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Analysis Naukri - Com Case

The document discusses Naukri.com's business model, market opportunity in India, sales force compensation issues, comparison of Naukri.com and Monster India's sales forces, and ways to reduce employee attrition rate at Naukri.com. It covers Naukri.com's incentive structure for salespeople, issues around rewarding consistent performance, and positioning telesales executives. It also provides recommendations around defining job competencies and goals, conveying expectations, objective appraisals, defining a simple annual process, and using appraisals for career development.

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Gaurav Sharma
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148 views

Analysis Naukri - Com Case

The document discusses Naukri.com's business model, market opportunity in India, sales force compensation issues, comparison of Naukri.com and Monster India's sales forces, and ways to reduce employee attrition rate at Naukri.com. It covers Naukri.com's incentive structure for salespeople, issues around rewarding consistent performance, and positioning telesales executives. It also provides recommendations around defining job competencies and goals, conveying expectations, objective appraisals, defining a simple annual process, and using appraisals for career development.

Uploaded by

Gaurav Sharma
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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NAUKRI.

COM CASE ANALYSIS


-Gaurav Sharma -Tarun Gupta -Samrat das gupta -Sandeep kumar -Kavi Arunachalam

MARKET ANALYSIS FOR NAUKRI.COM

BUSINESS MODEL

OPPORTUNITY IN INDIAN MARKET FOR NAUKRI.COM

MARKET OPPORTUNITY AS ON DEMOGRAPHIC BASIS FOR NAUKRI.COM

MONSTER INDIA +POINT (MAKING DIRECT RELATION WITH CUSTOMER)


Job Seekers If you are a job seeker and would like to contact us, call us at: Toll Free: 1-800-4196666 Toll: +91-40-6611-6611* (Standard STD / ISD charges apply) * Press 1 when the IVR message comes up To reach us through mail, click the button below. Employers If you are an employer and would like to contact us, call us at: Toll Free: 1-800-4196666 Toll: +91-40-6611-6611* (Standard STD / ISD charges apply) * Press 2 when the IVR message comes up To reach us through mail, click the button below.

SALES FORCE COMPENSATION ISSUE @ NAUKRI.COM

naukri.coms incentive scheme for salespersons is simple in concept and easy to operate. It is based on the achievement of specified value targets and incentives start at the base level of targeted value sales. There are, however, no criteria relating to the sales of specific products or acquisition of new clients. The incentive structure as it exists influences salespeople to focus effort on low hanging fruit by concentrating on easy to sell products and spending more time with existing clients rather than on pushing the higher value products or developing new clients. Under the current incentive structure, the company is overpaying for re-peat business. Another issue regarding incentives is that the incentives are paid out on a monthly or a quarterly basis. The management does not have any discretionary rewards for consistent performance over an annual horizon or for rewarding notable inputs, team efforts, etc.

SALES FORCE OF NAUKRI.COM VS MONSTER


INDIA monsterindia appears to be running a successful telesales operation. Although there is no need for naukri.com to jettison its field force and move towards telesales, it may benefit from positioning telesales exe-cutives in its major offices. The telesales executives could handle customer queries, carry out prospecting, hand over leads to the salesforce and pursue renewals. Telesales can, therefore, help in improving the productivity of the salesforce.

HOW TO REDUCE EMPLOYEE ATTRITION RATE IN NAUKRI.COM


1) Define the right set of competencies for different job roles. An ability to customize this for individuals would be an added advantage. 2) Set standardized goals for the job roles, with an ability to customize for each individual. Also, employees goals would have to align with the organization goals. 3) Convey the job expectations to the employee clearly, well in advance. 4) Allow objective appraisals as much as possible. This can be achieved by: Timing the feedback closer to the incident. (Interim feedback) Getting feedback from multi-raters. Social recognition to identify good performance. Reward the good performers.

5) Define an annual appraisal process which is simple. Activities should be kept to the minimum and the important ones, like rating and career development meeting should be given importance. Approval mechanism should be simple and clear. Simplicity is the key for effective use. 6) The end result of appraisals should be aimed for career development of an employee. Ability to define career development plans and tracking to closure would be good.

THANK YOU!!!

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