Employees’ holds the key of success for any company. Hence, listening to their voices is very important.
Employees’ workplace should have ability to motivate to have maximum contribution.
Employees’ recognition, motivation, commitment is dependent upon the function & level.
The Business Case: Evaluating Employee Engagement and Alignment with Organisa...The HR Observer
• Understanding the correlation between engagement levels and business performance
• How to establish employee engagement as a critical driver of business success
• Ensuring alignment throughout different phases and layers within the business
• Moving engagement from an add-on activity to core business driver
Rebecca Jeffs, Head of Talent and Reward, Serco
Keeping Employees Engaged In The WorkplaceJumpstart:HR
Jumpstart:HR is your trusted HR Outsourcing and Strategic Counseling partner. We work with your organization as a virtual and on-site service provider to solve your HR challenges, alleviate your burdens and free up your time.
Visit us at http://www.jumpstart-hr.com to learn more about how we can save your organization time and bring about a greater ROI on your Human Capital Management strategy.
Twitter: http://www.twitter.com/jumpstarthr
Facebook: https://www.facebook.com/jumpstarthr
LinkedIn: http://www.linkedin.com/company/jumpstart-hr
Sign up for our newsletter and learn "What HR Can Learn from Steve Jobs.": http://www.eepurl.com/jAbNf
The Business Case: Evaluating Employee Engagement and Alignment with Organisa...The HR Observer
• Understanding the correlation between engagement levels and business performance
• How to establish employee engagement as a critical driver of business success
• Ensuring alignment throughout different phases and layers within the business
• Moving engagement from an add-on activity to core business driver
Rebecca Jeffs, Head of Talent and Reward, Serco
Keeping Employees Engaged In The WorkplaceJumpstart:HR
Jumpstart:HR is your trusted HR Outsourcing and Strategic Counseling partner. We work with your organization as a virtual and on-site service provider to solve your HR challenges, alleviate your burdens and free up your time.
Visit us at http://www.jumpstart-hr.com to learn more about how we can save your organization time and bring about a greater ROI on your Human Capital Management strategy.
Twitter: http://www.twitter.com/jumpstarthr
Facebook: https://www.facebook.com/jumpstarthr
LinkedIn: http://www.linkedin.com/company/jumpstart-hr
Sign up for our newsletter and learn "What HR Can Learn from Steve Jobs.": http://www.eepurl.com/jAbNf
Employee engagement is not an exact science. So far, the whole concept has been built on HR experience, positive phycology and business models that engage a company’s talent towards a productive culture of success.
At the core of employee engagement, similar to any company’s foundation, are some values. These values determine the why, how and what of that company, presumably.
In today’s economy, you’re building your company brand both through external as well as internal efforts. Playing two battlefields at the same time can prove to be tricky, that’s why some companies decide to focus their resources only on the external branding front. Meanwhile, they neglect their internal environment, failing to provide an engaging, challenging and appealing workplace.
Enters talent management. A grey area where an HR manager meets a Talent Manager/Chief Happiness Officer. Confusing? Yes. And if it’s confusing for the person actually holding that position, imagine what it does to the employees he or she is supposed to be engaging.
So, we came up with 25 ideas that can save a manager in need of some inspiration. Enjoy!
Participants will be able to:
Understand the evolution of employee rewards and recognition
Understand what employees really want out of work and be able to apply this understanding to implement a process to design recognition and reward systems
Know how why effective reward and recognition systems are important through their contribution to the business bottom-line
Employee engagement refers to the level of dedication and enthusiasm employees hold regarding their tasks, responsibilities, and the overall objectives and culture of a workplace. It’s important to measure employee engagement (in a worthwhile way) and embed employee engagement into an organisations culture.
For more content like this, check out Acorn Labs: http://acornlabs.education/
The Future of Employee Engagement - Aon HewittAon Hewitt EMEA
This report provides an overview of Employee Engagement practices in 150 companies across Europe. Our research shows that while many organisations are taking a similar approach to gathering employee feedback only a few stand out in terms of their ability to increase Employee Engagement in challenging times. The report outlines common practices and the practices of these exceptionational few.
Special thanks to all the people who made and released these awesome resources for free:
Presentation template by SlidesCarnival
Photographs by Unsplash
This talk explores the topic of engagement and its link to performance, and they key ingredients required to engage people and build a culture of high performance and high engagement
• The link between engagement and culture
• Dimensions of a high performance culture
• Engagement Meta-Studies – impact on people, performance and business metrics
• How engaged are we – the bad news and impact of the engagement deficit?
• Case studies linking engagement initiatives to performance
• Engagement and the individual
• Barriers to engagement
• 4 critical enablers to engagement
• What really motivates people?
• 3 E’s of leadership to build engaging high performance workplaces
Understand the difference between "satisfaction" and "engagement" plus what process I believe will get the most engagement levels for human capital within organisations.
Employee Engagement and Customer Experiences - How are they related?Dr. Janne Ohtonen
This presentation discusses how employee engagement and customer experiences are related to each others. Please share your views, comments and experiences also!
Employee engagement is not an exact science. So far, the whole concept has been built on HR experience, positive phycology and business models that engage a company’s talent towards a productive culture of success.
At the core of employee engagement, similar to any company’s foundation, are some values. These values determine the why, how and what of that company, presumably.
In today’s economy, you’re building your company brand both through external as well as internal efforts. Playing two battlefields at the same time can prove to be tricky, that’s why some companies decide to focus their resources only on the external branding front. Meanwhile, they neglect their internal environment, failing to provide an engaging, challenging and appealing workplace.
Enters talent management. A grey area where an HR manager meets a Talent Manager/Chief Happiness Officer. Confusing? Yes. And if it’s confusing for the person actually holding that position, imagine what it does to the employees he or she is supposed to be engaging.
So, we came up with 25 ideas that can save a manager in need of some inspiration. Enjoy!
Participants will be able to:
Understand the evolution of employee rewards and recognition
Understand what employees really want out of work and be able to apply this understanding to implement a process to design recognition and reward systems
Know how why effective reward and recognition systems are important through their contribution to the business bottom-line
Employee engagement refers to the level of dedication and enthusiasm employees hold regarding their tasks, responsibilities, and the overall objectives and culture of a workplace. It’s important to measure employee engagement (in a worthwhile way) and embed employee engagement into an organisations culture.
For more content like this, check out Acorn Labs: http://acornlabs.education/
The Future of Employee Engagement - Aon HewittAon Hewitt EMEA
This report provides an overview of Employee Engagement practices in 150 companies across Europe. Our research shows that while many organisations are taking a similar approach to gathering employee feedback only a few stand out in terms of their ability to increase Employee Engagement in challenging times. The report outlines common practices and the practices of these exceptionational few.
Special thanks to all the people who made and released these awesome resources for free:
Presentation template by SlidesCarnival
Photographs by Unsplash
This talk explores the topic of engagement and its link to performance, and they key ingredients required to engage people and build a culture of high performance and high engagement
• The link between engagement and culture
• Dimensions of a high performance culture
• Engagement Meta-Studies – impact on people, performance and business metrics
• How engaged are we – the bad news and impact of the engagement deficit?
• Case studies linking engagement initiatives to performance
• Engagement and the individual
• Barriers to engagement
• 4 critical enablers to engagement
• What really motivates people?
• 3 E’s of leadership to build engaging high performance workplaces
Understand the difference between "satisfaction" and "engagement" plus what process I believe will get the most engagement levels for human capital within organisations.
Employee Engagement and Customer Experiences - How are they related?Dr. Janne Ohtonen
This presentation discusses how employee engagement and customer experiences are related to each others. Please share your views, comments and experiences also!
How to Improve Your Bottom-Line Through Employee EngagementDrake International
Employee engagement is a hot topic and a key concern for many companies. Despite the heightened focus, companies still struggle with these questions: Why should we invest in employee engagement? Where do we invest for the greatest impact? What is the tangible business value of internal communication?
In this webinar, we will explore how to improve employee engagement, ways to initiate strategic discussions in your organization, and the impact it has on your bottom-line.
Developing your Employee Engagement Strategy for Business Success: Part 1People Lab
Employee Engagement is a term used in organisations around the world, but how do you actually do it? In this presentation, People Lab's Director Emma Bridger looks at the key components of the concept, helping you to understand how you can create successful, sustainable engagement.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
4. Boost Business by Insights and Technology
An organizations' performance is impacted by many…
Voice of
Regulators
Voice of
Customers
Voice of
Channel
Partners
Voice of
Suppliers
Voice of
Internal
Customers
Voice of
Shareholder/
Investors
Voice of
Employees
Voice of
Media
Products
Plans
Processes
Market
Performance
• All stakeholder groups are customers in different
contexts, and can influence performance/
perceptions of the organisation.
• Employees’ holds the key of success for any
company. Hence, listening to their voices is very
important.
• Employees’ workplace should have ability to
motivate to have maximum contribution.
• Employees’ recognition, motivation, commitment is
dependent upon the function & level.
• Hence, a periodic measurement of employee
engagement helps benefit the organisation to drive
higher growth.
5. Boost Business by Insights and Technology
What is employee engagement ?
• Employee engagement includes all emotional activities that can make employees feel enthusiastic, passionate
and committed to their work in the organization.
• An engaged employee gives their hearts, spirit, mind and hands to deliver the best results for the organization.
ENGAGED EMPLOYEES DISENGAGED EMPLOYEES
• Work with normal mode, refuse the
challenges,
• Wait to be pushed to work
• Avoid communication
• Blame others
• Work alone
• No asking any question
• Enjoy the work and do not refuse
challenges.
• Proactive and motivates others team
members
• Communicate well
• Collaboratives
• Share their concern/ open to discuss
• Well-accept any transformation
6. Boost Business by Insights and Technology
Why do you need to pay attention to employee engagement?
The worker maintain less interest in
any negative feedback about the
company. Even if the company has
changed policy, they still commit to the
work.
Engaged employees stay positive
Employee is capital which we should maintain
as long as we can. Less number of employee
quit job, you are able to save many money
and effort
Engaged employees are less likely to quit job
The engaged employees will deliver
better quality than disengaged
employees.
Better engagement better productivity
They find creativity to be essential.
They thrive on knowing that they
can find new ways of completing
tasks and projects.
Engaged employees are more creative
7. Boost Business by Insights and Technology
EMPLOYEE ENGAGEMENT PROGRAM
8. Boost Business by Insights and Technology
ASHAVI framework for measuring employee engagement…
• Satisfaction on specific aspects leads to Overall
Satisfaction… Reactions to the Working Environment and
Terms and Conditions of employment.
• Recommendation is a measure of the response to
experiences and perceptions, i.e. pride in the organisation.
• Intent to continue relationship is a measure of the response
to experience i.e. level of loyalty.
• Rejoining is a measure of response to re-experience and
value. i.e. existing satisfaction.
• Identification, within the organization makes it connected
• Motivation level measures the intensity of commitment and
the way it translates into a desire to contribute to the
company’s success.
• Trust in the company measures the extent to which the above
could be channeled into meeting short and long term
company objectives
ASPECTS
Rational
Emotional
Intentional
Motivation
Achievement
Association
Performance
Evaluation
Employee
Satisfaction
Relationship
Strength
Pride in organization
& Trust
Engagement
RESULTS
9. Boost Business by Insights and Technology
Unique’ Employee Engagement Index (EEI)
• An uniquely crafted
engagement index that can be
showcased to show the
employees bonding with
organization.
• The classification of EEI groups
the employees into different
levels are identifies suitable
course of action.
• The EEI is built on the principal
of Net Promoter score.
• The EEI further gives a
Strategic and Diagnostic
opportunities to strengthen it.
QUESTIONS
Recommendation
Continuing
Relations
Motivation of
Colleagues
Overall Performance
(Overall Satisfaction)
Market Strength of
the Company
Identification with
organization
EEI
Strategic
“Intensity of
Employee
Engagement”
- Overall
Perspective
Diagnostic
“Identifies areas
for HR Action”
- Actionable
Specifics
A ‘One’ Number
Composite Measure of
Relationship Intensity
10. Boost Business by Insights and Technology
ASHAVI Unique’ Employee Engagement Index (EEI)
Employee Engagement Index (EEI) is single powerful number, to measure relationship intensity
EEI
Overall Experience
Trust in
Company’s
Prospects
Association with
company
Recommendation
Motivation
level
Rejoining
11. Boost Business by Insights and Technology
ASHAVI Unique’ Employee Engagement Index (EEI) Segment
Mapping and segmenting your employees into 4 groups on the base of key EEI questions.
Low satisfaction High satisfaction
High Loyalty
Low Loyalty
Opponent
Super Star
Contented
Trapped • Constantly learning and
taking calculated risks
• Feel comfortable at work and
willing to take challenges.
• Love the job and love the
company. Willing to scarify
themselves for company.
• Encourage peers and
motivate them
• Bored and frustrated at work
• Demotivate peers
• Afraid to communicate/ or
speak poorly about the
company and leader.
• Try to find reason for not
doing the work.
• Work ineffectively.
• Pay/ compensation is key
reason for them to stay in
company.
• Work as normal, non
enthusiasm, work as
requirement.
• Generally underutilized:
means they can work better
but don’t want to work better
• Meet expectations
• Stick to the existing, afraid of
taking risk
• Well communication to
leader
• Enjoy the work
• Feel proud of their personal
expertise.
12. Boost Business by Insights and Technology
Understand the reason behind the engagement level
The opponents are killing your super stars. It’s very important to maintain Super Star and Contented.
16
25 21
12
5
43
60
45
34
34
23
10
28
25
30
18
5 6
29 31
OVERALL
COMPANY
HR/ ADMIN/ IT
DEPARTMENT
MARKETING SALES OPERATION
ENGAGEMENT SEGMENT
Super star Contented Trapped Opponent
Super Star
- I feel to be challenged every day.
- I feel that I am an important member in company.
- I feel my team is best.
Contented
- My compensation is fair enough in comparison to
other workplace.
- I feel satisfied to my job.
Trapped
- My company provide me enough condition for me
to work.
- My compensation is better than other workplace
that I know.
Opponent
- I doubt about the leadership/ management.
- I weren't informed about the changes of the
company.
Your engagement activities are to maintain Super Star and Contented. The Opponents require a big push and closely
supervision to change their behaviors. Trapped need more motivation/ challenge at work.
13. Boost Business by Insights and Technology 13
Employee Engagement Index (EEI) : Influencer Matric
The diagnostics are built on the basis of psychological fulfillment from a organization.
Employee
Engagement
Index
HYGIENE FACTORS
• Quality of supervision
• Compensation
• Company policies
• Physical working conditions
• Relations with others
• Job security
MOTIVATING FACTORS
• Promotion opportunities
• Opportunities for personal
growth
• Recognition
• Responsibility
• Achievement
Herzberg Hygiene Factors
*EEI provides a comprehensive list across 12 core dimensions that have a direct bearing on EEI.
14. Boost Business by Insights and Technology 14
ASHAVI Unique’ Employee Engagement Index (EEI) - Prioritization
Which factors need to focus, which factors should ignore?
Stated Important / Importance level of factors claimed by employees
Derive
Important
/
Factors
impact
to
improve
Employee
Commitment
Factors are important, but not
impacting to employee
commitment. Those factors are
hygienics, must have as basis.
HYGIENICS
Factors are important and impacting
much on employee commitment
MOTIVATORS
Factors are not important as well as not
impacting to employee commitment
SAVERS
OPPORTUNITIES
Factors are not important but potentially
impacting to employee commitment.
15. Boost Business by Insights and Technology 15
Gain trust by implementing it with transparency and anonymous
Do your employees feel comfortable to tell you the truth?
• Your employees won’t give you truth if they don’t believe you.
• The more important thing is to get the truth from research by getting data anonymously & unbiased.
• After getting result, the more important thing is you need to take action and let all employees know you are
seriously taking action with the determination of improvement.
01 02 03
An email should be sent to all
employee to introduce the survey by
the company.
A communication in department to
encourage the participation.
*Survey
Introduction
An email with the link of
survey should be sent to
all employees.
Survey Invitation Receive feedback
and do analysis
05
Present the result
to all employees
and communicate
the company’s
plan to them.
Present the result to top
management and provide
initial engagement plan
04
16. Boost Business by Insights and Technology
• Additionally, a 10 mins online questionnaire, easy to answer but bring powerful insights. A comparative
assessment with present & past employees
…we engage with the employees beyond current role.
16
What do you like about working at
Company A?
What do you dislike about working at
Company A?
17. Boost Business by Insights and Technology
What ASHAVI would help you
17
We provide the link of survey which can
collect the feedback. The employee’s
information will be kept confidential.
After having the result, we support to
facilitate the workshop to generate
insight and provoke innovative ideas to
engage employees
Support to provide the tools to measure
the effectiveness of engagement
activities.
Conduct Employee
Satisfaction Survey
Employee Engagement
Workshop
Measure the effective of
employee engagement
activities
1
2
3
19. Boost Business by Insights and Technology
ASHAVI - Strategic Consultancy for Insights, Technologies & Experts
Vision Mission
Become Top leading
Business Management
Consulting Partners for
Vietnam Enterprises
To boost business by
Insights & Technologies
Philosophy
To connect Brands with
Consumers via Research
& Technology
20. Boost Business by Insights and Technology
Complicated issues/ concerns are answered simply by our way
advise Marketing strategy to
answer WHO & WHAT will be
offered?
Markets
WHAT to sell WHERE to sell
Marketing
Strategy
HOW to sell
aid in Understanding Customers’ Behavior
aid in Marketing strategy &
providing direction on how
to make it happen?
22. Boost Business by Insights and Technology
Our Services
Delivers answers to your business
challenges with multitude market
research approaches
STRATEGIC MARKET RESEARCH
Understands behavioral
information of your interested
profile in social media channels
SOCIAL ENGAGEMENT
Provides marketing & sales leads
for your customer acquisition plan
and targets
LEAD GENERATION
23. Boost Business by Insights and Technology
Our Services (cont.)
Offers cutting edge big data
analytics, retail, marketing analytics
and social media analytics
DATA ANALYTIC
Connects your business objectives
through Android, iOS applications
with customers
MOBILITY
Business Intelligence Dashboards
& KPI based Reporting,
BUSINESS INTELLIGENCE