Monday 29 April 2013
Job: We do have an urgent requirement for the profile of Asst. Store Manager.
We do have an urgent
requirement for the profile of Asst. Store Manager with one of the biggest
names in Indian Fashion.
Job Profile:
·
Making sure the shop floor runs smoothly
·
Meet the store's monthly targets and handle budgets
·
Deal with any enquiries and complaints and monitor customer
service
·
Serve customers as needed
·
Put together the rotas and shifts
·
Check that the products you sell are well displayed
·
Managing deliveries
Experience:
5 to 7 years of relevant experience.
Job location: Santushti Complex, Chanakyapuri., New Delhi
Job: Urgent requirement for the profile of Fashion Consultant.
Urgent requirement for the
profile of Fashion
Consultant
with one of the leading names in Indian Fashion.
Have six boutiques in Delhi and Mumbai. The flagship is at Hauz Khas
Village, spread over 6,000 Sq. Ft. In New Delhi, other boutiques are in
Santushti, Khan Market and Emporio Mall. In Mumbai, Ogaan is in Colaba and
Khar.
Job Profile:
- Achieving sales and contribution targets.
- Participating actively in sales promotion programs- ideas,
implementation and monitoring.
- Establishing relations with customers through high
standards of customer service with a personalized approach.
- Updating and refreshing own selling skills, competitor
activities etc.
- Maintaining visual merchandising as per norms
-
Personal grooming of highest standards.
Experience:
0.6 Months to 3 years of relevant experience.
Job location: DLF Emporio, Vasant Kunj
Mail ur resume at jobs@indomaticglobal.com
call us at +91 9211352113 / +91 9278152113
call us at +91 9211352113 / +91 9278152113
Tuesday 16 April 2013
Job: Urgent Requirement for Chartered Accountant (Dy Mgr) - Delhi NCR.
Urgent requirement with one of the leading Groups in India in Taxation.
Position (Level) - Taxation (Direct & Indirect)
Exp- With articleship- 7 Yrs
Location: Noida
Designation: Deputy Manager
Location: Noida
Designation: Deputy Manager
Reports to : DGM Commercial.
Qualification: Qualified CA
Mail ur resume at jobs@indomaticglobal.com
call us at +91 9211352113 / +91 9278152113
Sunday 14 April 2013
Job: Urgent requirement for Specialist Pathologist for UAE.
A leading International Hospital chain with multi-disciplinary specialty offering world class facilities, is looking for Specialist Pathologist.
Location- Abu Dhabi.
Must Possess HAAD / DHA License.
Looking for a Sp. who can join immediately.
Mail ur resume at jobs@indomaticglobal.com
call us at +91 9211352113 / +91 9278152113
Location- Abu Dhabi.
Must Possess HAAD / DHA License.
Looking for a Sp. who can join immediately.
Mail ur resume at jobs@indomaticglobal.com
call us at +91 9211352113 / +91 9278152113
Job: Urgent requirement for sales Manager.
A leading sportswear retailer is looking for an experienced Sales Manager with a proven track record on successful retail leadership to head its retail growth in North India.
-The Sales Manager position is responsible for the planning and execution of the Go To Market category strategies aimed to hit the seasonal and annual revenue targets.
-The Sales Manager is also responsible for tracking and monitoring sales targets and distribution plans to maximize sales opportunities.
-The Sales Manager is accountable to deliver accurate weekly reports and seasonal reviews which will determine the state of the brand internally and externally.
-The role of the Sales Manager requires an articulate person who can speak fluently and can clearly communicate goals and objectives. A minimum of 5 years sales management experience within the related industry such as FMCG or Fashion is required.
Mail ur resume at jobs@indomaticglobal.com
call us at +91 9211352113 / +91 9278152113
Saturday 13 April 2013
Are Performance Targets and Bonus Payments Bad?
It should be simple: we set clear
performance targets and reward people for achieving them. Shockingly, in
practice it often leads to cheating and a desperate chasing of targets
rather than improved performance. What we are seeing time and time again
is that individuals hit the target to maximise their rewards (or career
performance) but miss the point. So does that mean targets and the
associated rewards for delivering them are bad? Let's just look at two
examples here.
Target culture in the police:
Recent investigations into a sex crime police unit in south London found that the culture in the unit was so focused on delivering centrally imposed targets that rape cases were not properly investigated. Instead, victims were pressured into retracting their statements so that the crimes could be reclassified or taken off the system, which in turn boosted performance statistics and detection rates for the unit.
Fiddling the targets in hospitals:
Hospitals are often targeted on the time it takes to offer patients operations. Hospitals in Scotland were found to offer patients operations just before their target time was running out but the appointments were offered at so short notice (say next day or so) and in hospitals so far away from the patients home that most patients had to decline the offers. This resulted in the hospital hitting their target: they have offered the operation within the targeted timeframe but the the patient declined, which also meant the stop watch would start from zero again!
Finding these practices in hospitals and the police is particularly shocking but those behaviours are equally common in the corporate world of business. Just think of the banker's bonuses that led (and still lead) to the wrong behaviours or the incentives that led executives in oil companies to overstate their oil reserves.
Does this mean we should stop setting targets and make bonus payments? No, but we have to do it a lot better. If we do it well targets allow us to communicate, deliver and reward our performance objectives. There are a number of technical things we can do to reduce the dysfunctional behaviours such as balancing short and long term goals, or balancing targets for individual, team and corporate performance, etc. But the single most important factor is creating a more trusting performance culture in which targets are not seen as something that is imposed from above to control people. Instead, what we need is an environment where targets are understood and owned by individuals and where rewards are given for delivering good performance and not for 'hitting a few targets'.
Target culture in the police:
Recent investigations into a sex crime police unit in south London found that the culture in the unit was so focused on delivering centrally imposed targets that rape cases were not properly investigated. Instead, victims were pressured into retracting their statements so that the crimes could be reclassified or taken off the system, which in turn boosted performance statistics and detection rates for the unit.
Fiddling the targets in hospitals:
Hospitals are often targeted on the time it takes to offer patients operations. Hospitals in Scotland were found to offer patients operations just before their target time was running out but the appointments were offered at so short notice (say next day or so) and in hospitals so far away from the patients home that most patients had to decline the offers. This resulted in the hospital hitting their target: they have offered the operation within the targeted timeframe but the the patient declined, which also meant the stop watch would start from zero again!
Finding these practices in hospitals and the police is particularly shocking but those behaviours are equally common in the corporate world of business. Just think of the banker's bonuses that led (and still lead) to the wrong behaviours or the incentives that led executives in oil companies to overstate their oil reserves.
Does this mean we should stop setting targets and make bonus payments? No, but we have to do it a lot better. If we do it well targets allow us to communicate, deliver and reward our performance objectives. There are a number of technical things we can do to reduce the dysfunctional behaviours such as balancing short and long term goals, or balancing targets for individual, team and corporate performance, etc. But the single most important factor is creating a more trusting performance culture in which targets are not seen as something that is imposed from above to control people. Instead, what we need is an environment where targets are understood and owned by individuals and where rewards are given for delivering good performance and not for 'hitting a few targets'.
Friday 12 April 2013
Job: Urgent requirement for Java Developers in Johannesburg, South Africa.
We do have an urgent
requirement in one of the Top IT Sector Company, incorporated in South Africa as an IT Solutions company to
provide Strategic Consulting, Knowledge Management, Training , E-Learning and
Software and Infrastructure Solutions to Corporate clients and Government
Agencies, having their development center in Mumbai.
Job Role : Java Developers
Skill Sets-
Code- Java 5, EJB 3, XML, JBOSS, ESB Mule. Application Server- J Boss, Glass fish.
Data Base- Oracle 11g, Hibernate.
Data Base- Oracle 11g, Hibernate.
Payroll - On Roll (Company"s Payroll).
Location - Johannesburg.
Exp - Min 3 yrs.
call us at +91 9211352113 / +91 9278152113
Job: Urgent requirement for Application Designer in Johannesburg, South Africa.
We do have an urgent
requirement in one of the Top IT Sector Company, incorporated in South Africa as an IT Solutions company to
provide Strategic Consulting, Knowledge Management, Training , E-Learning and
Software and Infrastructure Solutions to Corporate clients and Government
Agencies, having their development center in Mumbai.
Job Role : Application Designer
Skill Sets-
Source Control = Rational Team Concept/City (replacing of Subversion,
Maven)
Front end = J SF Trinidad, Java Script, Ajax, Life-ray Portal.
UML/SDLC = Full UML (Prince 2) Full Technical designs, sequence diagrams, class diagrams, technical architecture.
Application Server = Glass fish, J Boss.
Payroll - On Roll (Company"s Payroll).
Location - Johannesburg.
Exp - Min 3 yrs.
Mail ur resume at jobs@indomaticglobal.com
call us at +91 9211352113 / +91 9278152113
call us at +91 9211352113 / +91 9278152113
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