Name: Shashi Ranjan

PRN: 1062202048
Roll No: 20MBACSR39
Subject & code: HHM & MBA511A

Answer 1:
Job Description for marketing manager –
 Post & Job title – Marketing manager
 Location – Pune, Maharashtra.
 Working hour – Flexible – 30 hours per week as, 6 hour per day.
 Reporting to – Managing director
 Responsible for- Sale and Marketing Assistant

Purpose of job
 To create and implement a Marketing and PR strategy
 To identify and co ordinate market information on behalf of Higher
employees council
 To produce appropriate marketing collateral as required
 To produce appropriate PR collateral as required
 To administer the preparation of quotes
 Manage the day to day work of the sale and marketing Assistant
Job Responsibilities:
i. Contributes to marketing strategy by studying economic
indicators, tracking changes in supply and demand, identifying
customers and their current and future needs, and monitoring
the competition.
ii. Obtains market share by developing marketing plans and
programs for each product and directing promotional support.
iii. Maintains relations with customers by organizing and
developing specific customer-relations programs and
determining company presence at conventions, annual meetings,
trade associations, and seminars.
iv. Provides short- and long-term market forecasts and reports by
directing market research collection, analysis, and interpretation
of market data.
 v. Develops new uses for existing products by analysing statistics
regarding market development, acquiring and analysing data,
and consulting with internal and external sources.
vi. Maintains research database by identifying and assembling
marketing information.
vii. Provides marketing information by answering questions and
requests.
viii. Achieves financial objectives by preparing an annual budget,
scheduling expenditures, analysing variances, and initiating
corrective actions.
ix. Completes marketing department operational requirements by
scheduling and assigning employees and following up on work
results.
x. Maintains marketing staff by recruiting, selecting, orienting,
and training employees.
xi. Maintains marketing staff job results by counselling and
disciplining employees; and planning, monitoring, and
appraising job results.
xii. Develops marketing staff by providing information, educational
opportunities, and experiential growth opportunities.

Job Specification for Marketing Manager

The marketing manager is responsible for the total management of the
marketing department. The following requirements (job specifications)
were determined by job analysis and derived from the job description as
crucial for success in the marketing manager job. The candidate for the
marketing manager position will possess these qualifications.

Experience
 10 years of progressively more responsible positions in
marketing, preferably in a similar industry in different firms.
 Experience in supervising and managing a professional staff
of seven.

Education
 Bachelors Degree in Marketing specialization or a related field required.
 Masters of Business Administration, Marketing specialization preferred.

Required Skills and Characteristics

  Highly developed, demonstrated teamwork skills.
 Ability to coordinate the efforts of a large team of diverse
creative employees.
 Demonstrated ability to increase productivity and
continuously improve methods, approaches, and
departmental contribution. Commitment to continuous
learning.
 Expert in Internet and social media strategy with a
demonstrated track record.
 Demonstrated effectiveness in holding conversations with
customers, customer evangelism, and customer-focused
product development and outreach.
 Demonstrated ability to see the big picture and provide
useful advice and input across the company.
 Ability to lead in an environment of constant change.
 Experience working in a flexible, employee empowering work
environment. Structured or large company experience will
not work here.
 Familiarity and skill with the tools of the trade in marketing
including PR, written communication, website development,
market research, product packaging, Microsoft software suite
of products, visal communication software products, and
creative services.
 Experience managing external PR and communication
consulting firms and contractors.
 Experience in the global marketplace is a plus.

The selected marketing manager must be able to

perform effectively in each of these areas:
 Researching and evaluating new product opportunities,
demand for potential products, and customer needs and
insights.
 Overall marketing strategy and execution of plans for the
existing products.
 Working with product development teams to manage new
product development.
 Managing launch campaigns for new products.
 Managing distribution channels for products.
 Ensuring effective, branded marketing communications
including the company website, print communication, and
advertising.
  Managing media and marketing staff and external PR
agencies.
 Analysis of the effectiveness of all marketing efforts.

Answer 5 :

Needs & Important of employees engagement:

As a Leader, keeping our employees engaged is perhaps the
biggest challenge we face. It’s also a huge opportunity to gain
long-term commitment and discretionary effort from our team.
That effort will ultimately lead to higher sales and fewer
mistakes.
There is more and more convincing evidence that improving
employee engagement can significantly improve company
performance across a number of key areas, such as;
profitability, productivity, customer satisfaction, innovation,
health and safety, sickness and absence, turnover and well-
being.
But, in order to achieve that, our engagement efforts have to
be aligned with our overall business strategy. Implementing
unplanned ideas and activities that we think might help,
without monitoring or measuring their impact, is a waste of
time and resources.

Here is the list of employee engagement activities:

1. Workplace Parties
Most companies throw annual summer and winter parties to
celebrate another year of business. Additional festivities like
Halloween parties, Thanksgiving dinners, and other celebratory
parties make people feel as though they’re a company’s priority.
Two annual parties are enough, but make sure they count. For
example, make sure to invite families, significant others, and
spouses to these events. To save money, throw a party during
the day, or barter with other businesses for their services.

2. Learning Lunches
Learning lunches are the perfect way to bring our team
together and help them learn. Encourage different
departments to share what they’re working on, recognize
birthdays, and tackle a new topic as a team. Bitly hosts lunch
and learns once per week because they build community,
foster learning, and helps with transparency. Just make sure
they’re short and sweet, not boring. No one wants to have a
long lunch meeting. Keep these lunches light and fun!

3. Employee Games, Tournaments, and Competitions

Employees love getting involved in games, tournaments, and
competitions– and they don’t have to be fancy. Consider
hosting a ping pong or pool tournament, or challenge the office
to a bake off. Even creating an office-wide fantasy football
league can do wonders for the employees at your organization.
Some offices hold 5K races and other sporting events as well.

4. Special Days
Special days such as “Bring your Dog to Work Day” change the
pace and give employees something to look forward to. People
Magazine even compiled the cutest photos from “Take Your
Dog to Work Day.” Other ideas? Bring your child to work day,
pajama day, or even a “no uniform” day can all engage and
excite employees.

5. Trainings
Trainings have a reputation for being boring. That’s because
they often are! But if we are able to bring in a special speaker
for a truly interesting and invigorating training session, we can
engage our employees and teach them something new.
6. Recognition Programs
Recognition programs are a great way to get employees to
engage with each other. Zappos is famous for this type of
strategy and has four ways that employees can reward each
other. They have a “Zollars” program where employees can
earn Zappos money, as well as a parking program that lets
employees give each other the best spots in the company lot.

7. Sports Events
Sports events are a great time to bring our employees and their
families together. Choose a local basketball, baseball, or soccer
team, and invite everyone. If you’re tight on cash, consider a
college or minor league game. If you have a marathon that goes
through your city, host a party along the route with all your
employees.

8. Team-building Activities
Team-building activities, especially those outside of the office,
are something that employees love. Laser tag, go-cart racing,
and bowling are all options, as are brewery and winery tours.
These types of activities will facilitate bonding outside of the
workspace, and give employees common ground.

9. Bar Nights
Many workplaces hold bar nights per week at a local watering
hole to offer employees the opportunity to blow off some
steam. Just make sure we are offerings outside of alcohol-
related events, as they can be exclusive to those who don’t
drink. Bar nights should be a supplement to other employee
engagement activities.

10. Fundraisers and Charity Days

Fundraisers and charity days are a great time bring employees
together for the common good. Often these causes affect our
employees, so give them the opportunity to organize events for
causes they are passionate about.

Answer 3 :
The rapid spread of COVID-19 has forced three-quarters of U.S.
states to issue stay-at-home orders, impacting nearly 300
million Americans, as of early April. While many states have
certain exemptions that allow “essential” businesses to stay up
and running, thousands of companies across the country have
shifted the majority of their staffs to remote work, whether or
not explicitly required to by their state or local government.

This shift can create many logistical challenges for companies:

How do they continue recurring meetings? Do they need to
reroute desk phones to employee cell phones? Are there any
processes that aren’t currently set up to be completely
paperless that need to be updated? For some organizations,
these are brand-new challenges. Others may have years or
even decades of experience with remote staff.

But even for companies that have robust remote work

infrastructures in place, there are often challenges with
employees themselves. Many employees have little to no
experience working remotely. This means they might have
issues with dealing with the necessary technology, managing
distractions, staying organized at home, or a host of other
concerns.

In this feature, we’ll provide some tips and strategies for

training and preparing staff for remote work, including advice
we received from industry experts.

Advanced Training
At this point, it is probably too late for many readers to set up
advanced remote working training as part of the COVID-19
pandemic; however, the current crisis is not likely to be the last
or only time companies want, or need, to shift staff to remote
work arrangements.
Advanced training can give employees the tools and skills they
need to succeed in a remote environment while they are still in
the in-person, face-to-face environment they are used to.
We should note that while it’s great to be able to provide
advanced training, it’s never too late to start. Even for
companies that have already shifted most, or all, of their staff
to remote roles, it’s never a bad idea to provide a broad
overview of tools and strategies for making the change a
success.

Time Management and Organization

Not all staff are cut out for remote work, but necessity may
demand they be as successful as possible nonetheless. Two of
the biggest challenges for many when working from home are
managing time effectively—including avoiding distractions—
and staying organized.
These are skills employees may demonstrate well in the office
but struggle to maintain at home. Managers need to be aware
of this possibility and provide resources and strategies to help
staff address potential challenges.

Remote Communication Etiquette

Just because videoconferencing, e-mail, and instant messaging
are the virtual equivalents of in-person meetings and one-on-
one interactions doesn’t mean the same “in-person” etiquette
and professionalism will naturally translate.
Some individuals seem to lose track of basic etiquette when
transitioning to a virtual format, and some rules simply don’t
have a counterpart when switching from in-person to virtual.
Remotely Accessible Training Resources
Cornerstone Chief Talent Officer Kimberly
Cassady suggests that companies provide online access to
learning and development materials, including those focused
specifically on how to effectively work remotely.

“For example, if your organization has adopted a more flexible

work from home policy, a learning course on how to stay
productive when working remotely can help employees
manage their tasks and stay engaged,” she says. “Meanwhile,
online courses about stress management and mindfulness can
help employees navigate worrisome situations—while
simultaneously equipping them with important soft skills for
the future of work.”

Emotional and Mental Well-Being

Technology, logistics, and work habits are obviously key
considerations for training remote workers. But it’s important
not to lose sight of the emotional and mental changes that staff
with limited to no previous remote work experience might be
dealing with.
“Loneliness and depression are major pain points for remote
workers, and those that are new to working from home can be
negatively impacted by the sudden drop-off in social
interaction,” says Peter Jackson, CEO of Bluescape, a California-
based software company. “This can lead to a breakdown in
collaboration and productivity, especially as those who are
used to face-to-face meetings struggle to identify how to
establish those same connections virtually.”