Category Archives: Corporate Strategy

Social Media can even Back Fire the Non-Professionals


If somebody commits a nuisance intentionally, say before leaving a job, the organization authority can spread the bad reputation or do an anti-propaganda campaign against the employee. This must go against the employee as far as the reputation is concerned. A social media reputation would in turn be reflected in even losing a job.

HR managers are more and more proactive in checking the activities of a potential employee through the social Medias. His/her behavior is clear through the social media involvement.

The nuisances could be in forms of:

  • Transfer of confidential information of parent company to its competitors
  • Deletion of database
  • Data theft
  • Misbehavior with the colleagues and/or to the female employees
  • Polluting the company culture thus producing negative productivity
  • Negative Influence
  • Snatching the existing employees to the newly joined company
  • Monetary scam
  • Depletion of company assets (tangible and intangible)
  • Spreading wrong word of mouth

What’s your Move the Happiness Reservoirs?


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Right to Information among the Employees

Right to information is now a social issue among the employees. But, firstly we have to search out that:

What does Right to Information mean?

The right to information is includes the right to – inspect works, documents, records. take notes, extracts or certified copies of documents or records. Take certified samples of material. Obtain information inform of printouts, diskettes, floppies, tapes, video cassettes or in any other electronic mode or through printouts.

The employee should know the basic things like:

Employee’s remuneration: before the recruitment process or after the recruitment process the employee should know the remuneration for his/her remuneration for his involvement with the company. From both areas employee/employer will be benefit an employer can’t cheat with the employee or employee should not demand for more remuneration. An employee has right to information about the salary, dearness allowences, HRA, medical allowances, child care allowance, technology use allowance, education allowance etc. provided by the company.

Deputation allowance/policy: An employee’s right to know about the details format of deputation allowance. If employer sent him outstation from home then company should be provide some deputation allowance.

Work environment: an employee have right to know about the which type of environment is provide for his work. An executive officer can’t work in a labor working environment.

Request Enquiry about Performance Appraisal: An employee’s right to know about how the performance appraisal is work or the process of appraisal. Mainly employees evaluation organizational development, employee development team development, in this type of process performance appraisal is working.

Employee training program: In these days training program is act a big role in any type of industry. Proper training will benefit both the employee and employer.

Resignation on a positive note: Resignation letter when an employee notifies the employer that he or she wishes to terminate their employment with your company you will want to ask for a letter of resignation or resignation letter. The resignation letter provides you with an official document for the employee’s personnel file that demonstrates the employment ending was employee initiated. While the employee may have told you verbally why he has decided to leave your company you do not need to ask the employee to document his resignation.

How to calculate the Leave: An employee should be aware of the leave calculation. Because, certain company has certain rule about leave so, it’s right or inform to the employee about the rule of leave.

Consideration of Casual and Sick Leaves: An employee has right to know about the consideration of causal and sick leaves. How these types of leave works or what document/supporting should submit to the company or rule of the sick leaves and casual leaves.

Employee bonds: An employee has right to know about the bond or agreement with the company. In the bond there are various types of rule and regulations are described. An employee or employer should well aware about the violation of any rule and regulation what action should be taken or not to taken.

Termination of service: An employee should know the rule and regulation of termination of service. If the employer should violate the rule and regulation what type of compensation should provide to the employee.

Medical reimbursement or mediclaim Policy: An employee has right to know about the medical reimbursement and mediclaim policy. What the procedure of medical reimbursement or mediclaim policy or difference between those.

Notice Period: An employee has right to information about the resignation notice period or joining notice period.

Cost Per Employee: (

HR policies: The employee should well aware about hr policies, better hr policies means better encouragement of work.

Flexibility of work process: Flexibility of work process gives the extra effort of work for employee. An employee should right to information about the flexibility of work.

Will Crony Infotech think about this?

For more information:

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Loan out your employee in exchange of BEST

What we know is that EPL and Spanish leagues have the system to loan out their players to other clubs to grab a large amount of money. Its a business in turn to have the best player in their team. Now how this strategy could be implemented in our corporate business models.

The following is a small depiction:

1. So many companies are operating in Kolkata and in India as well across hell lot of business verticals.
2. Each company is having its own unique resource, specialty and comparative advantage.
3. What happen if companies start Loan out the resources to other companies in exchange of BEST of the counterpart?
4. In a single cluster (say web business) managers can BID for the best human resources of the counterpart company.
5. We had website bidding so far, now human resource bidding for the sake of Organisation development.
6. How to locate the best resources of the available companies?
7. Networking platform is must like @SSKolkataLive and @NASSCOMM emerge out.
8. Ex: CRONY INFOTECH is like to hire a designer from Webprachar. What Webprachar expect from CRONY in turn? Negotiation can go on on the terms, period and methodologies.
9. Training problem would resolve specially for the start-up companies as this kinda HR exchange would certainly increase the inputs and qualities for both  the companies.

Okay, in this case am destroying my own theory of Corporate Strategy. Creative Destruction 😉

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Corporate communication made easy

Sometimes as an Entrepreneur you face difficulties in managing people with respect to communication. Whatever you are communicating, things aren’t falling in place. Either the followers are not willing to carry the task or having different bindings. This becomes acute enough when you are in search of a true leader. Basically in-house communication (among the peer groups and management) is quite important to keep alive the charm of togetherness, the energy level and finally the team spirit.

I have few suggestions following the architecture of participation, as to how one can increase the quality communication within the organisation.

1. Use in-house forums or #Facebook Discussion board to interact among the groups, among the teams and people.
2. Discussions would incorporate all round activities so that employees from all walks of life can participate.
3. Try to share resources and knowledge base for all even if they are not interested (as some people do not want to grow).
4. To increase people performance, take help of motivational presentations, trainings, Films etc. This also increase the performance as well as the communication (through the discussion GOOD or BAD).
5. Do whatever u can, use the grey cells and be polite in your approach while targeting the audience.
6. Design your HR policies accordingly (in-house 360 degree).

This is one of the challenges that SMEs do face.

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