The human resource
The human resource of the company has come up with many initiatives that is positively impacting the timeliness of the M
projects, quality of the project and timely project implementation as well. To ensure that an employee gives his best, he/she has to go through some thorough training and development programmes. Each and every employee at Nucleus has to attend about 10-12 days of training session per year. What’s more, at Nucleus an employee gets tremendous growth opportunities in terms of even moving on to perform other roles provided he/she meets the required skill sets and other necessary requirements. “We always ensure that all of our employees, via rotation, get the opportunity to go abroad and work at the clients’ locations. This endeavour gives them the complete knowledge of what is happening in the international scenario as well,” adds Verma. Little wonder then that Nucleus ensures that a majority of its employees gets the chance to go and explore the clients’ locations (abroad). However, in spite of taking so many measures, Nucleus is still facing a high attrition rate (23-24%). Admits Verma, “We understand the shortage of the manpower in the industry.” So to nip the problem of attrition at the bud, Verma and his team regularly visit various technical institutes in Noida, talk to the students and explain about their workings. The aim is to develop the skill sets of the students through rigorous content development programmes and student development programmes. This way if some students eventually come on-board they already have the necessary skill sets beforehand.
At Nucleus the first thing that an employee expects from the organisation is that his skills should be recognised. Secondly, his skills should be utilised in the best possible way. And lastly the organisation works towards enhancing the employees’ skill sets. “In our culture we understand that we have to shape these three aspects of any employee. So at Nucleus we have a very employee oriented work culture. We have a culture where people can express at any time of the day,” avers Verma. Another focus area of the HR at Nucleus is towards building strong interpersonal relations with an employee and his/her family. Asserts Verma, “We have certain initiatives like, once in a year we take all our employees and their families to an offsite. We take them to Rishikesh (hills) for about three days and there we try to get to know each employee’s family members. Further, our culture is to make sure that employees are not restricted to himself or herself, rather they should be friendly with other employees as well as their families. A strong bonding needs to be formed among them.”
For Complete IIPM Article, Click on IIPM Article
Source : IIPM Editorial, 2008
projects, quality of the project and timely project implementation as well. To ensure that an employee gives his best, he/she has to go through some thorough training and development programmes. Each and every employee at Nucleus has to attend about 10-12 days of training session per year. What’s more, at Nucleus an employee gets tremendous growth opportunities in terms of even moving on to perform other roles provided he/she meets the required skill sets and other necessary requirements. “We always ensure that all of our employees, via rotation, get the opportunity to go abroad and work at the clients’ locations. This endeavour gives them the complete knowledge of what is happening in the international scenario as well,” adds Verma. Little wonder then that Nucleus ensures that a majority of its employees gets the chance to go and explore the clients’ locations (abroad). However, in spite of taking so many measures, Nucleus is still facing a high attrition rate (23-24%). Admits Verma, “We understand the shortage of the manpower in the industry.” So to nip the problem of attrition at the bud, Verma and his team regularly visit various technical institutes in Noida, talk to the students and explain about their workings. The aim is to develop the skill sets of the students through rigorous content development programmes and student development programmes. This way if some students eventually come on-board they already have the necessary skill sets beforehand.At Nucleus the first thing that an employee expects from the organisation is that his skills should be recognised. Secondly, his skills should be utilised in the best possible way. And lastly the organisation works towards enhancing the employees’ skill sets. “In our culture we understand that we have to shape these three aspects of any employee. So at Nucleus we have a very employee oriented work culture. We have a culture where people can express at any time of the day,” avers Verma. Another focus area of the HR at Nucleus is towards building strong interpersonal relations with an employee and his/her family. Asserts Verma, “We have certain initiatives like, once in a year we take all our employees and their families to an offsite. We take them to Rishikesh (hills) for about three days and there we try to get to know each employee’s family members. Further, our culture is to make sure that employees are not restricted to himself or herself, rather they should be friendly with other employees as well as their families. A strong bonding needs to be formed among them.”
For Complete IIPM Article, Click on IIPM Article
Source : IIPM Editorial, 2008
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such as Red Sheriff, Nielsen et al, allow media planners to feed in users’ demographics and get real time data on their usage patterns, content consumption & site visits. This enables even seasoned online media professionals to get insights from post-campaign evaluations done across industries and brands. Adds Shankar, “Such seasoned professionals are what I call the ‘road warriors’ who know exactly the answer (media solution) to a question (media brief) without the support of media software runs and research data. But India will eventually have to get to a scenario where third party measurement, auditing, media behaviour analysis and monitoring are available akin to the US (tools such as Nielsen @Plan) and then planners can work with the support of such tools.” Adds Dr. Subho Ray, President, IAMAI, “Collectively setting up proper rules of engagement between advertisers, agencies and online publishers, as exists for other media, will certainly help.” Even new forms of online advertising like Search Engine Optimisation and Social Media Optimisation (very popular in the western world and much effective than banner advertising) are still to be explored in India.
a veritable stream of innovative products, bucked up by unique expansion plans – that’s precisely what made this company tick. And why not? Talk about the entrepreneurial hands behind it and we’ve six IIM-A passouts, willing to take the plunge & succeeding in the process. So it’s no surprise that this super six is yet another hit. Want a proof? Well, how about a start-up breaking even within the first three month of its establishment? And if you are wondering, which company we are referring to here, it’s Eye Q, the eye care company, which started its journey in January 2007 and within the first year of its operation has successfully earned revenue which overshot by 100%! Talk about over-delivering!
needs are increasingly being met with the help of plastic money. The boom in the market has been truly catalytic. On their part, credit card majors charge companies & not the consumers, thereby propelling its usability. Cash withdrawal (40% of the credit limit) with interests to the tune of 2.5% per month (or as low as 1.7-1.75% on gold & platinum cards) has further increased credit card usage. For short-term cash withdrawals, using credit card actually turns out more beneficial, as there is no processing fee and interest rates are low. A definitive push-strategy by credit card companies. Beware the debt trap though!
magnanimous amount of production by Tata Steel. The foremost being the culture of making sustainable improvement in every field – production, quality and marketing. Second is the knowledge management – vast pool of experience across time and functions and the last being the team approach, which they have adopted. Truly efficiency oriented!
on January 10, 2008 – the cheapest car in the world – a promise kept! As mentioned in our Auto Sector Report (Nov 2007), the Nano would create a new segment in the PV market, and bridge the affordability gap between motorcycles and passenger cars. However, the Nano would not cannibalise market share from existing players due to the price difference. Hence, the Nano would play a role in expanding the small-car market in India. Ratan Tata has indeed kept his promise, and that’s some honour! 
deadlines, it’s sounds no less than a joke, but scientists at the University of Warwick and University College, London, have found that excessive sleep could be just as harmful as lack of it. While insufficient sleep can result in doubling the risk of death from cardiovascular ailments, sleeping excessively can result in increasing the chances of diseases other than cardiovascular!
