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Business ResearchToday Business Research is the foundation for all new and growing Businesses.From Manufacturing to Services sector ,all businesses have unique problems and issues of sustainability.Business research in areas of uncertainity is imperitive as a tool to keep it going as well as proactively avoid major shakeouts.New Ideas and innovations also need to be tested and well researched in implementation to ensure success of the product.

SKYLINE has a group of experts having extensive knowledge base in Digital Marketing & Automation ,IT & Telecom,Tourism & Hospitality,Consumer products -FMCG as well as Durables,Phrama & Biogenerics,Healthcare,Automotive & ancilliaries and Infrastructure. These experts have impeccable credentials including cutting edge experience.They regularly attend sectoral meets hosted by industry Chamabers like FICCI,CII,and NHRD etc. and help them in bringing out reports.

The research resources available for focussed report generation,now essentially structured with global,regional ,national and local level perspectives,major players,their financials,business drivers,differential advantage,substitute threat,disruptive forces/changes,tariff barriers,sectoral technology evolution,market scenario and competition etc. are mapped Research assignments in the past include corporates like Honda,Tanishq,GMR ,Future Retail and CII and A T Kearney etc.

For further information,Please contact Praveen Puri at 9810877385

Maslow’s Hierarchy has long been a staple at MBA courses, but now a new pyramid has been designed outlining the 30 Elements of Value as needed by businesses. This has been developed by management consulting giant Bain. At the base level are the functional elements which simplifies tasks, save time, offer variety, reduce effort, avoid hassles, connect, organize, reduce cost and improve quality. The come the emotional elements which have therapeutic value, improve the aesthetics, reduce anxiety, provide access and generate entertainment. At the third level are the life-changing elements that lead to self-actualization, provide hope, motivate and generate a sense of belongingness. On top remain social-impact elements which lead to self-transcendence. The more is usually merrier, so companies or brands that can solve more of these, will provide greater satisfaction. Yet, some of these needs matter more, so they need to be focused more on. The digital plus omnichannel approach is most convenient.

Source:http://www.bain.com/infographics/EOV-B2C/

Uploaded Date:17 May 2018

A common trend highlighted by the World Health Organization (WHO) is that younger people are now more prone towards anxiety related disorders or depression than ever before. So, a study was conducted on college students in the UK, USA and Canada over a period of time stretching from 1989 till 2016 to gauge the truth behind this. The Multidimensional Perfectionism Scale was applied. Three kinds of perfectionism were tested, them being self-oriented, socially prescribed, and other-oriented forms. It was found out that indeed, students of the present generation are far more anxious and prone to phobias, depression and even suicidal thoughts. This business intelligence has been shared by the researchers of the Psychological Bulletin with universities, schools and employers. As a first tip, students must not consider failure as a synonym of weakness. Procrastination must be avoided at all costs, so work done is better than striving to achieve perfection. Beyond perfection, there are healthier goals to strive for such as diligence, perseverance and flexibility.

Source:https://hbr.org/2018/01/perfectionism-is-increasing-and-thats-not-good-news?utm_campaign=hbr&utm_source=twitter&utm_medium=social

Uploaded Date:17 May 2018

Social and technological forces are conspiring in a way to commit massive changes to the way work is done these days. Changes are also afoot at people performing the tasks and where they are getting executed. Business leaders are trying to understand these changes so that they may be better prepared to face the future workplace. To better understand this, Deloitte partnered up with marketing research agency Wiki Strat. Five major aspects were understood where changes are afoot, with two more such categories added later on. First of all, organization that will do well, will no longer grow in a linear fashion, but exponentially. Innovation will no longer be a one-time game-changer, but something that is to be a continuous process. Thus innovation will need to take place within the confines of a regulated business ecosystem. Due to digitization, consumers are no far more aware of the actual happenings, so companies will need to be ethical in their dealings and transparent about transactions. Talent management will really become tricky as millennials will dominate the workforce. They do not like getting tied down to rigid structures so will need to be given adequate freedom for the digital transformation to truly take place. The organization structure will need to be agile, so that such transformations can take place without major upheavals.

Source:https://www2.deloitte.com/insights/us/en/focus/technology-and-the-future-of-work/evolution-of-work-seven-new-realities.html?utm_content=buffereb68b&utm_medium=social&utm_source=twitter.com&utm_campaign=buffer

Uploaded Date:17 March 2018

A survey of CEOs held about a decade back by McKinsey revealed that these top executives give a lot of importance to a well laid-out talent strategy. Yet, many were displeased by the ongoing talent management practices as employed by the respective HR teams. Unfortunately, a decade on, little seems to have changed on the ground. The main disconnect lies with the HR Business Partners or HRBPs. In spite of being good at counseling junior staff, HRBPs with a strategic bent of mind, seem to be hard to find. To improve this search, firstly the title of the designation itself needs a change to Talent Value Leader. For this to succeed, the HRBP needs to be free from all operational responsibilities so he/she may concentrate on the strategic side. These Talent Value Leaders must get empowered enough to influence the overall company vision and corporate strategy. This will ensure that they will no longer be viewed as merely personnel managers. Finally, a proper pipeline must be developed for such potential leaders to succeed existing ones.

Source:https://www.mckinsey.com/business-functions/organization/our-insights/the-organization-blog/the-critical-importance-of-the-hr-business-partner?cid=winningtalent-soc-twi-mip-mck-oth-1803&kui=17sA7oKecCULSjckvFyRHg

Uploaded Date:17 March 2018

Talent recruitment is one of the most challenging yet rewarding experiences. While it is admittedly difficult to identify the real gems, in certain interaction and information-intensive jobs such as project management and software development, the disparity is immense. The start performers are understandably a staggering eight-hundred percent more productive than the rest. A study conducted by management consulting giant McKinsey puts the shortfall figure at a whopping forty-five million in the developing world over the coming years. Europe and North America will require another eleven percent college graduates to fill their shortfall. The employee value proposition thus has to be really strong to capture the real high-performers. If not, there may instead be negative reviews on sites such as Glassdoor or Job Advisor. As contradictory as it may sound, it is true that a mere five percent of employees in any firm or industry create positions for the rest ninety-five percent. Companies will be well-advised to focus on this five percent. UPS and Apple for instance have managed to attune their best employees to the key positions. The latter did face some struggle after the death of its iconic founder Steve Jobs, but eventually found their way back.

Source:https://www.mckinsey.com/business-functions/organization/our-insights/the-organization-blog/focus-on-the-five-percent?cid=winningtalent-soc-twi-mip-mck-oth-1802&kui=bScHTPv2OFb_G1tdgQgSZA

Uploaded Date:17 March 2018

Companies spend a lot of money and put in a lot of effort to rectify areas where they are not that good by either recruiting or providing corporate training sessions to their existing personnel. Instead, if companies could focus some part of this time on further leveraging their existing innate strengths, the results may actually prove to be better. This is particularly true for companies that are utilizing the concept of design thinking, as a lot of this aesthetic sense derives from inbuilt competencies. First of all, companies must be honest enough to acknowledge their weaknesses. But after this, it becomes equally crucial to understand the true strengths which may be leveraged. Problem identification is key here. While others may have certain diagnosis, one needs to find the real reason for whichever shortfall the firm is experiencing. Whatever strengths one has, those need to be accentuated to make up for the flaws.

Source:https://www.strategy-business.com/article/Design-for-Your-Strengths?gko=6fc72&sf180954936=1

Uploaded Date:16 March 2018

Traditionally, most companies have purely focused on the financials and growth. But this is not conducive for long-term development, so companies need to forge an identity of theirs. This will lead to a concrete value proposition to develop distinct capabilities. While the identity needs to be solid, the nitty-gritties may keep evolving, so the structure remains agile. There are several tests that can be taken to gauge this team identity. The first of these is the coherence test. Then there is the Strategy Profiler which gauges the effectivity of the corporate strategy in place. There is also a way-to-play tool and a right-to-win exercise.

Source:https://www.strategyand.pwc.com/strategythatworks/commit-an-identity?platform=hootsuite

Uploaded Date:16 March 2018

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