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When I read any book, I scribble my comments / notes in the margins
Pg. No. XI
·
(09-12-2002)
·
Wherever
possible “automating” these business processes
·
Reduce
“time-to-market”
Pg. No. XII
·
With regard
to OES, I have similar feelings!
Pg. No. XIII
·
All of our
“Projects” are such IT initiatives. This is why I keep asking: “How will this
project improve the productivity of our consultants? Of all of our staff?
·
Read
“QUOVADIS”
Pg. No. XIV
·
To some
extent, I might have failed to communicate these “objectives” to our Tech Team.
Pg. No. XV
·
Our
consultants
·
Our Tech
Team
·
Applies to
all of us.
Pg. No. XVI
·
For us, such
“advanced technologies” could be:
Ø ERP (OES V2)
Ø Oracle qi
Ø .Net for Global Recruiter
Ø Xml
Ø Knowledge bases instead of mere “Databases”
Ø ARDIS / ARGIS
Ø VPN (to connect franchisees)
Ø Broadband
Ø Remote working from homes
Ø Biometrics
Ø Firewalls
Ø Universal Messaging
Ø Video-interviewing
Pg. No. XVII
·
(09-12-02)
Pg. No. 1
·
Read “Nature
of our Business”
Pg. No. 2
·
For a Pvt.
Ltd. Co. like ours, this is – (Net collection) & - (Profit Margin) (PBT)
year-on-year.
·
For us, the
more we automate our business processes, the more business we could execute
with the same no. of people!
Pg. No. 3
·
Net
collection
·
PBT
Pg. No. 5
·
Octopus,
Manhattan / JAWS / LOCK-In, are all directed at increasing sales.
Pg. No. 7
·
We would be
able to do the same when we download & create a database of 50,000
job-advts. From Naukri / Monster / Jobs Ahead / Job street etc.
·
Well – Said
Pg. No. 8
·
No money to
pay salaries!
Pg. No. 12
·
Projects
“JAWS” “Lock In” Manhattan, fall in this category.
·
A corporate
subscriber of “Global Recruiter” should be able to “Customise” the
“Compensation-Trend Graphs” as per his need,
-
Ind.-wise
-
Func.-wise
-
Design.-wise
-
City-wise
-
Period-wise
-
Age-wise
-
Exp.-wise
-
Edu.-wise
etc. etc.
·
A HR
manager, who can show these graphs to his BOSS at a moment’s notice, can make a
big impact!
·
(10-12-02)
·
JAWS
Pg. No. 13
·
Like getting our
consultants to search Non-Member Database, even as client / prospective client are
narrating his requirement on the phone. PRESTO!
·
E.g.:
·
“Global
Recruiter” being able to convert unstructured E-mail resumes into a
“structured” database-then “highlighting / refining” keywords into 9 categories
& then searching thru “Member-Search” tool. This is what no competitor
offers. We have a clear / decisive advantage.
Pg. No. 14
·
“Communicator”
Downloading 50,000 job-advts will give us a huge corporate Database + Market
Needs Tool (UMS / SMS)
·
Franchisee
Network
·
“Compensation-Trends”
CD’s (Subscription)
·
.Net
web-service
Pg. No. 15
·
See folder
on “Annual conference – 2002”
Pg. No. 16
·
We have set
“Net collation” targets for each consultant – and both the Teams-and linked
their “Incentive” payment to the actual achievement.
·
This is our
strategy. Automate as many “Business as Processes” to do more sales with same
no. of people. Clients would be willing to pay 20% - 25% if we can find
(COMPETENT) executives FAST.
·
(11-12-02)
Pg. No. 17
·
We should
not lower prices for offline head hunting. Our clients want SPEED OF
RESPONSE & QUALITY OF CANDIDATES.
Pg. No. 18
·
We will do
this by downloading everyday 500 job-advts. From various jobsites, creating a
database of 100,000 job-advts. & then analyse it (market research).
Pg. No. 19
·
E.g.:-
·
“Global
Recruiter”?
·
Eg:-
·
Ma-foil?
·
(11-12-02)
Pg. No. 20
·
Job Advt.
database of 1 lakh ads?
·
We may need
to create 20000 “Exclusive Pages” – one for each corporate.
·
E.g.:-
·
Someday we
will have 1000 franchisees networked with Marol.
Pg. No. 21
·
E.g.
·
“Online
Tests” of Industry-leaders to be incorporated in “Global Recruiter”
·
Order Execution
·
This is it!
Pg. No. 22
·
Most important.
Pg. No. 37
·
This Airline
filed for bankruptcy yesterday!
·
(12-12-02)
Pg. No. 38
·
We are
somewhere here.
Pg. No. 41
·
Maybe by
supplying “Global Recruiter” to our clients-and potential client-and
integrating their entire recruitment process with our website. We must make
“Global Recruiter”, as THE INDUSTRY STANDARD. Then we must implement “JAWS”
& “LOCK-IN”.
Pg. no. 45
·
Hru our
project Manhattan, we are trying to increase our “stock” of those resumes which
are in demand – (by uploading same 500 job advts. on other websites).
·
If, we too,
download from web-sites, 500 job-advts. Daily, we too would know, what kind of
executives are in demand from what industries & for which locations. That
would be our Market Research!
·
(12-12-02)
Pg. No. 53
·
See our own
model of “Kal-Chakra”.
Pg. No. 54
·
Can “Global
Recruiter” link our website with 1000 Indian corporations, filled with contents
of “Resumes” & “Job Advts?” & thereby become INDUSTRY STANDARD?
·
Can we
partner with L & T InfoTech in development & deployment of Global
Recruiter? Our first meeting today with Mar. Siroor (L & T) could be the
first step in that direction.
·
(12-12-02)
Pg. No. 55
·
We too, could be
unleashing a Pandora’s Box, with our Project Manhattan-but fear of unknown is
always present in all such “revolutionary initiatives!
·
If we don’t make
ourselves obsolete, competitors will!
·
Our IT
initiatives will have major impact on our operations by next December.
·
This is why I am
keen to develop / deploy Global Recruiter, across entire L & T.
Pg. No. 56
·
In last 6
weeks, we have sufficient “Proof of concept” as far as Project Manhattan is
concerned.
·
Manhattan is
a new business-process.
·
Our website
has been “already in place” since Nov. 97 but just not getting enough resumes =
whereas Manhattan seems to be succeeding.
·
See Tool (A)
& Tool (B) of Manhattan.
·
Get more
Resumes
·
This one
month alone, we should get more resumes than we got thru our website in last 12
months (> 15000)!
·
Become
largest Resume Database on Earth.
Pg. No. 57
·
Patterning
with L & T for Global Recruiter would be quite controlled &
disciplined.
·
“Exclusive
Pages” for 10,000 corporates, would result in “improving customer interaction”
Pg. No. 59
·
Our Project
Manhattan / JAWS / LOCK-IN, all fall into this category. It should take less
than 3 month, (Nov.-Dec.-Jan.) for Manhattan to settle down & prove that it
works. The cost is also quite low. By end of 2003, we should be able to &
stabilize, JAWS & LOCK-IN as well.
·
(15-12-02)
·
True the
type of interactive TV that we need to launch “Kaun Banega Crorepati?” is still
not available.
·
May not be
avl. Till 2007.
·
Broadband is
a case in point.
Pg. No. 60
·
This will
certainly not be the perception of early adopters of our “Global Recruiter”! We
are no “SUN” & we don’t have such “Loyal” customers! Our Global Recruiter
must work well, the very first time!
Pg. No. 61
·
If our
“Global Recruiter” succeeds, it could well become THE INDUSTRY STANDARD – a
major competitive advantage.
·
From the
“Exclusive Page” concept, we will next move to “3P CLUB MEMBER” concept, to
accommodate “TRUSTED” clients to give us an exec. Search assignment WITHOUT an
“Advance” or “Minim. Search fee”
·
By a single
click ability to upload job-advts. on no. of websites would be a major feature
for Global Recruiter. This comes out of our “CPMPOSER” tool, experiment!!
·
(15-12-02)
·
JAWS &
“LOCK-IN” are prime examples of this “Imagineering”
Pg. No. 62
·
Manhattan is in
this category.
Pg. No. 69
·
This is why;
collaborating with L & T on “Global Recruiter” is so vital.
Pg. No. 70
·
500 firms?
(Business India Survey).
·
OES Module 1
This “Overall buying Pattern” can only emerge by downloading / creating a
starred database, and analysing, 100,000 job-advts. From websites, by, say,
20,000 corporates.
·
(JAWS)
·
.Net based
web-service for their Recruitment needs? & L & t has been our major
customer during last 4 years.
·
Shall we
target TOP
Pg. No. 71
·
OES
·
“Exclusive
Pages” based on “Job-Advt. Histories” & entering (automatically) each
job-advt. info “INQUIRY (OET 1)” & emailing “Long Display” of shortlisted
candidates to the advertiser (stored in his own “exclusive page”).
·
E.g.:
·
Auto-Conversion
of all email resumes info structured database of Module 1
Pg. No. 72
·
To some
extent “Global Recruiter” would link us directly with end-user.
·
22-12-02)
·
Would
Project Octopus (1000 franchise) go against this?
Pg. No. 73
·
Thru “Global
Recruiter” web-service, actual “End-User” dept. heads would track / monitor
their Vacancies on their own (-rather than, just the Recruitment Manager only)
·
Analysis of
100,000 job-advts. Released by 20,000 corporates.
Pg. No. 74
·
E.g.:
·
“Time to
Fill a Vacancy” graphs drawn in my notes
·
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·
I think L
& T InfoTech could be this – as for as our Global Recruiter is concerned.
Pg. No. 75
·
This is
precisely, why teeing-up with “L & T InfoTech” in “Global Recruiter”
development / experimentation is so important / crucial for future success.
Pg. No. 76
·
Filed for
bankruptcy 15 days back!
·
This, in our
case, equals – storing each & every clients, “Purchase Order” history in
our database (client Janam - Kundli) – which POPS-UP, every time a client
phones.
Pg. No. 77
·
A
comprehensive history of each company’s job-advts. On “Exclusive Page” would
certainly delight any Recruitment Manager.
Pg. no. 78
·
We will need
to modify OES to incorporate this feature. Kind of “Customer Flight Deck”
described by Patricia Seybold in her book “Customer Revolution” (p= 295?)
Pg. No. 79
·
In our
business, these are:
Ø Response Time (i.e. time to fill a Vacancy), and
Ø Quality (i.e. competent candidates).
·
Price may
not be very material factor.
·
Boyden PSS
ABC shilputsi MaFoi etc.
Pg. No. 84
·
Can
“Exclusive Pages” emerge as a kind of CRM?
Pg. No. 85
·
Someday
“Exclusive Pages” will give this.
·
In our
business, “Quality” of candidates recommended is far more important than
“price”.
·
“Latest
Arrivals”
Pg. No. 86
·
We have set
“Net collection” targets for each consultant.
Pg. No. 88
·
“Execution”
is going to be an important factor in Project Manhattan.
·
Once
Manhattan stabilizes, we would have a wealth of data on “Buying-habits” of
thousands of companies.
·
(23-12-02)
Pg. No. 89
·
More &
more Indian Corporates would want to hire TEMPS (temporary staff) in course of
time. We must gear-up to offer such “Unique” Service, by creating a “(TEMPS)”
database.
·
Projects –
Manhattan – Global Recruiter – JAWS – Octopus, all suffer from this malady!
These are all revolutionary!
Pg. No. 90
·
Like I said, “L
& T” as far as Global Recruiter is concerned.
Pg. No. 95
·
JAWS
·
Manhattan
·
Website
·
“Global
Recruiter”
-
OES.
-
Octopus
·
Because of
bugs in OES, we could not act on 130 shopping-carts (received thru our website)
in last 12 months!!
·
(23-12-02)
Pg. No. 96
·
E.g.:
·
Even today
25000 resumes have not been entered into Module 1 database I (backlog) – and
thousands of others have not been “coded” correctly for “Industry” “Function”
“Desig. Level” this is the poor state of our back-end system!
Pg. No. 97
·
We have just
designed (but not launched) such an “Exclusive Paage” for Corporates.
Pg. No. 98
·
This is why,
I keep insisting on “automating” whatever business process, we can.
Pg. No. 99
·
Online
“sale” of resume database would come in this category.
·
Franchisees
instead of our own “branches”. Or consultants working from their homes.
·
Automate.
·
Member &
Non Member Search Tools.
Pg. No. 102
·
Under
project Manhattan, (nearby 15000 resumes in this one month), we need “Email
Resume Extraction” Tool quickly, to tackle the huge arrival of resumes.
·
Adding more
Data Entry operators is not the answer. We will need an army!
Pg. No. 103
·
Under project
“OCTOPUS”, all our franchisees will directly log into our Marol-based “Order
Execution System”.
·
Remotely searching
our Resume-database for that “UNIQUE” candidate from amongst thousands.
Pg. No. 104
·
We are going
thru this phase with our several projects.
Pg. No. 108
·
Kal-Chakra
is both our VISION & our corporate strategy.
Pg. No. 109
·
Our
“ecosystem” consists of all “partners” shown on Kal-Chakra.
Pg. No. 110
·
“Time to
fill Vacancy” is obviously at the top but at lower levels, “Time to send a
Proposal” & Time to send a shortlist & time to arrange interviews etc.
etc.
·
These are
issues which are CRITICAL to a client.
·
TIME &
QUALITY
·
OES does-for
“TIME”.
Pg. No. 111
·
In OES, we
have fixed “Standard Times” for each activity to be performed by a consultant
& against each, we can also measure “Actual Time Taken” so as to calculate
the “Variance”
·
We have
partly done this in Project Manhattan.
·
See my note
on “FLIGHT DECK”.
Pg. No. 112
·
So far, we
are largely focussed on these – internal processes – and I believe right by
too!
Ø Huge Resume Database building
Ø Pinpoint Search (of most relevant executives based on key-words)
Ø Superfast communication (with clients & candidates)
Ø Fault free order Execution.
·
(24-12-02)
Pg. No. 113
·
“Save Money”
type of applications
·
“Make Money”
type of applications.
·
Someday, we
will need to master the “communication Processes” employed by call-centres.
·
Exclusive Pages
& Global Recruiter.
·
We received
ORACLE 9i upgrade recently what can it do for us?
·
Maybe Mr.
Nagles & Cyril.
Pg. No. 114
·
Perseverance
·
Module 1
supplied by Vxceed & OES supplied by APPLITECH just did not work – so our 6
month old Tech Team has a tough job.
·
“Global
Recruiter” is about to be “suspended” because of lack of finances.
·
COST TIME QUALITY
Pg. No. 117
·
See my model
of Kal-Chakra depicting all “partners” of our own ecosystem
Pg. No 119
·
Just as OES
will “integrate” our franchisees into our network, Project Manhattan will
integrate the “jobsites” and JAWS will integrate the small town Newspapers
& “LOCK-IN” will integrate the cybercafés and Global Recruiter will
envelope clients.
·
(24-12-02)
·
Thru use of
JAWS we too, will broadcast hundreds of vacancies so that jobseekers can
respond.
·
Can we treat
Monster / Jobs Ahead / Job Street / Naukri etc. as some kind of “Resume
Producers”? Once, thru project Manhattan, we overtake their individual resume
databases, they may well agree to “Share” these with us officially & share
our revenue!
Pg. No. 121
·
May be
3pjobs.com is a “Steel Mill” for us! If project Manhattan & Global
Recruiter Succeed, we may not need 3pjobs.com!!
Pg. No. 122
·
E.g.:
·
All jobsites
sharing their individual resume databases with all others.
Pg. No. 123
·
If our
franchisees must access our database thru OES, we must make sure no data can be
downloaded / printed / emailed / altered – modified / deleted by any
franchisee. Sorry! – But we can’t trust anyone!
·
We have to
be extremely careful as to what “Data” can a franchisee “add”. There are
dangers even here.
·
Same with
our franchisees or with “Exclusive Pages” of corporates & candidates.
·
(25-12-02)
·
X-Mas
Pg. No. 124
·
Our business
entirely depends upon SECURITY of our databases. This is our MAIN ASSET.
Pg. No. 125
·
Can we think
of: No resume database search can be conducted by franchisee, without first
creating a valid “sales order-son”?
·
We must
install BIOMETRIC devices at each franchisee premises. This is a MUST.
·
Every mouse
click of every franchisee to be tracked
·
This is why
remote backup from Residence is needed.
·
X-Mas / 2002
Pg. No. 129
·
Kal-Chakra
·
We will need
to integrate into our “ecosystem”,
·
Websites
-
Franchisees
-
Cyber cates
-
ISPs
-
Cable
Operators
-
Colleges
-
Interview
Experts
-
Telephone
Companies
-
Newspapers
-
TV Channels
etc.
Pg. No. 130
·
For us, it may
be relatively easy to forecast manpower-needs of any given company by
analysing all the job-advts. Released by it over last 2/3 years & forecast
any Industry’s manpower needs by analysing job-advts. Released by all the
companies belonging to that Industry, during last 3 months.
·
In our case,
could the Focal Point, be 1000 franchisee placement agencies? (= retail chain).
·
The
“Operating-Procedures” document prepared for the franchisees
Pg. No. 134
·
In Project
“Manhattan” we could add / delete websites fairly easily-and, in future, we
should be able to quickly “drop” those franchisees who fail to achieve their
quarterly “collection” targets.
·
“Hire &
Fire” policy is catching up, even with corporates.
·
3P-Your
first choice.
Pg. No. 135
·
E.g.:
·
Our ability
to cater to “sunrise” industries (in India, at the moment) such as Telecom /
Retailing / Insurance / ITES / Infrastructure etc.
Pg. No. 137
·
“If you
don’t make yourself Obsolete, someone else will” – from “Marketing Myopia” by
Theodore Lewitt.
·
E.g.:
·
Like our own
website (3pjobs) being replaced by Projects – Manhattan – Octopus. (to take
care of supply-side Demand side)
·
Manhattan
will stabilize in next 3 months (say by April 2003), but “Octopus” can only
take off by Dec. 2003 & stabilize by Dec. 2004.
Pg.
No. 140
·
JAWS OCTOPUS MANHATTAN LOCK-IN
·
Newspapers / franchisees / websites / Cyber
cafes. etc.
Pg. No. 141
·
Someday, it
is possible that several of our franchisees, may deal with our same customer (e.g.:
Reliance), in their respective geographic regions.
Pg. No. 142
·
Our business has
following “CRITICAL” aspects:
Ø How to build up a large database of jobseekers fast? (Passive &
Active jobseekers)
Ø How to find the “Needle in the haystack”? The most suitable / most
competent exec. For the job? The SUPER search-engine with predictive
capability!
·
Too mechanical.
·
Ans:
·
As often as
needed to stay ahead of competition.
Pg. No. 143
·
Global
Recruiter?
1)
Auto
conversion of every job-advt. into “COMPOSER”
2)
Auto
extraction of every email resume into a structured database.
Pg. No. 144
·
“Customer
Need is simply: Fill-up a vacancy as
fast as possible with as competent an executive as possible.
·
If we can
meet abovementioned “Customer-Needs”, our fees will not be a constraint for
most clients. Filling-up a vacancy with “wrong” guy or filling it too late
costs a client a lot.
Pg. No. 154
·
We have been
waiting for over 3 years!
Pg. No. 155
·
We must keep
this in mind when trying to implement – JAWS – OCTOPUS – LOCK-IN, each of which
will have hundreds of “remote” users.
Pg. No. 158
·
We had
placed order for OES on 24-08-2000 and dely (installation) was promised on
26-01-2001 & Applitech “abandoned” the project around March 2002!!
·
It took us 6
month to debug OES after APPLITECH simply walked-out half way! The cost is
enormous. Finally, today morning Sunitha could give demo. Of bug-free OES to
consultants.
·
(26-12-02)
Pg. No. 161
·
In my report
“QUOVADIS” (1987), I had recommended that L & T may have a “Director-Info.
Technology” at the Board level
Pg. No. 162
·
Every now
& then “Express Computer” features a company which has implemented Advanced
Technology – and how it went about & what problems it faced / overcame.
·
(26-12-02)
·
We have to start using
SMS, for “Job Alerts” & “Candidate-Alerts”.
Pg. No. 167
·
I believe
same is true for us as well.
·
Keyword
project has high degree of uncertainty.
Pg. No. 168
·
(27-12-02)
·
We belong in
this corner.
Pg. No. 169
·
With
projects Manhattan (resume-collection) AND project OCTOPUS (orders-collection),
one day, 3P should become, a “Traffic Controller”! – With all internal order
execution processes having been “automated”!
Pg. No. 170
·
OUR
WISH-LIST
1)
Free-or
cheap SMS for “Job Alerts” & “Candidate – Alerts”
2)
Internet
based video – interviewing
3)
Consultants
working from their homes
4)
Franchisees
logging into OES from their cities.
5)
Jobseekers
able to “Apply Online” from their interactive TVs or even their Mobile Phones.
Pg. No. 177
·
What can go
will go wrong!
·
Pg. No. 184
·
Abhi
·
On Intranet?
·
Pg. No. 185
·
V2.0
·
V3.0
·
Etc. etc.
Pg. No. 187
·
In our case,
the “sequence” has to be:
·
Manhattan –
JAWS – Lock-In – Octopus – Global Recruiter
·
Q: -
·
Can we put
together above mentioned projects (in this sequence) entirely on our own funds?
May take 3 years. By that time others may overtake us!
Pg. No. 188
·
For us these
“Back-End Applications” are:-
1)
Auto
conversion of job-advts. to composer & FTP upload
2)
Auto
conversion of Resumes into structured databases (ARDIS)
3)
Broadcasting
of JAWS
4)
Locking-In
of cyber cafes by Resume-Blasting to 5000 corporates
5)
Remote use
of OES by 1000 franchisees
6)
Video-Interviewing
of candidates from Partner cyber cafes
·
UMS
communicator
·
6 yrs. after
it was written, ARDIS (resume-extraction) gets started today by sunitha & Vikaram!
·
(28-12-02)
·
If we can
pull-off above projects by Dec. 2003, we could hope to tie-up with Reliance
Infocomm to implement, “Kaun Banega Bhagyashali” on interactive TV.
·
(28-12-02)
Pg. No. 191
·
As soon as
“Member Database Structuring” problem is solved, the discipline that we would
need is for consultants to start using debugged OES.
Pg. No. 192
·
Priti
·
This has
reference to our recent talk.
·
Abhi
Pg. No. 193
·
Sri Ram /
Raju
·
E.g.:
·
How does OES
(e.g.) improve our competitive advantage? Is this obvious to consultants?
“Strategic Value” of OES, will not become “obvious” until, at least 200
assignments get entered & all “Reports” start showing “Trends &
Patterns” which would enable us to take “strategic” marketing decisions.
·
100 +
reports
·
(29-12-02)
Pg. No. 195
·
Raju –
·
In May 2002
(Annual Conference), we prepared “Expense Budget” for 2002 / 03. After 9
months, do we know, for each “A/c Head”, Budget vs. Actual performance /
variances / reasons?
Pg. No. 196
·
(29-12-02)
Pg. No. 197
·
All of the following
“marketing initiatives” (whether directed to jobseekers or to corporate
clients), will require adoption of “Advanced Technologies”
·
“Supply-Side”
Mktg. (Jobseekers)
Ø Manhattan
Ø JAWS
Ø Lock-In
Ø Kaun Banega Bhagyashali? LBB.
·
“Demand
Side” Mktg. (clients)
Ø Octopus (Franchisees)
Ø Global Recruiter
Ø Exclusive Pages
Ø Resume Blasting
Ø Online OES
Ø Video interviewing
Pg. No. 198
·
Perfect
“Match-Making”
·
Clients
(Job-Advts.)
·
Jobseekers
(Resumes)
Pg. No. 199
·
We have
miserably failed in this!
·
We do none
of these on our website.
·
Will
“exclusive-pages” provide these?
Pg. No. 200
·
By creating
& maintaining a history of all job-advts. Released by a company, we could,
from time-to-time, inform them (thru email) about the no. of suitable
executives we have in our database, who could fill each of those positions.
Even “Long-Displays” can be mailed.
·
We failed to
respond to clients shopping-carts, altogether! Those corporates never returned
to our website!
Pg. No. 204
·
We are,
after all, a “Brokerage” firm - a “Matchmaker” between Buyers (corp. clients /
employers)
·
And sellers
(jobseekers).
·
Can we think
of developing “Global Recruiter” in this way? – by roping in 4/5 large
internet-savvy clients – “3P VLUB”?
Pg. No. 206
·
72000
resumes / 13000 keywords / 17, 72, 808 occurrences of keywords once we build-up
a large database of Job-Advts, we will repeat this exercise.
Pg. No. 208
·
“Kaun Banega
Bhagyashali?” is based on this logic.
Pg. No. 210
·
This is like
our providing in depth “Compensation Surveys” to those corporates who sign-up
for exclusive page or 3P CLUB.
·
Abhi
·
I disagree
in light of our fiasco with shopping carts! Backend processes must be
“AUTOMATED” first.
Pg. No. 211
·
Mktg. future
HR Mgrs. who are currently studying MBA with HR or Personnel as major
specialization. Students at Mgmt. Institutes.
Pg. No. 215
·
Obvious.
Pg. No. 219
·
A
double-edged sword or a “boomerang” that can hit you back!
Pg. No. 221
·
Abhi
·
Is this
going to be the case with MS Exchange 2000 Vs. Oracle Exchange? For email.
·
(30-12-02)
·
We have to
be dead-sure!
Pg. No. 223
·
Project
Manhattan-JAWS-LOCK IN-OCTOPUS etc. may not / will not push up our “Sales /
Profit” during 2003 / 2004.
·
Their effect
(on our Market Share & Market Value) can be felt only in 2005 / 06, if
implemented in 2003.
·
This is our
goal too – raise the barriers thru use of advanced technologies & brand-new
business processes.
Pg. No. 224
·
Why are we
not getting enough resumes from Monster under project Manhattan?
·
I am a
strong believer of this.
·
Even if we
cannot fix “targets”, we can, most certainly, measure where we stand today in
relation to yesterday.
Pg. No. 227
·
Abhi
·
E.g.:-
·
OES to
support 1000 franchisee placement agencies, who will be members of our
eco-system. Competitors have OES-so they cannot offer that to placement
agencies!! – But we alone can.
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