Hr seminar in india
•
0 likes•17 views
the decision of sending your HR team to the Human Resource Events, we have identified the top ways your business can undoubtedly benefit by attending the professional conference. for details visit us: www.emerginghr.com
Report
Share
Report
Share
Download to read offline
Recommended
Hr conference in india
HR Events in India is the platform to be acquainted with such talents and effective strategies. Emerging HR is the key source for this. Visit the online portal of emerging HR for more information about upcoming HR Conference in India.
Draft rotation proposals
There are three proposed approaches to enabling employee rotations within an organization to overcome barriers around employee and office needs as well as organizational restrictions:
1) Part time rotations that allow employees to spend half to three-quarters time in their home office and the remainder rotating to other offices for up to six months.
2) Opportunity exchanges that open committees and taskforces across the organization for short term participation supported by training.
3) Job swaps that allow two employees in equivalent positions to exchange jobs for six months to gain new experiences while maintaining staffing levels.
human resource developmenti
This document presents information on human resource training and evaluation. It discusses the definition of human resources and the need for HR training, including adapting to environmental changes and organizational complexity. It describes different types of training like induction, job instruction, and refresher training. Evaluation is defined as assessing an employee's performance, and the 4Cs framework of evaluation is introduced as commitment, competency, congruency and cost effectiveness. Various techniques are outlined like benchmarking and achievement of goals. In summary, the document outlines the concepts of HR training, the need for it, different training types and methods, as well as performance evaluation definitions and approaches.
Manu's HRD scorecard
Explains the HRD Audit for three elements
Career planning and Development
Job Rotation
Training and Learning
MDP Program - Mumbai
This document announces a 2-day workshop on performance management for HR professionals to be held in Mumbai on June 5-6, 2015. The workshop will provide insights into designing and implementing effective performance management systems aligned with organizational goals. It will cover topics such as setting goals and metrics, conducting reviews, training managers, integrating performance data with compensation and talent programs. The facilitators are experienced HR professionals K. Pandiarajan and V. Srinivasan. The workshop fee is INR 25,000 per participant but discounts are available for multiple attendees or early registration.
5.9 Delegation Importance : XII Business Studies
This series include Organising function of management for XII Business Studies students for AISSCE preparation.
Mb0043 fall drive assignment-2012
This document contains instructions for two assignment sets for courses on Human Resource Management and Management Process and Organizational Behavior as part of a Master of Business Administration program. Assignment Set 1 contains 6 questions related to the role of HR executives, HR planning, types of training, benefits of performance appraisal, methods of job analysis, and principles for maintaining employee discipline. Assignment Set 2 contains 6 similar questions about career planning, use of HRIS, factors affecting recruitment, types of wages, advantages and limitations of job evaluation, and benefits of flexi timing. Students are asked to answer all questions in full paragraphs and each question is worth 10 marks.
Training process
Growing & dynamic brokerage houses with a strong presence in the Retail and HNI broking segment.
REGIONAL OFFICES- Kanpur ,Ahmedabad, Delhi, Jaipur, Lucknow and Varanasi.
Member of NSE AND BSE.
Recommended
Hr conference in india
HR Events in India is the platform to be acquainted with such talents and effective strategies. Emerging HR is the key source for this. Visit the online portal of emerging HR for more information about upcoming HR Conference in India.
Draft rotation proposals
There are three proposed approaches to enabling employee rotations within an organization to overcome barriers around employee and office needs as well as organizational restrictions:
1) Part time rotations that allow employees to spend half to three-quarters time in their home office and the remainder rotating to other offices for up to six months.
2) Opportunity exchanges that open committees and taskforces across the organization for short term participation supported by training.
3) Job swaps that allow two employees in equivalent positions to exchange jobs for six months to gain new experiences while maintaining staffing levels.
human resource developmenti
This document presents information on human resource training and evaluation. It discusses the definition of human resources and the need for HR training, including adapting to environmental changes and organizational complexity. It describes different types of training like induction, job instruction, and refresher training. Evaluation is defined as assessing an employee's performance, and the 4Cs framework of evaluation is introduced as commitment, competency, congruency and cost effectiveness. Various techniques are outlined like benchmarking and achievement of goals. In summary, the document outlines the concepts of HR training, the need for it, different training types and methods, as well as performance evaluation definitions and approaches.
Manu's HRD scorecard
Explains the HRD Audit for three elements
Career planning and Development
Job Rotation
Training and Learning
MDP Program - Mumbai
This document announces a 2-day workshop on performance management for HR professionals to be held in Mumbai on June 5-6, 2015. The workshop will provide insights into designing and implementing effective performance management systems aligned with organizational goals. It will cover topics such as setting goals and metrics, conducting reviews, training managers, integrating performance data with compensation and talent programs. The facilitators are experienced HR professionals K. Pandiarajan and V. Srinivasan. The workshop fee is INR 25,000 per participant but discounts are available for multiple attendees or early registration.
5.9 Delegation Importance : XII Business Studies
This series include Organising function of management for XII Business Studies students for AISSCE preparation.
Mb0043 fall drive assignment-2012
This document contains instructions for two assignment sets for courses on Human Resource Management and Management Process and Organizational Behavior as part of a Master of Business Administration program. Assignment Set 1 contains 6 questions related to the role of HR executives, HR planning, types of training, benefits of performance appraisal, methods of job analysis, and principles for maintaining employee discipline. Assignment Set 2 contains 6 similar questions about career planning, use of HRIS, factors affecting recruitment, types of wages, advantages and limitations of job evaluation, and benefits of flexi timing. Students are asked to answer all questions in full paragraphs and each question is worth 10 marks.
Training process
Growing & dynamic brokerage houses with a strong presence in the Retail and HNI broking segment.
REGIONAL OFFICES- Kanpur ,Ahmedabad, Delhi, Jaipur, Lucknow and Varanasi.
Member of NSE AND BSE.
Trg Need Presentation by - SS Dhankar
This document discusses training needs and methods at the plant level. It outlines the goals of training and development functions which are to help employees develop skills, knowledge, and abilities. It also describes the four phases of training: employee training, employee development, organization development, and career growth. Regarding management essentials at the plant level, the key functions are planning, organizing, leading, and controlling. The document then provides details on various staffing function activities like employment planning, job analysis, and translating functions into training practices. It also discusses different training methods like on-the-job training, classroom training, and web-based training.
Training and development in HRM
Training and development is an important part of human resource management. It involves improving employee skills and organizational effectiveness through instruction and developing long-term goals. Training provides knowledge and skills for specific jobs, while development prepares employees for future roles. For human resource management, training and development creates a talented internal workforce, improves performance, and motivates employees to increase productivity and meet changing business needs. It is a vital tool for organizations to gain a competitive advantage through a skilled and knowledgeable labor force.
HRM and HRM GOALS
This document discusses the key aspects of human resource management (HRM) and HRM goals. It defines HRM as the function that facilitates the effective use of employees to achieve organizational and individual goals. The main HRM goals discussed are staffing, training and development, maintaining employee commitment, and motivation. It provides details on the activities and objectives for each of these goals, such as recruitment for staffing, different types of training for development, and using compensation and job design for motivation.
Management development program.pptx_govind
This document discusses various on-the-job and off-the-job methods for management development programs. On-the-job methods include coaching, understudy assignments, job rotation, planned work assignments, and internships. Off-the-job methods discussed are lecture/seminar, simulation exercises, behavior modeling, sensitivity training, and transactional analysis. Each method is described along with its advantages and disadvantages for developing management skills.
HRM Is Responsible To Develop The Career Of Employee In The Organization
HRM is responsible for developing employees' careers in an organization. It does this through acquiring, developing, and utilizing personnel to achieve organizational objectives. A career development plan lists short and long-term goals for employees' current and future jobs, and experiences to help achieve those goals. HRM is related to career development through employee training and development to help employees achieve their goals. Career development is important for organizations to attract, retain, and increase the productivity and financial returns of top talent.
Staffing1
The document outlines the 8 key steps in a company's staffing process: 1) Manpower Planning to forecast needs, 2) Recruitment to attract candidates, 3) Selection to choose the right candidates, 4) Placement and Orientation to onboard new employees, 5) Training to develop employees' skills, 6) Performance Appraisal to evaluate employee performance, 7) Promotions to reward high performers, and 8) Compensation to pay employees fairly based on their roles. Each step is then further defined in the subsequent paragraphs.
Training and Development HRD
This document outlines the training and development process at Rustomjee Business School. It discusses the meaning of training and development and how it fits into the human resource development process. The document then covers the purpose of training and development in improving performance and developing skills. It also discusses when training and development is significant, such as for employee mobility, technology advances, and mergers and acquisitions. Finally, the document outlines the typical training and development process of needs assessment, program design, implementation, and evaluation.
Hr development, methods and desig
HR Development, Methods and Design.
Talent Management, Succession Planning, Trends on HR development ...
Pc
This document discusses potential appraisal and career development in organizations. It defines potential appraisal as identifying an employee's ability to take on higher responsibilities. Potential is assessed based on supervisor observations, performance history, and simulated roles. Career development involves guiding employee movement through positions to retain talent and improve motivation. It outlines the steps of developing a potential appraisal system, including defining roles and qualities, and providing feedback. Career development aims to attract and utilize employees effectively through assessing needs, creating vision, and evaluating results. Individual development focuses on performance and networking, while organizational development uses tools like counseling, information services, and training programs.
Hrd score card
The document discusses the HR scorecard, which is a strategic measurement system that helps measure, manage, and improve the strategic role of the HR department. It recommends a four-step process including identifying critical HR deliverables, customers, activities, and cost-benefit analyses. The HR scorecard focuses on four perspectives: HRD systems maturity, competence, linking business objectives to HR, and HRD culture. A sample scorecard for a hospital is provided that grades the organization's overall HRD maturity across the four perspectives.
Thulasi Ravimon-CV-New
Thulasi Ravimon has over 5 years of experience in human resources management and training in industries such as IT, retail, and engineering. She currently works as the Manager of Human Resources and Administration at Hygiene Fresh Limited in Cochin. Her experience includes talent acquisition, management, and training for major companies in India and the UAE such as Reliance Retail Limited, CMS Group of Companies, and Integrated Procurement LLC. She was awarded Best Trainer in South India by Reliance Retail Ltd for 2014 and 2015.
Resumes
Rajendran Narayanan has over 15 years of experience in training and development, human resource management, and teaching. He has a doctorate in management and seeks a position utilizing his skills in identifying training needs, developing training programs, delivering training, and evaluating effectiveness. His career includes roles as a service manager for training and head of an MBA department, where he helped organizations achieve certifications and awards.
Hr Audit Questionnaire
The document is an HR audit questionnaire from www.exploreHR.org containing 14 sections with questions about a company's HR policies, strategies, programs, costs and more. It requests information on topics such as workforce planning, recruitment, training, performance management, compensation and benefits, succession planning, communications and the costs of the HR department. The questionnaire is intended to evaluate how effectively a company's HR function supports its business strategy and organizational goals.
Shruti s
• MBA (HR), with more than 5 years of experience in the areas of Learning & Development (L&D), Organization Development (OD), Employee Engagement (EE), HR Operations (Performance Management System (PMS), Recruitment & Selection (mid-senior level and above hiring), Compensation & Benefits, MIS, Organization Chart (OC), Job Description (JD), Attendance & Leave Management, policies formation and Implementation)
• Proficient in designing, implementing and driving inventive strategies and HR involvement for accelerated future development of the organization with an excellent communication, Interpersonal skills, Strong analytical skills, problem solving, Decision making and management skills.
Job Design
Job design is a research and analysis of a job in consultation with peers, Manager and management to compile the entire job data and outline the duties, responsibilities, Academic and professional qualification skills and expertise required to perform a particular job.
Career development-employees
The document discusses career development of employees. It defines career development as providing employees opportunities to grow, especially high performing employees, through promotion, increased pay, acquiring new skills, and occupying higher level positions. Career development is a collaborative process that involves employees defining goals, managers identifying skills needed for roles and supporting development plans, and organizations enriching jobs, providing training funds, and undertaking succession planning. The document advocates a systems approach to career development to capture employee data over time to facilitate career planning as part of an organization's HR vision.
SHIV
This document contains the resume of Shivkumar Balakrishnan, who has over 10 years of experience in human resources operations, recruitment, training and development, and performance management. He is currently seeking new opportunities. His experience includes strategic HR planning, employee engagement, talent acquisition, and implementing corporate policies. He holds an MBA in HR and marketing and has worked in HR leadership roles at multiple companies in India.
Career management
Career management is the process through which employees become aware of their interests, values, strengths, weaknesses, and career goals. It involves self-assessment, establishing goals and action plans, and feedback from managers. It is important for both employees and companies. For employees, it prevents frustration and helps them advance their careers. For companies, it motivates employees and ensures positions are filled. Both employees and companies share responsibility in career management.
Doyle sixweek
The HR department has organized personal development workshops to provide training for employees in dealing with change, as providing people with tools and resources to work with organizational change can help them see change as personal development and continuous improvement. Managers also need coaching skills to effectively manage change within the organization.
Business storytelling: key ingredients to a story
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
Building Your Employer Brand with Social Media
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
More Related Content
What's hot
Trg Need Presentation by - SS Dhankar
This document discusses training needs and methods at the plant level. It outlines the goals of training and development functions which are to help employees develop skills, knowledge, and abilities. It also describes the four phases of training: employee training, employee development, organization development, and career growth. Regarding management essentials at the plant level, the key functions are planning, organizing, leading, and controlling. The document then provides details on various staffing function activities like employment planning, job analysis, and translating functions into training practices. It also discusses different training methods like on-the-job training, classroom training, and web-based training.
Training and development in HRM
Training and development is an important part of human resource management. It involves improving employee skills and organizational effectiveness through instruction and developing long-term goals. Training provides knowledge and skills for specific jobs, while development prepares employees for future roles. For human resource management, training and development creates a talented internal workforce, improves performance, and motivates employees to increase productivity and meet changing business needs. It is a vital tool for organizations to gain a competitive advantage through a skilled and knowledgeable labor force.
HRM and HRM GOALS
This document discusses the key aspects of human resource management (HRM) and HRM goals. It defines HRM as the function that facilitates the effective use of employees to achieve organizational and individual goals. The main HRM goals discussed are staffing, training and development, maintaining employee commitment, and motivation. It provides details on the activities and objectives for each of these goals, such as recruitment for staffing, different types of training for development, and using compensation and job design for motivation.
Management development program.pptx_govind
This document discusses various on-the-job and off-the-job methods for management development programs. On-the-job methods include coaching, understudy assignments, job rotation, planned work assignments, and internships. Off-the-job methods discussed are lecture/seminar, simulation exercises, behavior modeling, sensitivity training, and transactional analysis. Each method is described along with its advantages and disadvantages for developing management skills.
HRM Is Responsible To Develop The Career Of Employee In The Organization
HRM is responsible for developing employees' careers in an organization. It does this through acquiring, developing, and utilizing personnel to achieve organizational objectives. A career development plan lists short and long-term goals for employees' current and future jobs, and experiences to help achieve those goals. HRM is related to career development through employee training and development to help employees achieve their goals. Career development is important for organizations to attract, retain, and increase the productivity and financial returns of top talent.
Staffing1
The document outlines the 8 key steps in a company's staffing process: 1) Manpower Planning to forecast needs, 2) Recruitment to attract candidates, 3) Selection to choose the right candidates, 4) Placement and Orientation to onboard new employees, 5) Training to develop employees' skills, 6) Performance Appraisal to evaluate employee performance, 7) Promotions to reward high performers, and 8) Compensation to pay employees fairly based on their roles. Each step is then further defined in the subsequent paragraphs.
Training and Development HRD
This document outlines the training and development process at Rustomjee Business School. It discusses the meaning of training and development and how it fits into the human resource development process. The document then covers the purpose of training and development in improving performance and developing skills. It also discusses when training and development is significant, such as for employee mobility, technology advances, and mergers and acquisitions. Finally, the document outlines the typical training and development process of needs assessment, program design, implementation, and evaluation.
Hr development, methods and desig
HR Development, Methods and Design.
Talent Management, Succession Planning, Trends on HR development ...
Pc
This document discusses potential appraisal and career development in organizations. It defines potential appraisal as identifying an employee's ability to take on higher responsibilities. Potential is assessed based on supervisor observations, performance history, and simulated roles. Career development involves guiding employee movement through positions to retain talent and improve motivation. It outlines the steps of developing a potential appraisal system, including defining roles and qualities, and providing feedback. Career development aims to attract and utilize employees effectively through assessing needs, creating vision, and evaluating results. Individual development focuses on performance and networking, while organizational development uses tools like counseling, information services, and training programs.
Hrd score card
The document discusses the HR scorecard, which is a strategic measurement system that helps measure, manage, and improve the strategic role of the HR department. It recommends a four-step process including identifying critical HR deliverables, customers, activities, and cost-benefit analyses. The HR scorecard focuses on four perspectives: HRD systems maturity, competence, linking business objectives to HR, and HRD culture. A sample scorecard for a hospital is provided that grades the organization's overall HRD maturity across the four perspectives.
Thulasi Ravimon-CV-New
Thulasi Ravimon has over 5 years of experience in human resources management and training in industries such as IT, retail, and engineering. She currently works as the Manager of Human Resources and Administration at Hygiene Fresh Limited in Cochin. Her experience includes talent acquisition, management, and training for major companies in India and the UAE such as Reliance Retail Limited, CMS Group of Companies, and Integrated Procurement LLC. She was awarded Best Trainer in South India by Reliance Retail Ltd for 2014 and 2015.
Resumes
Rajendran Narayanan has over 15 years of experience in training and development, human resource management, and teaching. He has a doctorate in management and seeks a position utilizing his skills in identifying training needs, developing training programs, delivering training, and evaluating effectiveness. His career includes roles as a service manager for training and head of an MBA department, where he helped organizations achieve certifications and awards.
Hr Audit Questionnaire
The document is an HR audit questionnaire from www.exploreHR.org containing 14 sections with questions about a company's HR policies, strategies, programs, costs and more. It requests information on topics such as workforce planning, recruitment, training, performance management, compensation and benefits, succession planning, communications and the costs of the HR department. The questionnaire is intended to evaluate how effectively a company's HR function supports its business strategy and organizational goals.
Shruti s
• MBA (HR), with more than 5 years of experience in the areas of Learning & Development (L&D), Organization Development (OD), Employee Engagement (EE), HR Operations (Performance Management System (PMS), Recruitment & Selection (mid-senior level and above hiring), Compensation & Benefits, MIS, Organization Chart (OC), Job Description (JD), Attendance & Leave Management, policies formation and Implementation)
• Proficient in designing, implementing and driving inventive strategies and HR involvement for accelerated future development of the organization with an excellent communication, Interpersonal skills, Strong analytical skills, problem solving, Decision making and management skills.
Job Design
Job design is a research and analysis of a job in consultation with peers, Manager and management to compile the entire job data and outline the duties, responsibilities, Academic and professional qualification skills and expertise required to perform a particular job.
Career development-employees
The document discusses career development of employees. It defines career development as providing employees opportunities to grow, especially high performing employees, through promotion, increased pay, acquiring new skills, and occupying higher level positions. Career development is a collaborative process that involves employees defining goals, managers identifying skills needed for roles and supporting development plans, and organizations enriching jobs, providing training funds, and undertaking succession planning. The document advocates a systems approach to career development to capture employee data over time to facilitate career planning as part of an organization's HR vision.
SHIV
This document contains the resume of Shivkumar Balakrishnan, who has over 10 years of experience in human resources operations, recruitment, training and development, and performance management. He is currently seeking new opportunities. His experience includes strategic HR planning, employee engagement, talent acquisition, and implementing corporate policies. He holds an MBA in HR and marketing and has worked in HR leadership roles at multiple companies in India.
Career management
Career management is the process through which employees become aware of their interests, values, strengths, weaknesses, and career goals. It involves self-assessment, establishing goals and action plans, and feedback from managers. It is important for both employees and companies. For employees, it prevents frustration and helps them advance their careers. For companies, it motivates employees and ensures positions are filled. Both employees and companies share responsibility in career management.
Doyle sixweek
The HR department has organized personal development workshops to provide training for employees in dealing with change, as providing people with tools and resources to work with organizational change can help them see change as personal development and continuous improvement. Managers also need coaching skills to effectively manage change within the organization.
What's hot (19)
HRM Is Responsible To Develop The Career Of Employee In The Organization
HRM Is Responsible To Develop The Career Of Employee In The Organization
Â
Recently uploaded
Business storytelling: key ingredients to a story
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
Building Your Employer Brand with Social Media
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
Creative Web Design Company in Singapore
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Industrial Tech SW: Category Renewal and Creation
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
3 Simple Steps To Buy Verified Payoneer Account In 2024
Buy Verified Payoneer Account: Quick and Secure Way to Receive Payments
Buy Verified Payoneer Account With 100% secure documents, [ USA, UK, CA ]. Are you looking for a reliable and safe way to receive payments online? Then you need buy verified Payoneer account ! Payoneer is a global payment platform that allows businesses and individuals to send and receive money in over 200 countries.
If You Want To More Information just Contact Now:
Skype: SEOSMMEARTH
Telegram: @seosmmearth
Gmail: seosmmearth@gmail.com
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
LA HUG - Video Testimonials with Chynna Morgan - June 2024
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Part 2 Deep Dive: Navigating the 2024 Slowdown
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Mastering B2B Payments Webinar from BlueSnap
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Structural Design Process: Step-by-Step Guide for Buildings
The structural design process is explained: Follow our step-by-step guide to understand building design intricacies and ensure structural integrity. Learn how to build wonderful buildings with the help of our detailed information. Learn how to create structures with durability and reliability and also gain insights on ways of managing structures.
The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...
This presentation provides a thorough examination of Over-the-Top (OTT) platforms, focusing on their development and substantial influence on the entertainment industry, with a particular emphasis on the Indian market.We begin with an introduction to OTT platforms, defining them as streaming services that deliver content directly over the internet, bypassing traditional broadcast channels. These platforms offer a variety of content, including movies, TV shows, and original productions, allowing users to access content on-demand across multiple devices.The historical context covers the early days of streaming, starting with Netflix's inception in 1997 as a DVD rental service and its transition to streaming in 2007. The presentation also highlights India's television journey, from the launch of Doordarshan in 1959 to the introduction of Direct-to-Home (DTH) satellite television in 2000, which expanded viewing choices and set the stage for the rise of OTT platforms like Big Flix, Ditto TV, Sony LIV, Hotstar, and Netflix. The business models of OTT platforms are explored in detail. Subscription Video on Demand (SVOD) models, exemplified by Netflix and Amazon Prime Video, offer unlimited content access for a monthly fee. Transactional Video on Demand (TVOD) models, like iTunes and Sky Box Office, allow users to pay for individual pieces of content. Advertising-Based Video on Demand (AVOD) models, such as YouTube and Facebook Watch, provide free content supported by advertisements. Hybrid models combine elements of SVOD and AVOD, offering flexibility to cater to diverse audience preferences.
Content acquisition strategies are also discussed, highlighting the dual approach of purchasing broadcasting rights for existing films and TV shows and investing in original content production. This section underscores the importance of a robust content library in attracting and retaining subscribers.The presentation addresses the challenges faced by OTT platforms, including the unpredictability of content acquisition and audience preferences. It emphasizes the difficulty of balancing content investment with returns in a competitive market, the high costs associated with marketing, and the need for continuous innovation and adaptation to stay relevant.
The impact of OTT platforms on the Bollywood film industry is significant. The competition for viewers has led to a decrease in cinema ticket sales, affecting the revenue of Bollywood films that traditionally rely on theatrical releases. Additionally, OTT platforms now pay less for film rights due to the uncertain success of films in cinemas.
Looking ahead, the future of OTT in India appears promising. The market is expected to grow by 20% annually, reaching a value of ₹1200 billion by the end of the decade. The increasing availability of affordable smartphones and internet access will drive this growth, making OTT platforms a primary source of entertainment for many viewers.
Recently uploaded (20)
The Influence of Marketing Strategy and Market Competition on Business Perfor...
The Influence of Marketing Strategy and Market Competition on Business Perfor...
Â
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Â
3 Simple Steps To Buy Verified Payoneer Account In 2024
3 Simple Steps To Buy Verified Payoneer Account In 2024
Â
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
Â
LA HUG - Video Testimonials with Chynna Morgan - June 2024
LA HUG - Video Testimonials with Chynna Morgan - June 2024
Â
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
Â
Structural Design Process: Step-by-Step Guide for Buildings
Structural Design Process: Step-by-Step Guide for Buildings
Â
The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...
The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...
Â