univcbsms.info

Starting up a business is an easy job to do, but making it successful is challenging, especially when you’re competing against several business rivals. In that case, targeting a niche market is perhaps the most successful idea you can work on.To succeed in your business, you first need to determine the market and identify the customers you’re going to target. This is what all the businessmen do. Usually, they target a large group of people with various demographics.However, a niche market is a defined group of people that have ‘particular’ needs. By keeping in view those specific needs, you operate your business to render the products or services that meet their demands. You deal in those special products or services which mainstream businesses have overlooked.For instance, many shoe brands provide a vast variety of shoes. But, if your business deals in providing shoes for people with plantar fasciitis, you are targeting a niche; a specific segment of the market. This is what a niche market is.Coming to the niche business marketing, it is specializing in one area of business while targeting a specific segment of the market.You Must Know Your Target Niche Market Inside OutDetermining your niche market is crucial for operating your business. It not only helps you to set and expand your marketing budget but also give you a clear insight into where to advertise. Further, it makes you stand out above your competitors.For selecting a niche, you need to think about what you are best at. So, you will have enough knowledge regarding the product or service you will be dealing in. To make it clearer, let’s take some ideas you can work on to run your niche business.Today, many people demand diet foods such as gluten-free, low-calorie, organic or vegans. However, they rarely find it in eateries. If they find their diet food online, they prefer to buy it online rather than preparing it at home. This is because it is more convenient for them.Similarly, certain people hardly get their size in apparel stores. Therefore, offering plus-sized and petite clothing to these potential customers will not be a bad idea for your niche business.Niche MarketingBefore getting down to the nitty-gritty of niche marketing, let’s talk about some businesses dealing in niche markets. Lefty’s, based in San Francisco, is a store that sells school stationery, gardening tools, kitchen goods and a lot more. What’s the best part? All their products are specialized for left-handers! Furthermore, they also offer customized gifts for the lefties in your life.Furthermore, Vermont Wooden Toys are known to offer their specialty; handcrafted toys. Based in the Green Mountain State, the business is owned by a proprietor Ron Voake. People buy his products because of certain values- dedication, love, and craftsmanship. They place their orders on the website or over phone calls.In the same way, you need to practice several marketing strategies to make the best use of your business. Take a look for a few niche business marketing tips here.User-Generated ContentThe era when company ads would persuade people to buy a product is long gone. Today, they usually look for experiences. They go online and search for user-generated content before purchasing a particular product.User-generated content works in two ways; advertises your brand for free, and increases your credibility. And what’s more? It brings new customers to you. To have a better understanding, you can study previous success stories of other brands that implemented the UGC strategy.Advertising Platforms You Need To LeverageAs niche marketing isn’t regular marketing, you need to pinpoint specific platforms for advertising your product. Promoting your niche business on social platforms such as Facebook or Twitter isn’t a bad idea. However, the thing is these platforms are already over-populated with other business rivals hence leading to high-competition.In that case, you can limit your promotion and brand visibility to specific demographics on these platforms to reach out to your targeted customers. No matter what tactic you choose, make sure to reach your niche market cost-effectively.Partnering With Other ServicesTo reach out your business goals, develop a kind of service that not only offers a great product to your customers but also give them a fantastic experience. You can do this by providing additional services such as product delivery.However, niche businesses are small, and therefore it can be costly for you to offer extra services to your customers. For this, you can team up with other service providers to cater to your customers in a better way.Marketing OfflineIt is crucial to determine your customers’ preferences and priorities to run your business. Well, you are required to market your product offline for two reasons. First, your targeted segment may not be tech-savvy enough to leverage internet access. Second, your customers might want to make their orders offline, depending on your product nature.Furthermore, there are many ideas to market your product offline while adopting cost-effective methods. For instance, you can distribute your brand’s promotional materials such as business cards, coupons or pamphlets in any local events. This will boost the physical connection between potential customers and your brand.Leveraging InfluencersTo operate a niche business, you must first figure out your customers’ niche interests. Once you are done with it, look for the Instagram influencers who appeal your target segment and have a large number of followers. Approach them. Send a few of your products for free and ask for a shoutout in return. This won’t only help you in increasing your audience but also builds trust about your brand.Segmented MarketingWell, targeting a specific segment of the market for your niche business isn’t enough. You’ll have to gather and evaluate data on their demographics, values, and interests. Then, you further segment it and approach each group within your targeted niche. In this way, you’re able to engage with your niche market. Doing so will help you to maximize your business.ConclusionAs compared to other businesses that target a wide audience with unspecific interests, a niche business focuses on the particular needs of a determined group of people. However, if you want your business to be flourished, you need to identify your niche market first.While focusing on your specific customers, there are plenty of strategies you can adopt to achieve your business goals. By implementing the tactics mentioned above, you’ll be able to maintain your budgets and maximize your business.In addition to that, you can also employ other strategies or new ways to promote your business. No matter what strategies you’re working in with, the main thing you have to keep in focus is your customers’ interests. It will surely help you adopt the right tactics for your business, increase profits and raise brand awareness.

Technology & HR-Leverage one for the other: “Technology and HR are enablers of business. Integration of the two would mean not only harmonious co-existence but also leveraging one for the other. Leveraging of technology for HR would mean digitizing the mundane HR activities and automating the back office and transactional activities related to recruitment, performance management, career planning, and succession planning, training and knowledge management. Leveraging HR for technology implies managing change associated with technology by way of communication, training, hiring, retraining, stakeholder analysis and conscious keeping. Thus they can play complementary roles.”Technology and HR both have one thing common i.e., both these are enablers of business.In recent times, technology has become synonymous with information technology, as hardly any other technological development of the past would have impacted all spectrum of business as information technology has impacted. Irrespective of the kind of business you are in i.e., services or goods, commodity or branded, trading or manufacturing, contemporary or traditional deployment of information technology in one form or the other is a foregone conclusion. To manage and deploy technology in an effective way, all business Organizations would need knowledge workers. Managing of these knowledge workers is the responsibility of HR function. Hence the integration of technology and HR is an absolute must.Having understood technology and HR in the present context we must understand integration in this context. Integration would not only mean harmonious co-existing but would also mean one enhancing and complementing the other i.e., technology is used to enhance effectiveness of HR and HR functions helps in adopting and managing change which technology deployment brings in.Leveraging technology for HRHR management as a function is responsible for deliverables like business strategy execution, administrative efficiency, employee contribution and capacity for change. All these are accomplished through what HR people do i.e., staffing, development, compensation, benefits, communicate organization design, high performing teams and so on. In majority of these areas technology is being deployed.e-RecruitmentRecruitment is one area where all the companies worth their name leverage IT. There are two different models of e-recruitment, which are in vogue. One is recruitment through company’s own sites and the other is hosting your requirement on the other sites e.g., monster .com, jobsdb.com, jobsahead.com, naukri.com, and jobstreet.com and so on so forth. The first models is more popular with the larger companies who have a brand pull for potential employees e.g., G.E., IBM, Oracle, Microsoft, HCL, ICICI, Reliance, Mindtree consulting etc. Other companies prefer to go to the job sites. Some are adopting both.E-recruitment has gone a long way since its start. Now these sites have gone global. Sites like jobsahead.com and monster.com have established global network, which encompasses separate sites for jobs in Australia, Denmark, Belgium, and Canada etc. Job seekers are able to search job by region or country and employers target potential employees in specific countries. For example, 3 Com recently posted a company profile on the Ireland site that highlights the contributions of 3 com’s Irish design team in its global projects.In the early days e-recruitment was plagued with flooding the employers with low-quality bio-data’s. Again technology has come as a savior. Now pre-employment testing like the one introduced by Capital One, a US based financial company, help in filtering the applicants. These tools test online e.g., applicants for call centers. ‘Profile International’ a Texas based provider of employment assessments, has developed tools that allow instant translation of assessment tests between languages. Further developments like video- conference specialized sites, online executives recruitments and combining online and offline methods are leading to more and more companies adopting e-recruitment at least as a secondary recruitment method. Arena Knights Bridge, a US based IT company conducts video based interview of its prospective employees and only short listed employees are met in person. Even Cisco was to launch the same.Employee Self ServiceEmployee self-service is perhaps one utility of IT, which has relieved HR of most of mundane tasks and helped it to improve employee satisfaction. Employee self services is a plethora of small activities, which were earlier carried out by employee through administration wing of HR. These are travel bookings, travel rules information, travel bills, leave rules, leave administration, perk administration, etc. Earlier all these rules and information were in the custody of HR. Every user employee was expected to reach out to HR and get it done. Now with deployment of ESS in most of the companies, employee can request for travel related booking online, fill his/her T.E. bills, apply for leave, log time sheet and see his perks value disbursed and due etc. E.g., in Ballarpur Industries Ltd. leave administration is completely digitized in its corporate office. It is working towards digitizing travel related activities, perks and even compensation management and performance management administration. ‘Digitize or outsource all the mundane and routine focus only on core and value add’ – Vineet Chhabra V.P. -PDC BILT.CommunicationCommunication which is most talked about management tool has always been a gray area in HR management. In large companies with vast geographical spread communicating with all employees had really posed formidable challenge to HR professionals. Technology has again come for rescue. Starting with telephones, faxes, e-mails and maturing into video conferencing, net cast, web cast etc. communication is one area of HR, which has been greatly benefited by technology. Mouse & click companies like Oracle, IBM has an intranet which caters to most of the information needs of its employees. Brick & Morter companies like BILT also have made a foray into deploying intranet for internal communication, which has corporate notice board, media coverage, and knowledge corners.Knowledge ManagementAnother area of HR, which is leveraging technology, is employee development. Programmed learning (PL) i.e. learning at its own pace is one of the most effective ways of adult learning. Use of technology for this purpose can’t be over emphasized. Aptech Online University and ‘The Manage mentor’ are some of the Indian sites, which are in this business knowledge management, which is an integral part of any learning organization, which cannot become a reality without technology. Companies can harness the knowledge of its employees by cataloging and hosting it on the intranet. Talk to ‘Big-5′ or not ‘so big’ consulting companies you will find that main stay of their business is the knowledge repository. Technology has enabled them to retrieve it swiftly. In the competitive environment where speed is the name of game technology driven Knowledge Management constantly provides a strategic advantage.If you look at HR module of ERP solutions like people soft, SAP, Oracle and Ramco they provide you with a comprehensive package which helps in man-power planning, recruitment, performance management, training and development, career planning, succession planning, separation and grievance handling. A transaction happening in all these areas are digitized and form a closed loop ensuring employee database is always updated. E.g. a joining letter of a new employee is system generated. It will be printed only when all mandatory fields of information are entered. Similarly a transfer order or a separation letter is issued from the system only if that transaction has been carried out in the system.For career planning, success planning, skill and competencies matrix methods are used by most of these systems. They search an employee with the required skills first in the in-house database of employees. Once put in practice in letter & spirit, this system not only enhances business results by matching the right candidate for right job but also improves retention of employees.Processing payroll, churning out time office reports, providing HR-MIS are some other routine activities of HR which have been off-loaded to technology.Leveraging HR for TechnologyAll HR professionals, preaching or practicing, learning or experimenting, teaching or studying have experienced leveraging technology for HR. But most of us come across a situation where we need to leverage HR for technology. Let us understand what do we mean by this.Whenever technology is deployed afresh or upgraded it involves a change. The change may be at the activity level e.g., applying for leave through the intranet or at the mental model level e.g., digitizing the process succession planning which have been HR professionals forte. The people have always registered adopting change. This is one area where HR professionals are to deliver i.e., become change agents and lead the process of technology and change adoption. The resistance to change is directly proportional to speed of change. Now speed of change has increased and hence resistance.Just to take an example, most of ERP implementation in the world have not been able to deliver all the expectations. Some of these have failed to deliver at all. While analyzing the cause of failure it has been observed that 96% of failures are because of people related issues and only 4% are because of technology.It is the people who make the difference; hence HR should exploit its expertise to facilitate the adoption of technology. I would like to put together some of the thoughts on what HR should do for this.At the time of recruitment, stop hiring for skills rather hire for attitude and a learning mind. Skills of today are no longer valid tomorrow. Managing ever changing change is the only criteria for success.Functional or technical skills can be acquired during the job. Hence recruitment in the technology era needs to undergo a paradigm shift i.e., from a skill/competency based it needs to be attitude and learning mind/ ability based interview. That would translate into hiring for skills for future. In IBM every employee has to fill in his/her individual development plan where the employee commits its learning one/two new skills every year thus remaining competitive every time.If we look at the chemistry of resistance to change it is either a skill issue or a will issue. To address the will issue we need to work at a comprehensive solution starting from recruitment (as discussed earlier), reward, compensation and leading to organization culture which promotes change. A living example is 3M, a US based company, where innovation is way of life, where 10% of revenue must come from new products every year. For them change becomes way of life.To address the will issue further organization need to prepare a communication strategy which creates a ‘pull’ for the technology. For example, in Ranbaxy, when they went for SAP implementation they anticipated resistance. To address this they started a house journal, which was aimed at educating the employees on the benefits, which will result from adoption of ERP, SAP. This created a need rather a potential need or a latent need was brought out. Adoption of ERP did not become much of a problem.At times adoption of technologies is perceived as a threat by the employees e.g., automation leading to reduction in workers, office automation leading to retrenchment of clerks etc. HR needs to be associated with the technical adoption right from the beginning till the end. At the selection of technical stage if HR is associated, it can map the skills required and create a pull during implementation and adoption. Post adoption it can release the excess non-re-allocatable employees.To understand this process more clearly we can take example of ERP implementation. ERP is taken as an example as this is one technology adoption which effects employees across the org. irrespective of function and position. Any other automation may have affected only a segment of organisation. ERP implementation in any organization goes through the following stages.1. Selection of package2. Business analysis3. Solution design4. Configuration and customization5. Conference room piloting (CRP)6. Go-live and productionAt each stage HR has to play a role, which will help in mitigating resistance to change.During selection process, the change agent can understand the business benefit ERP would bring. This would help him to draw a comprehensive communication plant aimed at creating a ‘pull’ for the change. The communication plan may use its various weapons from the armory. The obvious examples are Newsletters, Newsflash. In-house journal, addressing by the top management, web cast, open house sessions, meetings formal and informal.During the business analysis phase implementation team is supposed to analyse the existing business processes. At times this leads to surfacing of some data which is not very desirable by the process owners, leading to resistance at this stage, HR has to be again proactive and carry out a detailed stake-holder analysis. Such an analysis should give a lead to potential areas of problem and potential champions of change.Solution design involves defining ‘To-be processes’ i.e., the way business would be carried out in future. At this stage HR has to play the role of catalyst to turn the heat on. The idea is to ensure to make maximum out of an opportunity of package enabled business transformation. HR can play a role by arranging to educate and train the right people on best business practices, just before this phase.During the configuration and customization HR has to keep on beating the drum, the customization of a standard package is a big no-no. Similarly, during the conference room plotting (CRP) it should help in identifying the right persons to be involved in CRP. A thorough testing at this stage would result in lesser pain at the time of going live. This is also time to focus on training of end users, the employees who are going to use the system once implemented. Training- retraining -training to ensure all the prospective users are comfortable with usage of software before the system goes live.During the go-live stage HR has to work over time to keep the motivation levels high. This is the time when management starts losing patience as one glitch after the other keeps appearing and virtually bringing the business to halt. At this stage, HR has to play ‘conscious keeper’ for the top management once into product relocating the surplus is a challenge for which it has to be prepared before it.This examples makes it clear that involvement of HR during the entire life cycle of technology is valuable. ERP is not an isolated case. It is true for any other technology adoption only finer details may vary. Hence HR must play a proactive role rather than being just a silent spectator or mere executers of the wishes of business or chief technology officer in case of technological changes.Having set the case in different perspective, it seems only logical to leverage technology for HR and vice-versa.