Tag: management

Managerial Skills by Katz

Katz’s Three Managerial Skills, widely used in management studies:

Katz’s Three Managerial Skills

Robert L. Katz proposed that effective managers need three essential types of skills to perform their roles successfully:

1. Technical Skills

  • These are job-specific skills that involve understanding and using tools, techniques, procedures, or knowledge of a particular field.
  • Example: An engineer knowing how to use CAD software, or an accountant using tally/financial tools.

2. Human Skills (Interpersonal Skills)

  • These refer to the ability to work effectively with people, communicate clearly, motivate team members, and build good relationships.
  • Managers with strong human skills are good listeners, team-oriented, and empathetic.

3. Conceptual Skills

  • These involve the ability to see the bigger picture, think strategically, analyze complex situations, and solve problems creatively.
  • Managers with conceptual skills can understand how different parts of the organization fit together and plan for the future.

Skill Importance at Different Managerial Levels

Managerial LevelTechnical SkillsHuman SkillsConceptual SkillsTop Level Managers Low High Very High Middle Level Managers Medium High Medium Lower / First-line Managers Very High High Low

Summary

Katz’s model highlights that:

  • Technical skills are most important for lower-level managers.
  • Human skills are essential at all levels.
  • Conceptual skills are crucial for top-level management.

Issues relating to development and management of Social Sector/Services relating to Health, Education, Human Resources.

For inclusive growth and employment, spending on social services as a share of GDP and investment in social infrastructure are of prime importance. The social sector pursues economic and social goals and is involved in providing social services to disadvantaged groups and communities, whether in urban or rural areas. Recent Economic Research focuses on social services including education, sport, arts and culture; public health and medical, family welfare; water supply and drainage and environmental sanitation; hotel; Urban Development; SC, ST and OBC welfare, labor and labor benefits; social security and welfare, nutrition, disaster relief, etc.

As education and health are two major areas of concern in the context of social sector development and human development achievements, this article explores their situation in India.

ISSUES REGARDING DEVELOPMENT AND MANAGEMENT OF SOCIAL SECTORS

In this regard, issues related to the development and management of social sectors/services are as follows:

1) Fundamental changes in the design of policies/programs needed to approach all segments of society.

2) Expand outreach equitably through people participation, outreach, use of technology, and direct transfer of benefits.

3) Access to education at all levels in rural and urban areas with necessary reforms of the education system to encourage career development.

4) Intensify efforts to impart skills needed to face the 4th industrial revolution, which is a fusion of the physical, digital and biological worlds.

5) An increase in total formal employment in the economy.

6) Challenges of providing both access to health care and access to quality health care nationally.

7) Construction rate of pucca structure housing in rural and urban areas.

EDUCATION

The liberalization of India’s economy has had a major impact on the country’s Gross Domestic Product (GDP) growth, with its economic growth accelerating f. The literacy rate has increased from 77.7% in 2020, while primary education universalization has largely been achieved and the dropout rate has decreased. However, despite significant progress, strong exclusions and disparities exist. Combining accessible affordability and quality assurance with good governance and adequate funding is always a concern.

HEALTH

Significant progress has also been made on the medical side, some diseases have been eradicated or are on the verge of eradication. There have been significant declines in the Index of Fertility (ISF) and the Infant Mortality Rate (IMR), and life expectancy has fallen from 36.7 years in 1951 to 69.66 In 2019. These achievements are impressive, but at the same time, our failures are more prominent. As such, this volume brings together the contributions of leading Indian scholars on a wide range of social issues, including the link between growth, poverty, and the social sector; efficiency of social sector spending in India; disparities in health status; Protecting IPRs in Health Innovations; pollution and health; universal primary education; problems encountered at higher education levels; and child labor issues.

ROLE OF CONSTITUTION IN ENSURING ECONOMIC AND SOCIAL JUSTICE

The right to health is not directly included as a fundamental right in the Constitution of India. The maker of the Constitution placed this obligation on the State to ensure economic and social justice. The fourth part of the Indian constitution is the Directive Principles of State Policy which has imposed obligations on the states. If we just look at these terms, we see that some of them are directly or indirectly related to public health. The Indian constitution does not stipulate the right to health care as a fundamental right. The Constitution orders the State to take measures to improve the health care conditions of the people. Thus, the preamble of the Constitution of India, among other things, aims to ensure social and economic justice for all its citizens. It provides a framework for achieving the goals set out in the introduction. The preamble is amplified and developed in the Guiding Principles of State Policy.

Article 38 of the Indian Constitution places on the state the responsibility that states must ensure social order to promote the welfare of the people, but without public health we cannot achieve this. this. This means that without public health, everyone’s happiness is impossible. Article 39(e) concerned workers to protect their health. Article 41 imposes on the State the obligation to provide public assistance mainly to the sick and disabled. Article 42 provides for the protection of the health of children and mothers through the maternity regime. In India, the guiding principle of state policy under Article 47 states that the primary duty of the state is to improve public health, ensure justice, the human condition at work, and prolong time sickness, old age, disability and maternity benefits are also being considered. In addition, state duties include the prohibition of intoxication and drugs harmful to health. Section 48A ensures that the state strives to protect and enforce a pollution-free environment for good health.

Training Process

Every business, whether for profit or not, public or private, needs well-trained and experienced staff to carry out the operations necessary to meet the organization’s objectives.

Employees must be trained to improve their skill levels as well as their versatility and adaptability.

Inadequate work performance, productivity declines, changes resulting from job restructuring, or technological breakthroughs all necessitate some form of training and development.

Training Process in HRM – Steps, Process and Phases

A training is not a one-size-fits-all event; rather, it is a step-by-step procedure that can only be finished after all of the required tasks have been done successfully.

  1. Assessment of Training Needs
    Prior to training someone, it is evident that it is necessary to determine whether the individual requires training and, if so, what the instruction should accomplish. As a result, establishing what training is required is generally the first step in the training process. Whether you’re training new or existing staff will affect how you analyse training needs.

    The most important step in determining new employee training needs is to figure out what the work requires and split it down into subtasks, which you then teach to the new hires. Analysing existing employee demands can be more difficult because you also have to decide whether training is the best option.

    The training needs are analysed with the help of following types of analysis:

    The entire organisation is examined in terms of its goals, resources, resource allocation and utilisation, growth potential, and the environment in this analysis. The goal of this analysis is to establish where in the organisation training should be prioritised.

Under organisational analysis the following elements are studied:

(i) Organisational Analysis:

(a) Analysis of Objectives and Strategies:
The entire organisation is examined in terms of its goals, resources, resource allocation and utilisation, growth potential, and the environment in this analysis. The goal of this analysis is to establish where in the organisation training should be prioritised.

(b) Resource Utilisation Analysis:
The major goal of this investigation is to see how organisational resources are used. This analysis looks at the contributions of several departments by generating efficiency indices for each unit, which aid in estimating the human resource contribution.

(c) Environmental Analysis:
This analysis looks at the organization’s economic, social, political, and technological surroundings. The major goal of this analysis is to determine the organization’s controllable and uncontrolled components.

(d) Organisational Climate Analysis:
The attitude of management and employees is examined in this analysis, as the support of management and their attitude toward employees is required for planning and implementing the training programme.

(ii) Role or Task Analysis:
It is a thorough assessment of all facets of the profession. It investigates the numerous operations as well as the conditions in which they are to be carried out.

Following procedure is involved in the task analysis:

(a) The duties and responsibilities of the task in question are listed using the job description as a guide.
(b) Creating a list of the job’s performance standards.
(c) Making a comparison between the actual and expected results.
(d) Identifying the components of the task that are causing problems in the effective performance of the job if there is a gap between the two.             
(e) Identifying the training requirements to address the issues.

(iii) Manpower Analysis:
The fundamental goal of this examination is to examine the individual’s abilities, skills, and growth and development. The manpower analysis aids in determining an individual’s strengths and shortcomings. It also aids in deciding whether or not he requires training. If that’s the case, what kind of instruction does he need?

The various sources of such information are as follows:

(a) Employee observation in the workplace.
(b) Conducting an interview with the employee’s boss and coworkers.
(c) The employee’s personal files.
(d) Tests and records of production. These sources will supply information on the employee’s current skills and attitude, which he should have.

2. Preparing the Training Programme:
The second step in the training process is to construct the training programme to suit these needs after determining the training needs.

The training programme should take into account the following considerations:

(i)New and experienced trainees
(ii) The kind of training materials that are needed
(iii) A person who will provide training as a resource
(iv) A training programme that is either on-the-job or off-the-job
(v) The length of the training programme
(vi) The training method.

3. Preparing the Learners:
The trainees who will participate in the training programme must be well-prepared for it. They will not be interested in learning the main components of the training programme if they are not prepared. As a result, learners should be adequately prepared so that they may get the most out of the training session.

Following steps are required for the preparation of learners for the training programme:

(i)Making the students feel at ease, especially if they are beginners, so that they are not frightened on the job.
(ii) Ensuring that the learners comprehend the relevance of the job and how it relates to the overall process.
(iii) Assisting learners in comprehending the training’s demands and objectives in respect to their jobs.
(iv) Creating interest in the training programme among learners to motivate them to learn.
(v) If on-the-job training is used, trainees should be placed as close to their employment as practicable.
(vi) Getting the students acquainted with the equipment, materials, and tools, among other things.

4. Implementing Training Programme:
This is the training program’s action phase. The trainer teaches and illustrates the new methods and knowledge to the learners during this phase. At this stage, the students are exposed to a variety of training exercises. To make the training a successful learning experience for the employees, the main topics are emphasised and one item is explained at a time.

To keep the learners’ attention in the training programme, audio-visual aids are employed to exhibit and illustrate, and the trainer encourages them to ask questions.

5. Performance Try Out:
The learner is asked to repeat the job multiple times, slowly, at this point. The trainees’ errors are addressed, and the technical and tough portions are explained again if necessary.

6. Evaluation of the Training Programme:
Training evaluation is an attempt to acquire information (feedback) on the impacts of a training programme and determine the training’s worth in light of that information. While organisations may spend a lot of money and time developing and implementing training programmes, the evaluation aspect is sometimes overlooked. This could be due to the assumption that determining the efficiency of training is difficult, if not impossible.

Only a comprehensive assessment of the real change in behaviour and performance on the job, over a long period of time, can determine the true success of training and development activities. As a result, the fundamental goal of training is to impart new knowledge, skills, and change in attitude and behaviour.

If training does not result in changes in any of these areas, it is completely useless. As a result, training is solely evaluated in terms of changes in skills, knowledge, attitude, and behaviour.











Under organisational analysis the following elements are studied:

(i) Organisational Analysis:

Summary of Union Budget 2021-22




The Union Minister for Finance & Corporate Affairs, Smt Nirmala Sitharaman presented the Union Budget 2021-22 in Parliament today, which is the first budget of this new decade and also a digital one in the backdrop of unprecedented COVID-19 crisis.

This year’s Budget lays focus on the seven pillars for reviving the economy – Health and Wellbeing, Physical and Financial Capital and Infrastructure, Inclusive Development for Aspirational India, Reinvigorating Human Capital, Innovation and R&D, and Minimum Government Maximum Governance. Several regulations around the securities market are proposed to be merged as a single code. Several direct taxes and indirect taxes amendments were also proposed.



Our FM starts the budget2021 announcement by mentioning the challenges during the pandemic and the vision of the Pradhan Mantri Garib Kalyan Yojana.
FM says that India has two vaccines made available and two more will be made accessible soon.
FM reiterated that the government is fully prepared to support the economy’s reset.
FM says the Budget2021 is based on 6 pillars.
Starting with healthcare & wellbeing:
Spending’s been increased
New scheme with an outlay of Rs.64K crore to be spread over 6 yrs
The above is in addition to the National Health Mission.


Support to rural & urban health centres
FM announces the Jal Jeevan Mission with an outlay of 2.87 lakh crores aiming to provide full-fledged water supply to all urban local bodies with household tap connections.
The FM proposed Rs1.41 lakh crores over a period of 5 Years for the Urban Swacch Bharath 2.0.


An amount of Rs.1.47 lakh crores, over a 5-year-period, from 2021 has been assigned for initiatives such as wastewater treatment, reduction in plastic waster, reduction in pollution and the like.
The Scrapping Policy has been announced in the Budget2021. The voluntary vehicle scrapping policy aims to remove inefficient vehicles so as to reduce vehicular pollution and oil import bills.
FM proposes an amount of Rs.35000 crore to manufacture and make accessible the COVID19 vaccine.


To strengthen nutritional content, delivery, outreach, and outcome, Government will merge the Supplementary Nutrition Programme and the PoshanAbhiyan and launch the Mission Poshan 2.0. Government will adopt an intensified strategy to improve nutritional outcomes across 112 Aspirational Districts.



Universal Coverage of Water Supply and Swachch Bharat Mission:

The Finance Minister announced that the JalJeevan Mission (Urban), will be launched for universal water supply in all 4,378 Urban Local Bodies with 2.86 crore household tap connections, as well as liquid waste management in 500 AMRUT cities. It will be implemented over 5 years, with an outlay of Rs. 2,87,000 crore. Moreover, the Urban Swachh Bharat Mission will be implemented with a total financial allocation of Rs 1,41,678 crore over a period of 5 years from 2021-2026. Also to tackle the burgeoning problem of air pollution, government proposed to provide an amount of Rs. 2,217 crore for 42 urban centres with a million-plus population in this budget. A voluntary vehicle scrapping policy to phase out old and unfit vehicles was also announced. Fitness tests have been proposed in automated fitness centres after 20 years in case of personal vehicles, and after 15 years in case of commercial vehicles.



Physical and Financial Capital and Infrastructure:

AatmaNirbhar Bharat-Production Linked Incentive Scheme

Finance Minister said that for a USD 5 trillion economy, our manufacturing sector has to grow in double digits on a sustained basis. Our manufacturing companies need to become an integral part of global supply chains, possess core competence and cutting-edge technology. To achieve all of the above, PLI schemes to create manufacturing global champions for an AatmaNirbhar Bharat have been announced for 13 sectors. For this, the government has committed nearly Rs.1.97 lakh crore in the next 5 years starting FY 2021-22. This initiative will help bring scale and size in key sectors, create and nurture global champions and provide jobs to our youth.



Textiles:

Similarly, to enable the textile industry to become globally competitive, attract large investments and boost employment generation, a scheme of Mega Investment Textiles Parks (MITRA) will be launched in addition to the PLI scheme. This will create world class infrastructure with plug and play facilities to enable create global champions in exports. 7 Textile Parks will be established over 3 years.

Thus, the budget was widely acclaimed and appreciated.

Designing the Buyer Centric Funnel

In these industrial times, all the companies want to bait their customers, in fact for a much longer time than just one visit or purchase. This leads to continuous, relentless competition in the markets for the purpose of bagging more and more loyal customers. This is where the use of a Sales Funnel enters the talk. But is it possible to keep your customers devoted to your product without a well-designed, blockage-free funnel? The answer is ‘no’.  A sales funnel signifies the path which is taken by a customer from being just an explorer of your product to being a loyal customer for a long time. Through this article, we will go into depths of a customer’s psychology and get some insights on how to design a “buyer centric-funnel”.

Understanding the Funnel

Why is this Funnel a requisite?

The requirement of an effective method for better sales of a company’s product cannot be dismissed, keeping in view of the increase in a feud for loyal customers in the market. Also, with the coming up of e-commerce sites, grabbing a customer’s attention will be the predominant field to work upon, for the sellers. 

Breakdown of the steps of a Buyer Centric Funnel
  1. Awareness- This is the key point that should be kept in mind while designing the funnel. Awareness does most of the work when it comes to putting the customer in a phase of scrutiny. To start with, we need to put forward a problem in front of the customer and provide a promising solution for the latter to build up the curiosity. At this stage, we wouldn’t mention our product to the customer.
  2. Consideration- Here, we need our customer to get so intimate with the product that he/she starts knowing about it like the back of his/her hand. We need to give out demos, free trials, triggers and customer stories to the customer to build up their trust in our firm because, to sell to a customer, you have to barge into the thought process of a customer.
  3. Purchase- Now you have to sell the product to your buyer and assure your product stands out from the products of all your competitors.
How to avoid Blockages in the Funnel?
  1. Get into your buyer’s head- That’s where the whole concept of ‘Understanding the buyer’s psychology’ comes in. We need to ask ourselves questions like “What inspires them to buy our product?”, “How can our product be a solution to their problems?”, “How can we redesign our product to fit their needs?” and work on the answers to these questions.
  2. Slogans- Through close study, we come to a conclusion that firms with good slogans are doing better off in the market. The slogans and advertisements of these firms draw customers by getting stuck inside their brains.
  3.  Quality Maintenance- The quality of your product and extended benefits to loyal customers also gives your firm a new standing among the competitors. We also need to carefully appraise the field where our product fails to deliver and redesign it with wit.
What is Flip the Funnel?

Flipping the Sales Funnel refers to the process of retaining the loyal customers of the firm to gain new customers. Some firms in the market tend to forget its old customers in search of a bigger reach and new customers which lead to the degradation of the firm’s reputation in the market.

To gain ground, we need to build new customers on top of the old ones which can be done by referrals of the consumers to one another. Referral and reputation go and hand in hand. In fact, referrals are the leading intermediary stage for building a good reputation for the firm. According to a survey, 92% of people trust referrals from people they know.

We also need to adapt to the new rules of the market and focus more on redesigning products according to the wants of our targets for our technique to be successful. Rewarding the everlasting customers will be a plus point to this.

CONCLUSION

The design of a proper sales funnel is the most crucial part for the firm and should be done with patience and sheer determination through proper study and fact consideration, for the firm to leave its mark in this market race.

“The best sales questions have your expertise wrapped into them.”

-Jill Konrat

Importance of Scrutiny

The word “scrutiny” is derived from the Latin Manus, meaning “to happen”. Therefore, the management refers to the management of a particular business. It refers to the process of determining a specific, clear goals, and achieve them, by making best use of resources.

This will help the Group to achieve its Goals, the framing of factors of production, to collect and organize resources and to promote the effective integration of resources to achieve the goals . It will guide the group’s efforts to achieve pre-determined goals.

1. The Optimal use of resources:
Management to ensure the optimal use of resources, in order to prevent potential losses. This will help you make the best possible use of the resources within the limits set by your organization and its environment.

2. Effectively, leadership skills, and motivation:
In the absence of an institution or a business, the process is going to be random and non-systematic. The employees will feel more comfortable when they can see a group of people who are working day and night for the sake of the further development of the organization. The management of the group’s operations more efficient and effective. This will give the employees the opportunity to work together to achieve their aims in a coordinated manner.

3. Change and Growth are the following:
The activities of the group, is operating in a fast-paced environment with minimal supervision. Factors such as changes in technology, government policies, competition, etc.

4. In order to complete the objectives of:
The Precision of Contacts have hired people from Uttar Pradesh and gave it to them, not only work, but also in the homes, but also in memory, and their children, too. Employees, in turn, was a hard-working, and companies with high retention rates, and flexible labor force and gave them a competitive advantage.