netrashetty
Netra Shetty
The American Broadcasting Company (ABC) is an American television network. Created in 1943 from the former NBC Blue radio network, ABC is owned by The Walt Disney Company and is part of Disney-ABC Television Group. Its first broadcast on television was in 1948. As one of the Big Three television networks, its programming has contributed to American popular culture.
Corporate headquarters are in the Upper West Side of Manhattan in New York City,[1] while programming offices are in Burbank, California adjacent to the Walt Disney Studios and the corporate headquarters of The Walt Disney Company.
The formal name of the operation is American Broadcasting Companies, Inc., and that name appears on copyright notices for its in-house network productions and on all official documents of the company, including paychecks and contracts. A separate entity named ABC Inc., formerly Capital Cities/ABC Inc., is that firm's direct parent company, and that company is owned in turn by Disney. The network is sometimes referred to as the "Alphabet Network", due to the letters "ABC" being the first three letters of the Latin alphabet, in order.
The company promotes a culture built on the above mentioned behaviours. The management believes that in order to lead, the organization as a whole must drive results, be commercially focused on growth and be aggressive. Cadbury Schweppes is a listed company with a set of financial goals. The “Managing for Value” program is geared toward educating employees about the goals of the company and its business context. Employees attended a five-day seminar that linked their work to organizational goals. According to Gibson, the HR department makes sure that people understand the context the business is operating in. To reinforce that message, the company has two shares. One of them is “ShareSave”, which has been in operation since 1974.
Along with the company’s goal of delivering superior shareholder performance, came its acquisition strategies. One of its biggest acquisition moves was the acquisition of confectioner Adams in 2003. The company has also undergone a major reorganization, moving to a more decentralised way of operating business units within a new structure based on five global regions. In all these, the HR played an important role. Adams and Cadbury Schweppes have different cultures. The HR needed to bring the two businesses together. In order to create a winning organizational culture, the two management teams collaborated. It was a move that made people feel that they own the company. It made the employees more engaged with the organization’s goals. Out of this strategy came “Working Better Together”, a program that provided more than 50 online tools for people to undertake in order to work together. The program made the company realized that in order to sustain its business, people, and brand advantage, the employees must be motivated. Another program – “Growing our People” came from the realization that the company could get more from its staff. The program is a three-day workshop that mangers are taking focuses on behaviours and unlocking the potential of people at different levels of the business.
There is a common perception that management involves only the managers and the people involved with the management of the company. It is definitely not so. Each an every person in an organization has some tasks that involves managing some resource and reporting about that resource to the higher authority.
Decision making is an important part in management and it often reflects the experience of the person making the decision. Decision making is centered on the three basic questions that lead to making a decision. What change has to be done to achieve a particular goal? To what extent the change has to be made? And how to make that change happen? These questions are dealt with the theories of management. It seems that management theories appeared around 1920. With the development of technology and other development, the management is subdivided into many categories that involve a particular process.
Now-a-days each and every process has its own management methods and personnel for managing that process. The basic principle remains the same as planning, organizing, staffing, directing, and controlling to achieve the goal by using the human, financial and material resources.
INDUCTION AND SUCCESSION
• Transparent Recruitment & Selection process
• Recruitment on an All India Basis – no sector or region specific.
• Engineers – CAMPUS - IITs/RECs/Rorkee /HBTI
• ALL-INDIA TEST
• MBAs – IIMs/XLRI
• CAs - Rank Holders
• India Exam & Apprenticeship In MUL
• Lateral Entry for Experienced Professionals.
MATTER USUALLY DISCUSSED IN THE MARUTI INDUCTION
• Overview of Maruti and Suzuki
• Building understanding of the car market in India and various segments
• Understand MUL’s product range and positioning in each segment
• Understanding the basics in the automobile industry
• Role of financing as a sales tool and the various financing options available
• Ensuring personal effectiveness
• Understand the attributes of a good DSE
• Overview of each Maruti model and the MUL ‘Advantage’
• Overview of the selling process and how to uncover needs of a customer to do need based selling
Induction program
Objective: The objective of this program is to facilitate smooth induction of the new DSEs into their place of work i.e. Maruti dealerships. This program attempts to orient the new DSEs on a few important parameters, which are listed below:
Overview of Maruti and Suzuki
Building understanding of the car market in India and various segments
Understand MUL’s product range and positioning in each segment
Understanding the basics in the automobile industry
Overview of each Maruti model and the MUL ‘Advantage’
Overview of the selling process and how to uncover needs of a customer to do need based selling
Role of financing as a sales tool and the various financing options available
Ensuring personal effectiveness
Understand the attributes of a good DSE
Human Resource Management issues have never been this pronounced. Employees are expressing their desire for new policies and practices that will benefit them and will make working in the company safe, rewarding, enriching and enjoyable. The management is now considering restructuring its policies and practices regarding its people. The management knows that it needs to attract and employ qualified and talented people who will contribute to the success of the company. Employee motivation and retention is also becoming an issue. Employees are bringing career development issued to the attention of the management. The management knows that in order to retain employees, it must design HR practices and policies in a way that will motivate the employee. Reward and compensation must also be considered, as well as performance management. Because of the changes in the labor market such as the increase of dual-earning families, the increase participation of women in the workforce, and the aging of the population, the company needs to address work-life balance issues. Employee relations also is becoming an area of concern.
Corporate headquarters are in the Upper West Side of Manhattan in New York City,[1] while programming offices are in Burbank, California adjacent to the Walt Disney Studios and the corporate headquarters of The Walt Disney Company.
The formal name of the operation is American Broadcasting Companies, Inc., and that name appears on copyright notices for its in-house network productions and on all official documents of the company, including paychecks and contracts. A separate entity named ABC Inc., formerly Capital Cities/ABC Inc., is that firm's direct parent company, and that company is owned in turn by Disney. The network is sometimes referred to as the "Alphabet Network", due to the letters "ABC" being the first three letters of the Latin alphabet, in order.
The company promotes a culture built on the above mentioned behaviours. The management believes that in order to lead, the organization as a whole must drive results, be commercially focused on growth and be aggressive. Cadbury Schweppes is a listed company with a set of financial goals. The “Managing for Value” program is geared toward educating employees about the goals of the company and its business context. Employees attended a five-day seminar that linked their work to organizational goals. According to Gibson, the HR department makes sure that people understand the context the business is operating in. To reinforce that message, the company has two shares. One of them is “ShareSave”, which has been in operation since 1974.
Along with the company’s goal of delivering superior shareholder performance, came its acquisition strategies. One of its biggest acquisition moves was the acquisition of confectioner Adams in 2003. The company has also undergone a major reorganization, moving to a more decentralised way of operating business units within a new structure based on five global regions. In all these, the HR played an important role. Adams and Cadbury Schweppes have different cultures. The HR needed to bring the two businesses together. In order to create a winning organizational culture, the two management teams collaborated. It was a move that made people feel that they own the company. It made the employees more engaged with the organization’s goals. Out of this strategy came “Working Better Together”, a program that provided more than 50 online tools for people to undertake in order to work together. The program made the company realized that in order to sustain its business, people, and brand advantage, the employees must be motivated. Another program – “Growing our People” came from the realization that the company could get more from its staff. The program is a three-day workshop that mangers are taking focuses on behaviours and unlocking the potential of people at different levels of the business.
There is a common perception that management involves only the managers and the people involved with the management of the company. It is definitely not so. Each an every person in an organization has some tasks that involves managing some resource and reporting about that resource to the higher authority.
Decision making is an important part in management and it often reflects the experience of the person making the decision. Decision making is centered on the three basic questions that lead to making a decision. What change has to be done to achieve a particular goal? To what extent the change has to be made? And how to make that change happen? These questions are dealt with the theories of management. It seems that management theories appeared around 1920. With the development of technology and other development, the management is subdivided into many categories that involve a particular process.
Now-a-days each and every process has its own management methods and personnel for managing that process. The basic principle remains the same as planning, organizing, staffing, directing, and controlling to achieve the goal by using the human, financial and material resources.
INDUCTION AND SUCCESSION
• Transparent Recruitment & Selection process
• Recruitment on an All India Basis – no sector or region specific.
• Engineers – CAMPUS - IITs/RECs/Rorkee /HBTI
• ALL-INDIA TEST
• MBAs – IIMs/XLRI
• CAs - Rank Holders
• India Exam & Apprenticeship In MUL
• Lateral Entry for Experienced Professionals.
MATTER USUALLY DISCUSSED IN THE MARUTI INDUCTION
• Overview of Maruti and Suzuki
• Building understanding of the car market in India and various segments
• Understand MUL’s product range and positioning in each segment
• Understanding the basics in the automobile industry
• Role of financing as a sales tool and the various financing options available
• Ensuring personal effectiveness
• Understand the attributes of a good DSE
• Overview of each Maruti model and the MUL ‘Advantage’
• Overview of the selling process and how to uncover needs of a customer to do need based selling
Induction program
Objective: The objective of this program is to facilitate smooth induction of the new DSEs into their place of work i.e. Maruti dealerships. This program attempts to orient the new DSEs on a few important parameters, which are listed below:
Overview of Maruti and Suzuki
Building understanding of the car market in India and various segments
Understand MUL’s product range and positioning in each segment
Understanding the basics in the automobile industry
Overview of each Maruti model and the MUL ‘Advantage’
Overview of the selling process and how to uncover needs of a customer to do need based selling
Role of financing as a sales tool and the various financing options available
Ensuring personal effectiveness
Understand the attributes of a good DSE
Human Resource Management issues have never been this pronounced. Employees are expressing their desire for new policies and practices that will benefit them and will make working in the company safe, rewarding, enriching and enjoyable. The management is now considering restructuring its policies and practices regarding its people. The management knows that it needs to attract and employ qualified and talented people who will contribute to the success of the company. Employee motivation and retention is also becoming an issue. Employees are bringing career development issued to the attention of the management. The management knows that in order to retain employees, it must design HR practices and policies in a way that will motivate the employee. Reward and compensation must also be considered, as well as performance management. Because of the changes in the labor market such as the increase of dual-earning families, the increase participation of women in the workforce, and the aging of the population, the company needs to address work-life balance issues. Employee relations also is becoming an area of concern.
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