Sanjay Bhandari outlines his experience managing sales teams and business offerings at Newbridge Business Centre, which provides serviced office, meeting room, video conferencing, virtual office, and mobile worker services. He describes allocating a 20-person team with managers overseeing 5 reportees each to handle direct accounts. Bhandari also lists his skills in team management, goal setting, performance monitoring, and adopting a transformational leadership style.
H1 2021 Onboarding-quick-review by deloitte germanyPradyp Parakala
The new release is available since Monday this week on all preview instances and therefore I created a new Quick Review with a focus on Onboarding (1.0 & 2.0)
As always, please keep in mind that this compilation is not intended to be complete, but should rather be treated as a snippet of features which customers often request or which can be seen as major enhancements with great impact.
H1 2021 Onboarding-quick-review by deloitte germanyPradyp Parakala
The new release is available since Monday this week on all preview instances and therefore I created a new Quick Review with a focus on Onboarding (1.0 & 2.0)
As always, please keep in mind that this compilation is not intended to be complete, but should rather be treated as a snippet of features which customers often request or which can be seen as major enhancements with great impact.
Global Trends in RPO and Talent Recruitment 2014 Kelly Services
The report is based on the views of senior hiring managers from small, medium and large organizations from the Americas, Europe, Middle East and Africa (EMEA), and the Asia Pacific (APAC) region. It provides a rare glimpse into the key decisions that will impact businesses, particularly focusing on their workforce needs and the challenges they face in attracting and retaining talent in an uncertain economic environment.
It also shines a light on the latest developments in the area of recruitment process outsourcing (RPO) and reveals where businesses are headed in adopting innovative solutions to the growing challenge of skills shortages.
Successful organizations recognize employees are their most valuable asset. They are the heart and soul of your business. In turn, organizations spend a lot of time recruiting, training, and managing employees which is a signifcant investment. One of the best ways to protect your investment is to create engaged employees by communicating with them. Often.
Personalized Workforce Optimization Solutions Just for YouADP, LLC
You’re looking for a clear path to managing the financial and HR processes so vital to your business. We can pave that road for you. We will deliver a personalized workforce optimization solution that meets your unique business challenges. We will provide you with the expertise, tools and resources to maximize your organization’s HCM investment.
This webinar will provide an in-depth look at the benefits of outsourcing HR to a Professional Employer Organization (PEO). John W. Allen, President and COO of G&A Partners, will discuss how small and mid-size businesses can take advantage of outsourcing their human resources and administrative functions. He will also answer some common questions in regards to PEOs and their services.
This webinar will explore:
What kinds of companies are outsourcing their HR?
What types of organizations should be outsourcing their HR?
Why are they outsourcing?
What HR or administrative functions are they outsourcing?
How & when are they outsourcing?
To whom are they outsourcing?
The webinar will conclude with a Q&A session between John W. Allen and webinar participants.
This webinar was posted on October 20, 2011 and presented by President and COO John W.Allen.
Combining seasoned experts, tested processes, and scalable technologies built from decades of experience managing payroll complexity – ADP GlobalView HCM is a powerful, intuitive, global Human Capital Management (HCM) infrastructure that supports finance, HR and other departments, enabling organizational change and agility worldwide.
Building a Business Case to Support Your RPO DecisionHROAssoc
This webinar explores key RPO business case concepts and showcase an innovative recruiting cost modeler to help you overcome challenges associated with creating a holistic business case for recruitment process outsourcing (RPO).
Webinar highlights:
• Provides a holistic analysis of your current state recruiting program
• Contributes to the development of a solid Recruitment Process Outsourcing (RPO) business case
• Provides a step by step approach to streamlining your communication for your RPO business case to leaders within your organization
• Uses intellectual capital and solution architect expertise gained over numerous RPO solutions and implementations
Presenters:
• Dawn Pellar, Global RPO consultant currently a member of IBM’s Global Process Services Group for HRO
• Valerie Egan, Head of Resourcing-North America for Linde
Finding it hard to track the performance of employees? Install UpRaise for Employee Succes Jira OKR plugin With OKR Goals, Continuous Feedback & Performance Reviews. Know More: https://upraise.io/agile-performance-management-add-jira/
Webinar- Recruitment Process OutsourcingG&A Partners
Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.
In this webinar you will:
Understand the meaning of Recruitment Process Outsourcing
Become familiar with the multiple components
Determine how RPO can be utilized in your organization
Recognize that RPO is not just one process but a series of processes that can be used as needed
Learn the benefits that RPO can have on your organization
Identify how to build alignment between recruitment efforts and corporate strategy
Seek next steps to improve recruiting and be creative in a competitive, employee-driven market
Curios what workforce automation looks like? Insight is critical to making business decisions. Learn how ADP can help your business gain valuable insight into your workforce.
The Future of Finance in a World of Global Digital Transformation3Sixty Insights
Blue Hill Research's Hyoun Park explores how the Future of Finance will change as Digital Transformation, the Internet of Things, the Subscription Economy, and microservices start to take over the business world.
ROEI®: Return On Employee Investment® Increase Competitiveness Through Your ...Sage
Why are some companies thriving while others are struggling to stay in business? What is the distinctive difference between a good company and a truly great company? The answers to these questions can only be found when looking at what defines the company: its people. The people who make up a company are that organization’s unique and biggest asset. For most businesses, the workforce is also its largest expense, or better put, its largest investment.
At Sage, we believe that employees are the most important component in the quest to improve business results. It makes sense to treat employee-related expenses as an investment in the workforce. Like any other investment, this critical company investment must yield a healthy return. We call that the Return on Employee Investment® or ROEI®.
This white paper looks into investments that can help a company maximize the value of its workforce, and shows how technology can help improve ROEI and build a more profitable and successful business.
Global Trends in RPO and Talent Recruitment 2014 Kelly Services
The report is based on the views of senior hiring managers from small, medium and large organizations from the Americas, Europe, Middle East and Africa (EMEA), and the Asia Pacific (APAC) region. It provides a rare glimpse into the key decisions that will impact businesses, particularly focusing on their workforce needs and the challenges they face in attracting and retaining talent in an uncertain economic environment.
It also shines a light on the latest developments in the area of recruitment process outsourcing (RPO) and reveals where businesses are headed in adopting innovative solutions to the growing challenge of skills shortages.
Successful organizations recognize employees are their most valuable asset. They are the heart and soul of your business. In turn, organizations spend a lot of time recruiting, training, and managing employees which is a signifcant investment. One of the best ways to protect your investment is to create engaged employees by communicating with them. Often.
Personalized Workforce Optimization Solutions Just for YouADP, LLC
You’re looking for a clear path to managing the financial and HR processes so vital to your business. We can pave that road for you. We will deliver a personalized workforce optimization solution that meets your unique business challenges. We will provide you with the expertise, tools and resources to maximize your organization’s HCM investment.
This webinar will provide an in-depth look at the benefits of outsourcing HR to a Professional Employer Organization (PEO). John W. Allen, President and COO of G&A Partners, will discuss how small and mid-size businesses can take advantage of outsourcing their human resources and administrative functions. He will also answer some common questions in regards to PEOs and their services.
This webinar will explore:
What kinds of companies are outsourcing their HR?
What types of organizations should be outsourcing their HR?
Why are they outsourcing?
What HR or administrative functions are they outsourcing?
How & when are they outsourcing?
To whom are they outsourcing?
The webinar will conclude with a Q&A session between John W. Allen and webinar participants.
This webinar was posted on October 20, 2011 and presented by President and COO John W.Allen.
Combining seasoned experts, tested processes, and scalable technologies built from decades of experience managing payroll complexity – ADP GlobalView HCM is a powerful, intuitive, global Human Capital Management (HCM) infrastructure that supports finance, HR and other departments, enabling organizational change and agility worldwide.
Building a Business Case to Support Your RPO DecisionHROAssoc
This webinar explores key RPO business case concepts and showcase an innovative recruiting cost modeler to help you overcome challenges associated with creating a holistic business case for recruitment process outsourcing (RPO).
Webinar highlights:
• Provides a holistic analysis of your current state recruiting program
• Contributes to the development of a solid Recruitment Process Outsourcing (RPO) business case
• Provides a step by step approach to streamlining your communication for your RPO business case to leaders within your organization
• Uses intellectual capital and solution architect expertise gained over numerous RPO solutions and implementations
Presenters:
• Dawn Pellar, Global RPO consultant currently a member of IBM’s Global Process Services Group for HRO
• Valerie Egan, Head of Resourcing-North America for Linde
Finding it hard to track the performance of employees? Install UpRaise for Employee Succes Jira OKR plugin With OKR Goals, Continuous Feedback & Performance Reviews. Know More: https://upraise.io/agile-performance-management-add-jira/
Webinar- Recruitment Process OutsourcingG&A Partners
Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.
In this webinar you will:
Understand the meaning of Recruitment Process Outsourcing
Become familiar with the multiple components
Determine how RPO can be utilized in your organization
Recognize that RPO is not just one process but a series of processes that can be used as needed
Learn the benefits that RPO can have on your organization
Identify how to build alignment between recruitment efforts and corporate strategy
Seek next steps to improve recruiting and be creative in a competitive, employee-driven market
Curios what workforce automation looks like? Insight is critical to making business decisions. Learn how ADP can help your business gain valuable insight into your workforce.
The Future of Finance in a World of Global Digital Transformation3Sixty Insights
Blue Hill Research's Hyoun Park explores how the Future of Finance will change as Digital Transformation, the Internet of Things, the Subscription Economy, and microservices start to take over the business world.
ROEI®: Return On Employee Investment® Increase Competitiveness Through Your ...Sage
Why are some companies thriving while others are struggling to stay in business? What is the distinctive difference between a good company and a truly great company? The answers to these questions can only be found when looking at what defines the company: its people. The people who make up a company are that organization’s unique and biggest asset. For most businesses, the workforce is also its largest expense, or better put, its largest investment.
At Sage, we believe that employees are the most important component in the quest to improve business results. It makes sense to treat employee-related expenses as an investment in the workforce. Like any other investment, this critical company investment must yield a healthy return. We call that the Return on Employee Investment® or ROEI®.
This white paper looks into investments that can help a company maximize the value of its workforce, and shows how technology can help improve ROEI and build a more profitable and successful business.
Ways and Means Committee review of previous budgets and metrics evaluation. Some comparisons are made with neighboring towns. Submitted to the administration and the school board.
Presentation Avila coworking-avila business center-managing business centervs...Avila Spaces
Managing Business Center Vs. Coworking or Managing Business Center WITH Coworking? We present the Avila Business Center/Avila Coworking vision about the advantages of having both models together at the same space.
Direct and digital marketing for commercial property owners and agents. We can help you find your next occupier. Bespoke databases, postal and email campaigns, telephone follow up, responsive design SEO-driven websites.
How to Choose the Right Office Space by Rosario Carbonell, Office Expo 2014KMC Savills, Inc.
Rosario "Cha" Carbonell, KMC MAG Group Associate Director presented this document in the recently concluded Business Startups Expo (Office Expo) in Megatrade Hall 1 last May 9 to 10, 2014. She discussed the factors that should be considered when leasing or renting an office space in the Philippines: occupier attributes, building specifications, lease information, and lease terms. She also included info on the current rental rates and yields in Metro Manila's top 3 CBDs as well as regarding lease contracts and tenant/landlord requirements and rights.
Business plan for consulting and e learningUpendra K
This is a Quick reference Guide for Consulting and eLearning with contents as follows,
1, Business Basics
2, Business Strategy
3, Finances
4, Sales and Marketing
5, Partnership & Associations
6, Checklist for Business Start-up
Increasing the Growth & Scale of Your BusinessJC Duarte
A Strategic Execution Framework to grow & scale your business
✓ Are you looking to improve your revenue growth by 3x within the next 12 months?
✓ Would you like to improve profitability by +10 - 30%?
✓ What could you accomplish with an increase of productivity by +30 - 50%?
✓ What would an increase in employee engagement by +40 - 70% look like?
✓ How about Net Promoter Score based Customer Success by +30 - 50%?
Management Reporting and Innovation - IPA Conference 2015Chris Catto
Management Reporting that Drives Innovation and Entrepreneurship. IPA NSW Conference Presentation on how Management Reporting can be a catalyst for innovation.
www.trinityp3.com
Mark Bowling, TrinityP3 Senior Consultant based in Singapore recently addressed the World Federation of Advertisers Sourcing Forum on the current issues and trends in Marketing Management and Marketing Procurement and Sourcing.
In the presentation he discusses:
1. Scope of work setting and management
2. Agency remuneration models and trends
3. The challenges of a performance based remuneration model
4. Issues encountered during agency negotiations
5. Agency roster relationship and performance management
2. • Newbridge Business Centre as a business
centre and serviced office services in office
and corporate property portfolios and my
continual role & contribution to Newbridge
Business Centre as a Regional Sales Manager
3. Business Offerings
• Serviced Office - 70%
• Meeting Rooms - 10%
• Video Conferencing - 5%
• Virtual Office - 10%
• Mobile Worker - 5%
4. My Team Management Skills
• Team Allocation
Out of 20 Team members, depending upon their skill sets, strengths & experiences and given the Choice to me, I would like to allocate team as
below:
2 Channel Managers
3 Managers with 5 reportees each to handle Direct Accounts
• I am Result- Oriented and follow transformational leadership (inspiring): Leading from the front by
setting examples
• Manpower attributes I normally consider in each team member:
Desire to Learn
Ability to Reflect
Effective Listening (plus thinking) Ability: He / She will be made capable to understand clearly
and precisely what is expected of him / her.
• Formal & Informal Trainings, on-the-field Coaching
• SMART Goal Setting: being Specific, Measureable, Achievable, with Relevancy and Time bound
• Organise & Discipline: overcoming the common and usual challenge with teams i.e. Organising and
Disciplining to the highest degree and distinctly making each individual realize the communication
& understanding of the Management’s expectations of the Goals & Objectives from each Individual
and working with them towards achieving each individual’s targets and the overall team’s target.
5. • Reward & Recognition
• Creating the sense of competition in the team
• Creating Cohesion by organising get-together, announcing performer, knowledge-sharing, etc.
• Adding personal Value to the team so as to keep Attrition (of salesforce) under control i.e.
controlling team members from leaving the team (or joining competition) and also to personally
harmonize each individual’s life.
• Regular & clear communication of the management / organisation’s objectives & goals thus helping
and aligning the team to share a common vision.
• Creating Authority from knowledge and work rather than power.
• Monitoring Performance & Productivity of front line managers and front line members and
keeping close supervision on team member’s customer interaction methodologies and
correcting wherever required with team members.
• Conducting Surprise visits in the field.
• Setting clear Standards & Expectations from each Manager & front liners and collectively
from the team
6. • Replicating best practices amongst team members i.e. observing certain success factors of a
particular individual and implementing it across team members. The best practices that brings in
success in particular individual is shared and hence the best practice is made a common practice
thus upgrading each individual and also gearing up towards higher benchmarks by increasing the
operating standards of the entire team.
• Being open to learnings and picking up the strengths of an individual and growing further on their
strengths. (at the same time working simultaneously to overcome their weaknesses).
• Since Newbridge has team members mainly from the Hotel industry, to emphasize, I have the
experience of handling Hotel management graduates, as in my current team, I do have managers
who have done Hotel Management from IHM and one of them also being an MBA from New
Zealand and also handled IHM graduates earlier when in telecom.
• I have expertise in handling direct team size of 25 to 30 with augmented team of 70 to 80.
• Follow the FISH! Philosophy of Management
7. Target Audience or WHO use Serviced Office Space
Types of Business
I.T. 41%
Business Services 24%
Financial Services 21%
Others 4%
Manufacturing 4%
Retail/Leisure 4%
Transport & Distribution 1%
0% 10% 20% 30% 40% 50%
8. Activities Undertaken From These Centres
New Business Development 65%
Marketing / Sales Team 58%
Client contact- Business Identity 42%
Admin support 42%
Core HQ functions 27%
Short term projects 25%
Spill Over space for activity 4%
Other 4%
0% 10% 20% 30% 40% 50% 60% 70%
9. Headquarters of Multinational firms most likely locations
(Target audience for our services)
United States 45%
United Kingdom 25%
EMEA, AsiaPAC & RoE 30%
0% 10% 20% 30% 40% 50%
10. Various Channels to partner with to penetrate into
Target Market
• Real Estate brokers / Commercial consultants / Corporate Service Brokers-
10 % commission on first years agreement with customers and additional 2% in next year
• Online brokers / Overseas brokers, Architects / Interior Decorators, Builders & Developers
• Direct Accounts / Direct Corporates
Companies like:
Boeing, Glaxo, IBM, Sapient, Microsoft, Apple, Google, Facebook, Yahoo!, TCS, Infosys, Ramco, Amazon,
Tripadvisors, Expedia etc. and PSUs, govt. bodies mainly Cos. Into I.T., Business Services
(BPOs/KPOs), Financial Services (Banks / Insurance companies), Manufacturing, Retail / Leisure and others.
• Facility Management / Facility Consultants (particularly those who have multiple / global
presence)
• Big corporates like 3M executives or Insurance executives and so forth who operate from
home and are mostly on field who will require to avail Meeting Room services, Virtual
Offices, Mobile Worker services along with Serviced Office space.
11. • Travel Agents
Also tie up and conduct Loyalty programs with Airlines like Continental, American Airlines, Virgin, British
Airways, Jet Airways etc. as High Flying executives from United States,Europe, Middleeast, Africa, Australia
fly to India using these airlines
• Target I.T., Telecom cos., BPOs/KPOs, Call centres, Insurance cos.
• Target Young entrepreneurs wanting to set up a new start up business. However, this can lead
to success as well as higher rate of failures incase the clients business does not click!
• Colleges / Management Institutes: so as to target growing entrepreneurs for new businesses
• Advertise on Google, SEOs
12. • Advertise on Online International Technology related websites like CBS Moneywatch, etc.
They keep sending news letters in emails to millions daily globally. Initiative of CBS News
• Advertise with Online popular IT magazines mainly in the U.S., U.K., ASIAPac, Middleeast
along with in India.
• Participate in Networking Events & Associations, EXPAT Communities
• Organise and participate in Seminars.
13. Various Target Setting parameters for team members
• Different Objective Targets can be set for the team:
Managers:
1) No. Of Engagements with various channels / corporates
2) No. Of Opportunities created
3) Funnel Size (in terms of projected revenue product wise)
4) New Case Addition per day / per month (new cases / companies added in the funnel)
5) Trainings undertaken with team
6) Revenue Booked / Closures
7) Team Productivity & Effectiveness
Front liners:
1) No. Of fresh calls made per day, No. of leads generated per day, no. of follow ups
2) No. of cases in the funnel in various stages of the sales cycle
(i) Prospects Generated out of suspects (ii) Interest Generated
(iii) Building Solution & Proposal Submission (iv) Need Justification
(v) Negotiation (vi) Order Won or Order Lost (Reasons for order loss)
(vii) References from existing customers & Repeat Orders
3) Closures
14. 5) Targets can also be fixed around other complementary services offered or other IT
services like Data Hosting, co-location services or other such services as the management
will like to decide to operate upon.
6) Incentivising as per requirement
• As and how I get into action and operations I will further set new target parameters
depending upon circumstances
15. Challenges foreseen in the business
• Interacting with brokers-
They normally work only for commissions
They are too unstructured and raw
The above challenges will overcome as Iam a local here since past 20+ yrs and posses the
requisite communicational skills required for rapport building with such brokers
• With corporates- Will be to maintain rapport with decision makers incase decision makers
are stationed at overseas head quarters
This will be over come by Direct Account handling/mapping & My Global Account
Management skills.
Account mapping and constant engagement with such decision makers through various
modes of communication.
Such serious prospects will definitely have an interface locally available.
16. My control mechanism requirement
• CRM to capture, update leads & account details viz. Salesforce.com
• Conference Call enabled telephones to conduct regular telephonic meetings/Reviews across offices
and team members
• Bridge numbers (or Video Conferencing, if possible) so as to conduct client calls if client is overseas
or conference calls and also to hold team meetings across offices.
• VoIP enabled phones to make international calls to clients.
• Savings sheet calculator normally excel to display cost-benefit analysis and RoIs
• Budgets for acquiring databases and to participate in expat association meets and other such
networking associations
• Online marketing support with Facebook, Tweeter, SEOs and Linkedin
• Budgets
17. Day to day activities
Day to day activities will primarily consist of:
• Lead Generation & Database building (through my existing database & required fieldwork)
• Account visits with team members and assisting in negotiations & closures
• Channel rapport building & motivation along with Channel Managers
• Training on the field(sales pitch, cold call trainings, account mapping, identifying the decision
makers & key Influencers in accounts)
• Daily morning/evening team meetings to discuss achievements & failures of the day
• Strategising & Planning
• Surprise visits in the field
• Trainings
• Report generation & analysis of region sales
• Reporting to seniors with requisite reports
18. And last but not the least….
Manage and control the sales funnel so as to have enough number of cases in order to meet or
exceed the revenue targets of
Gurgaon: INR 88 Lakhs per month
And Noida: INR 22 Lakhs per month by December 2012 and henceforth growing the region
thereon…
(as discussed)
19. My computer Skills & Trainings
• MS Excel
• MS PowerPoint
• MS Word
• Exposed and used CRMs like SAP, Oracle, Salesforce.com, Lead Management system, JIGSAW
• Webinars, Slideshare
• Google Docs
• Extensive use of Google maps
• Completed Systems Management from NIIT (2 yrs course, GNIIT)
• Additional certificates: ITIL v 3 Foundation
• Trainings undergone:
Customer Delight / Salesmanship & Peak Performance / Team work / Leadership / Selling
through NLP / SPIN selling / Exposure to six sigma.