me to know more how it works. I got down to my research and was quite amazed at the facts. Digital Marketing is done with the help of search engines on the Internet. Marketers create a template according to need of the consumer and use it on various different websites to make their products or services visible. The ultimate goal for digital marketers is to make their presence felt on Google. By this I mean that if a consumer tries to search using particular keywords, the search results should direct them to the marketers’ website.

Using digital marketing on Google in other words is called as SEO (Search Engine Optimization). Proper strategic use of SEO can indeed help in improving the website rank, diversion of traffic using appropriate keywords, etc. Digital Marketers extensively use SEO in order to promote their organization to a larger extent.

How can marketers miss out on Social Media usage. Social Media is the latest tool used for digital marketing. Social Media empowers traffic tracking and ROI. The most commonly used social media websites are LinkedIn, Twitter, Facebook, Google+, Pinterest, etc. Social media offers a enormous platform to marketers to target a huge number of audiences. At the same time keep a track of whats happening with the competition. Social media allows to share the latest activities a company is undertaking to all its followers and fans.

Social Media works as a two way road system. Audiences have the option of posting suggestions, praises, complains on the companies social media page. This helps the organization know about their brand image and connect with the audiences directly.

Hiring through social media

Right Communication Strategy for your Brand

Digital PR is also used by marketers to connect with the target audiences. It works in a similar fashion as conventional PR. Digital PR can be done by writing press releases and industry related researched articles. These can be then posted on the company and social media websites in order to propel the brand image.

Well written blogs are an ideal way to direct traffic on an organizations website and promote the brand.Well written blogs which contains appropriate weblinks can lead to the visibility of brand on Google. Its not necessary to write each day but a couple of well written blogs is more than sufficient to be visible on search engines.

We live in an “JUST A CLICK AWAY” era where everything is related and connected to the internet. Advertising a company’s brand and services is very essential for diverting a good amount of traffic to a website. These days startups and well as SMEs are turning their attention to advertise themselves. They surely wouldn’t have a enormous budget to float an advertisement on television but instead can use Google Adwords. These use specific keywords to create banner, text and / or image ads. Advertisement can also be used on Facebook which opens the portal to a larger number of audience of different geographies, age, etc.

After understanding how Digital Marketing works and which media can be used, its very much evident that it reaps greater benefits. Now I get it why our organization started this contest. Digital marketing instantaneously gets an organization to connect to million worldwide. It is also very cost effective if an organization can make utmost use of the Internet. It helps organization to know their market share and standing on a regular basis. As the results can be tracked very easily.

Operational overheads can be curbed drastically as there wont be minimal use of printing of flyers, brocheurs, banners, etc. Digital marketing also helps an organization to target global markets to sell its produc and services.

Though you will find numerous instances of successful digital campaign I am giving here few facts about internet advertising: In 2008, Dell reported that it had made $1 million selling reconditioned computers from its outlet store by offering discount vouchers on Twitter. Dell has a dedicated team of recruiters who attract potential employees only from professional networking website LinkedIn. Another success story: Paramount Pictures estimated that in a copuple of hours on Twitter it sold $1.5 million in tickets for the opening day of its film Super 8. If Facebook were a country, it would be the world’s 3rd largest country. 80% companies use LinkedIn as a recruitment tool.

To conclude, digital marketing is the most cost effective of all advertising media. Having said that, I am not suggesting that companies should not use other channels of communications like TV, News Paper, radio etc. Rather marketers should use right mix of traditional as well as digital media to maximize their communication impact. Today digital media is not an option rather it is essential.

Signing Off!!

HR Initiatives to meet new challenges

January 23, 2013 in Services

Human resource management is a process of bringing people and organizations together so that the goals of each other are met. The role of HR manager is shifting from that of a protector and screener to the role of a planner and change agent. Personnel directors are the new corporate heroes. The name of the game today in business is personnel. Nowadays it is not possible to show a good financial or operating report unless your personnel relations are in order. Over the years, highly skilled and knowledge based jobs are increasing while low skilled jobs are decreasing. This calls for future skill mapping through proper HRM initiatives.

Indian organizations are also witnessing a change in systems, management cultures and philosophy due to the global alignment of Indian organizations.


HR Initiative to meet new age organizational challenges

Contemporary Initiatives taken by some of the companies:-

At HUL.  A majority of its customers are women but till 2000 women constituted just 5% of its management. Alarmed by that number, the company put in place a plan to aggressively hire more women HUL started several initiatives like a six-month fully paid maternity leave as well as 5 yr sabbatical. It also grabs maternity leave in cases of adoption. The results are beginning to show; today the number of women in HUL has gone up to 16%. IBM India now has 26% women in its workforce.

At Wipro, managing diversity means accommodating people of different backgrounds and work experiences. Wipro has 1500 people of nationalities as diverse as Portugal, Austria, Sweden and Finland in its workforce.

At Microsoft, the focus of the incentivised hiring is at entry and senior levels. Says Microsoft India HR director Joji Gill: “Diversity is a source of strategic business advantage. It enables us to cater a diverse customer base.” Microsoft also does specialized events focused on hiring diverse talent.

“Temping at the top, or interim management, is a very new concept in India. MNCs entering the country and looking for a local person to set up operations, domestic companies floating new ventures or small and mid-sized firms who can’t hire a full-time CEO due to cost constraints, all opt for CEOs-on lease”

Nothing talks like money, and the employees of consumer durables major LG Electronics know what that means. The company gives out six bonuses in a year, which work out to between 200% and 700% of basic salary, to all its 4,500-plus employees in India. It strongly believes that this is the best way to reward its employees and drive performance in a cut-throat industry.

HCL Infosystems has a formalized monthly reverse mentoring session, ‘GenNext’, where junior managers share their knowledge on diverse gennext topics with senior HCL leaders, enabling them get an insight into the perspectives and learn from the young talented workforce. This provides insights to understand next generation customers and team members and fresh ideas and perspectives

Software major Infosys Technologies is rehauling its decade-old hierarchical system and making internal processes more flexible for young employees this year to stem attrition and attract talent. The $6-billion firm has come up with a programme called Talent Strategy for 2015, The idea is that decisions taken by groups is often better than those made by an individual. Infosys will apply this principle to improve revenue per employee, deal with the large number of global hires and stem attrition.


Our Experience with MANCER

January 21, 2013 in Customer Accolades

We have used MANCER several times when our clients have extremely hard positions to fill.

Not only have they delivered every time with quality candidates that meet the technical specs but they took the time to understand our clients’ culture and met those requirements also.

What makes them different than other firms is the great leadership team they have put together. Great organizations start from the top and that is why we think they have such a great track record.

I would highly recommend MANCER for any hiring needs you may have.

Mark Clevenger, CEO Quintegra

Overview of current and emerging HR realities

January 21, 2013 in Services

Human resources has been at the proverbial crossroads—between demonstrating strategic value and providing traditional HR services—for far too long.

Even with advances in HR technology, shared services, employee self-service, and outsourcing, the function remains stuck. As the business environment grows more global and complex, the need for leadership on people and organizational issues is greater than ever.

Yet decades of administrative focus, lack of business acumen, little accountability, and an inability to demonstrate value leave many HR organizations unable or unwilling to take on the challenge. The pressure is mounting, and all eyes are on HR to see what happens next.

Strategic Human Resource Management

Strategic Human Resource Management

The HR of the Future will be marked not so much by the specific programs and practices it runs, but by the overall impact it brings to the business in the areas of talent and organizational performance. While there is no silver bullet, HR’s survival and success will depend on the following four “bold bets”. These bold bets are overlapping and reinforcing, providing a solid foundation for adding organizational value and expanding the influence of HR leaders.

What makes these bets particularly bold is not so much the focus itself, but the fact that the HR of the Future will drive—and be held accountable for—these areas in their entirety. Rather than decrease HR’s role, these four bets broaden the function’s scope and impact. All four areas bring a holistic approach to addressing human capital challenges—with a clear tie to fact-based results and metrics—and produce a more strategic, business-focused HR organization.

The four Bolds are

  • Serving as the R&D function for human capital,
  • Delivering a steady supply of needed talent,
  • Driving organizational performance
  • Building integrity and trust in the workplace.


Human capital R&D:- The HR of the Future is taking the lead in advanced data mining and predictive modeling of human capital processes to identify new business insights. Moving beyond traditional scorecards or dashboards that provide a static snapshot of progress, these HR functions are taking a true R&D approach—through systematic, fact-based, and scientific methods—to uncover new relationships and opportunities for human capital to drive organizational performance.

Talent engine:- The HR of the Future is redefining and expanding its focus in the area of talent by managing a seamless “human capital supply chain” to ensure the organization’s talent engine is always humming with a ready supply of top talent. This includes the challenge of harnessing the capabilities of a more diverse, global, and virtual workforce. Leading HR organizations are breaking down barriers and taking a holistic approach to managing the sourcing, development, and mobility of their top talent and inventing new approaches to accessing required skills for both today and tomorrow.

High performance:- The HR of the Future is taking accountability for driving performance at the organization, team, and individual levels. By managing performance as an end-to-end process and focusing on business outcomes, HR has an opportunity to integrate the various components that impact performance into one framework.

This means a much more rigorous approach to establishing performance expectations, tying opportunity to potential, and ensuring rewards are tailored by population. This includes newer HR areas like space management and organizational design that impact employee engagement and productivity.

Organizational steward:- The HR of the Future is assuming a renewed role in building a sense of community, trust, and integrity, and even spiritual meaning for the organization. In response to the anxieties of a post-9/11 and the growing awareness that people want more meaning out of their work life, more and more companies are striving to build a stronger connection with employees and their communities.

What HR brings to the table is not merely employee advocacy experience, but a unique ability to weave together the various components of stewardship, build a stronger bond between employer and employee, and prove the long-term benefits of investing in employees.


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