Fundamental Analysis - Employees Standard

An Organizations quality can be ascertained by the Working Employees standard. Standard Employees Organization anytime flourish and stand well. The New Ideas, from the Employees will be considered, may also seems to be young. In those manner, getting standard employees, and to maintain at par they should be treated in High standard with all remunerations.
 
They are,
 
1) Attractive Salary,
2) The Employees themselves and the Organizations to flourish opportunities need be created and Executed.
 
While we look back for a while to TATA Group and recalling back, by providing their employees,
 
1) Attractive Salary,
2) Refrigerator,
3) Vehicles required and so on, like

Various benefits were offered for their employees before a period of 30 to 40 years back. So, while selecting a stock we must look back to its Employees Standard.

Creating Brand Ambassadors:
How to Help Employees Promote the Brand ?

While attending a market research seminar recently, I noticed the cellular phone company employee sitting next to me pulling out her phone to place a call. I commented that the phone was made by one of her employer's competitors. "Oh I don't actually use our phones," she laughed. "Too unreliable."

It's unlikely that any of the people who overheard her comment will ever buy one of the phones that her company makes either.

An organization's brand is one of its most valuable assets and what differentiates it in the marketplace. As this story illustrates, the brand promise that an organization makes to consumers is not only delivered through products and services, but also through the behaviors of the employees — or brand ambassadors — who represent the brand with every move.

After all, an organization can devote unlimited advertising proclaiming that it is customer-focused, but nothing conveys this more clearly than the customer service hotline or the company receptionist's greeting. Ultimately, identifying what makes a corporate brand valuable and then helping employees to become active advocates who live and breathe the brand promise results in better employee and customer experiences.

So, how does an organization successfully engage employees so they understand the brand and act as advocates on its behalf?

Successful branding involves a complex formula. Identifying the brand and determining how to position it in the marketplace is only one part of the solution. The rest of the answer lies in ensuring that employees are demonstrating the value of the brand on a regular basis — both inside and outside the organization.

Employee brand advocacy is a competitive advantage ! 
 
The power of employees who are truly engaged as brand advocates is difficult for competitors to replicate.

JRS Consulting conducted employee focus groups for a client that had recently laid off 10 percent of its workforce and wanted to determine how to re-engage remaining employees. Our research revealed the pride that employees felt about the unique heritage of their corporate brand. This pride formed the basis of an emotional benefit that employees associated with their now struggling employer — feeling proud to be a part of the overall organization, even when the business environment had become extremely challenging.

This association was incredibly valuable to our client, and virtually impossible for competitors to duplicate. It was an emotional benefit that employees associated only with "their" brand and they wanted very much to help the brand to regain its stature. There was clearly an opportunity to engage employees in helping to support and get the beloved brand back on track by appealing to their sense of pride in working for the organization and supporting the company's new vision.

Brand advocacy starts with leadership
 
If top leadership within an organization lives and breathes the brand, employees are much more likely to embrace it as well. It is therefore critical that an organization's CEO leads by example and always acts as an advocate on behalf of the brand. Communication professionals can assist their executive leadership by encouraging them to constantly communicate about the brand and share examples of how they bring the brand to life.

In Building Strong Brands, author David A. Aaker provides a powerful example of how Mike Harper, President of ConAgra Foods, led that organization's brand evolution. After suffering a heart attack in the early 90's, Harper realized that he needed to adopt a healthier lifestyle. When he examined the foods that ConAgra and others made, he was surprised to learn of their high fat content. So, Harper decided that ConAgra Foods would develop and market more nutritious and healthy products. As a result, the Healthy Choice brand of frozen dinners was introduced to consumers. In fact, because of Harper's leadership and the success of the frozen dinners, the Healthy Choice brand name also appears on other products including soup, ice cream and deli meat.

Give employees the information they need
 
Employees can't be brand advocates if they don't understand the brand. Therefore, it's important to communicate the organization's brand to employees — both implicitly and explicitly.

Key messages about an organization's brand and its positioning should be integrated into all communication vehicles including the employee newsletter, Intranet, emails, voicemails, speeches and town hall meetings. For example, The Body Shop brand is characterized by a strong commitment to being environmentally friendly. So, employees receive regular updates on the environment through training courses and newsletters and are also encouraged to share what they learn with others.

Brand resources should be readily available to employees. This includes everything from information on corporate identity standards and brand guidelines to tools that help employees talk about the brand.

To engage employees, consider holding an employee celebration recognizing the organization's brand and heritage. This is not only a great way for employees to come together as a group, but also helps instill a sense of pride that everyone is working toward one common goal — to build and enhance the brand. For example, McDonald's Corporation holds Founder's Day each year, a celebration where employees remember the unique history of their company and commemorate the growth of the Golden Arches brand. And to help make Founder's Day even more memorable, it is always held on the birthday of Ray Kroc, the company's founder.

Provide employees with opportunities to "live" the brand
 
Once employees understand the organization's brand, it is critical to provide them with tangible ways to be brand advocates. At Yahoo, some employees allow their vehicles to be painted with the Yahoo logo. Of course, this might seem extreme to some, so it is important that employees have options so they can choose a brand advocacy role they feel comfortable with. Other ways to be a brand advocate might include volunteering in the community on company time or sharing a perspective about the company brand with new employees at orientation.

Recognize brand advocates
 
It's important to shine the spotlight on employees who are bringing the brand to life within the organization. This encourages brand advocates to keep up the good work and also shares concrete examples to inspire others to get involved. The CEO can recognize brand advocates during meetings and in voicemails and emails. Employees who are bringing the brand to life can also be featured in employee newsletters and the Intranet. At Southwest Airlines, Colleen Barrett, President and COO, recognizes employees who bring the brand to life in "Colleen's Corner," a monthly column that runs on-line and in Spirit, the airline's in-flight magazine.

Some organizations choose to get consumers involved in recognizing brand advocates, too. Westin Resorts, for example, gives guests lapel pins when they check in and asks them to give the pin to an employee if they feel like he/she has exceeded expectations. This type of recognition helps to build a personal connection between consumers and the brand.

Explore understanding of your brand among employees
 
A brand is only as strong as its advocates, so it's important to keep a pulse on brand awareness across the organization. Consider holding focus groups on a regular basis to help explore employees' understanding of the organization's brand. This employee feedback will help identify which characteristics of the organization's brand are most meaningful to employees and which might need updating or changing.

For example, JRS Consulting tested a multi-million dollar advertising campaign that positioned a global travel organization as a wonderful employer, promoting a good work atmosphere and benefits. However, employees in our focus groups argued that the claims were untrue. Further investigation at corporate headquarters revealed that the employment conditions described in the advertising were not universal among all locations, and the campaign was scrapped. This not only saved the organization money, but kept it from alienating one of its brand's most important assets — its employees.

Fundamental Analysis - Stock Investors Service

We Majority are share holders in various Organizations in a small scale. While being like this, our investment related services is very much Essential. It may incur from tiny to Large matters. For Example            

(i)      Name Transfer,

(ii)      Delayed Dividend, ( not in the Appropriate time ),

(iii)     Rights, Bonus like issues delayed, all are tiny matters, in which the concerned organizations must fulfill the investors needs in a speedy manner.

                  

The persons whom are having Large Organizations stocks may not suffer from such problems. Apart from this the Biggest problem is Unfaithfulness in activity.

                  

Today we could hear, many promoters with the help of Investment Bankers / Auditors increase their stock percentage ( To deceive the small investors benefits ) Moreover by publishing Warrants, gaining by fluctuating the stock prices, Merging another Organization in cheapest prices, and so on. These such activities, not performing, having Good track record, companies can be invested. Purely considering the stock investor, as a partnership (Company) it must be present.  

Fundamental Analysis - Customer Service

The very important point for any Organization is customer service. In India Private sector banks, grown more are mainly based upon Public sector Banks. To that level, the customer service of those    banks are performing. In the same manner private sector Telephone( Also Cell phone ) Companies growth are also mainly based upon our B.S.N.L. Even today some State / Central Government based organizations are still asking what is Customer service ? To open a bank account or to avail a New Mobile phone connection , we usually go where the customer service is satisfactory. Like us, many people if approaching that company the business develops, for the said company. Gains may increase. So that the stock prices we are holding may also increase. Those Organizations keen and interested in customer satisfaction and service may perform much better for Long term investment. So, draw special attention to the companies stock purchased how performing regarding customer care.          

                  

An Organization, considering the best as customer service may definitely treat the stock investors also in the same manner is definite. In Industrial sectors, since the competitors are increasing, no doubt the customer service entirely differs the Organization to other is the Truth.

Fundamental Analysis - Human Resources Management

Organizational Psychology holds that successful organizations do not owe their success solely to market realities and sustainable competitive advantages. Actually, there is a lot more. Successful companies are those that consider their human capital as their most important asset. Facts and figures are the quantitative elements of successful management, yet the qualitative, i.e. the cognitive aspects, are those that actually make or break an organization.

Human Resources Management (HRM) is the strategic management of the employees, who individually and collectively contribute to the achievement of the strategic objectives of the organization. Assuming that the employees of an organization are individuals with own mental maps and perceptions, own goals and own personalities and as such they cannot be perceived as a whole, HRM holds that the organization should be able to employ both individual and group psychology in order to commit employees to the achievement of organizational goals.

Aiming to enable the organization to achieve its strategic goals by attracting, retaining and developing employees, HRM functions as the link between the organization and the employees. A company should first become aware of the needs of its employees, and at a later stage, understand and evaluate these needs in order to make its employees perceive their job as a part of their personal life, and not as a routine obligation. To that end, HRM is very crucial for the whole function of an organization because it assists the organization to create loyal employees, who are ready to offer their best.

The HRM activities in modern organizations are typically performed in communication with the General Management in an effort to provide a variety of views when a decision must be taken. In that way, decision making is not subject to the individual perceptions of the HR or the General Manager, but it becomes the outcome of strategic consensus.

The main goals / responsibilities of HRM are:

• To retain low employee turnover rate by inspiring people to work for the company

• To attract new employees

• To contribute to employee development

To achieve these goals, Human Resources Management trains and motivates the employees by communicating ethical policies and socially responsible behavior to them. In doing so, it plays a significant role in clarifying the organization's problems and providing solutions, while making employees working more efficiently.

On the other hand, challenges do not cease for the HRM. Modern organizations can survive in the dynamic, competitive environment of today only if they capitalize on the full potential of each employee. Unfortunately, many companies have not understood the importance of the human capital in successful operations. The recruitment and selection of the best employees is a very difficult obligation. Even companies that are voted in the top-ten places to work at, often endure long periods of hard work to realize that human element is all an organization should care about.

New challenges arise even now for the organization, and it is certain that new challenges will never cease to emerge. Therefore, the use of proper Human Resources techniques is a really powerful way for organizations to overcome these challenges, and to improve not only their quantitative goals but also their organizational culture, and their qualitative, cognitive aspects.

Fundamental Analysis - Industry Regions

INDUSTRY FUNCTIONING REGIONS / COUNTRIES :-                      

Today’s Indian Economy is globalized. Our I.T. Companies are doing business Worldwide. Apart from local ( India ) International business are many times more. Due to the percentage of income being more from Foreign countries, the Economy in these countries may affect these Organizations also.  

                              

FOR EXAMPLE : CEMENT INDUSTRY -

Responsible for 7-8 percent of global cement production, India is the second largest cement market in the world, and also an exporter to 30 countries. The cement industry in India is divided into five geographical segments, wherein the North and South regions are the leading suppliers of cement. The East, West and Central regions face deficit of cement, thereby relying on purchases from the North and South. According to the Cement Manufacturers’ Association (CMA), there are 139 large cement plants and 365 mini and white cement plants in the country.

Overview

According to the Cement Manufacturers Association (CMA), cement sales for May 2012 were registered at 16.26 million tonnes (MT), which signifies a 14 percent growth over the same period in 2011. Although India is one of the largest cement markets in the world, its per capita consumption is only around 170 kg, much lower than the global average consumption of about 430 kg. According to the latest report from the working group on the industry for the 12th five-year Plan (2012-17), India would require overall cement capacity of around 480 million tonnes. This would mean the industry will have to add another 150 million tonnes of capacity during the period.

Leading players in this sector (by market share) are Shree Chem, Ultratech, Ambuja, Binani, ACC, India Cem, Dalmia Cem, Madras Cem, Lafarge, and OCL India.

Factors that will drive growth in this sector

·   Housing segment growth is leading to higher demand for cement for

homebuilding.

·   Government’s 12th Five Year Plan focuses on increasing infrastructure

(upgraded airports, ports, railway expansion, etc.) to drive construction activity.

·   Rise in commercial and retail spaces, along with hotels in near future, will

account for increased demand for cement.

·   Use of alternate fuels will help reduce low production costs and emissions and

further drive this sector.

·   There is an increase in the sale of blended varieties of cement - Portland

Pozzolana Cement (PPC) and Portland Blast Furnace Slag Cement (PBFC)

Road ahead

Though cement is the most preferred construction material in both housing and industrial works, its demand is directly linked to the development and growth of others industry domains, such as construction, infrastructure, finance, etc. The housing segment that accounts for a major portion of domestic demand for cement in India is expected to witness a demand of 4.3 million housing units between 2010 and 2014. Government initiatives to boost infrastructure development and ease transportation costs should keep the demand for cement on a consistent rise. Furthermore, there are unexplored markets in the country, like the under-supplied North-east region, that are currently experiencing increasing demand for cement.

SURROUNDING ATMOSPHERE :-

         

Today each and every Organization must obey the Surrounding atmosphere. Otherwise, the anger from Government or from general pubic, must be definitely faced. Due to those actions the industry      must suffer more. For example, Leather and Textile based industries. According to the Instructions of Law the Tirupur, textile industry suffered much more. Similarly the Tannery based business suffered, more several years back. Very recently “Sterlite Industries” of Tuticorin was directed by the Court order a closure. Finally the stock you ought to purchase must be Eco-friendly or else not creating much damage to the Surrounding atmosphere.