Gurgaon Jobs, Companies and Consultants

Those who are looking for job in Gurgaon can visit this site : Gurgaon Jobs. Here you will find email ids/contact no of "Companies in Gurgaon" and also of "Placement Consultants in Gurgaon"

Thursday, December 14, 2006

How to make a Internet Startup Company Overnight Success Story

The near overnight success of companies such as YouTube, Facebook, Flickr and Digg has motivated a slew of us into believing that we too can create the next big thing on the Internet. But does your idea truly have the potential to attract millions of monthly unique visitors in less than two years time? To create a high traffic consumer Internet service in under two years, the company must exhibit one of two characteristics. It must either be a true viral marketing candidate (likely a communication service at its core) or it must be a strong candidate for leveraging natural search traffic. I will elaborate on both these points in the following paragraphs.

Is It Viral?

First, I think it is important to distinguish between word of mouth marketing and viral distribution. While any compelling Internet service can benefit from word of mouth exposure, not every compelling consumer Internet service possesses the proper characteristics to rely on viral distribution. I’d like to propose a new definition for what qualifies as a viral Internet service. A viral Internet service is one where each new user must involve friends to derive personal value from the service. This is best exhibited by communication and hyper-social services. Xfire is an IM service for online gamers that grew from zero to 5M+ registered users in about two years. Every user that downloads the client cannot receive value from the service unless the friends that they want to communicate with also have the service. Telling a friend is not an option; it is a necessity in order for the user to derive value from the service. Skype is the same way. How about social services like YouTube or Flickr? The main purpose of these services was a way for friends to share video or pictures with each other. Although not a pure communication tool like Xfire or Skype, users of YouTube or Flickr derive the main value from the service by showcasing videos or pictures to their friends.

Perhaps more telling than the successes described above is taking a look at great consumer Internet services that have not exhibited viral growth. Let’s take a look at the job search site SimplyHired. I think SimplyHired has probably built the best web-based job search application on the Internet. It’s a great product and I recommend it to people all the time – so it does benefit from word of mouth. However, the user does not need to tell friends about the service to derive their own personal value from it – hence it is not a viral service. This is the same problem that I believe many new vertical search engines suffer from – there is not enough incentive for users to tell their friends about the service, even if it is a great product. In fact, the majority of consumer Internet sites don’t lend themselves to viral distribution – most content, search, and e-commerce sites are unlikely to be good candidates. This is not to say that you can’t build a successful company in these spaces, however, they are unlikely to be overnight successes. Although it is easy to incorporate viral feature sets into any Internet service, actually getting users to utilize these features is quite hard unless they recognize the value they personally and immediately will receive by involving friends.

Natural Search

The other option to getting big, fast is leveraging natural search. Natural search traffic comes from having your website rank highly on Google and other search engines. The success of Digg can largely be attributed to its success in achieving high natural search rankings, rather than social communication feature sets. Digg’s initial user base of tech enthusiasts provided massive web linking in a very short period of time. By collecting lots of inbound links, Digg submitted stories began to rise in the natural search rankings. This set the stage for a key exposure point in Digg’s history: the Paris Hilton cell phone hack story. One of the first bloggers to break the Paris Hilton cell phone hack story submitted the story to Digg. Because Digg was ranking highly in natural search results, when people searched for this story on Google and Yahoo, the Digg landing page was one of the top ranked results. This directed a large amount of traffic to Digg, and serves as a good example of what continues to fuel Digg’s growth. Other Internet success stories like Rotten Tomatoes, About.com, and Zappos were built on the backs of natural search.

Natural search is a vitally important distribution option for Internet services that can’t rely on viral distribution because it can provide the same kind of massive consumer exposure at no cost. Natural search can level the playing field for a start-up because it doesn’t require consumers to know your brand to discover your service. For example, the highly popular Rotten Tomatoes movie review site gets 70% of its traffic via natural search. This is because consumers search for movie titles and actors by name, not for movie reviews or Rotten Tomatoes specifically. Even though Rotten Tomatoes has some great community-building feature sets and is widely considered an excellent social service, the management team recognized that natural search would be their key to achieving wide consumer adoption. Zappos was able to build its business because consumers know how to search for well-known shoe brands like Reebok or Kenneth Cole, even if they don’t know the Zappos site by name.

In conclusion, if you want to create the next overnight consumer Internet success story, you’d better have a service that is a true candidate for either viral distribution or leveraging natural search.

Wednesday, November 15, 2006

Staying late in the office

It's half past 8 in the office. But the lights are still on...
PCs still running, coffee machines still buzzing... and who's at work?
Most of them??? Take a closer look...
All or most specimens are 20-something male species of the human race...
Look closer... again all or most of them are bachelors...
and why are they sitting late? Working hard? No way!!!
Any guesses???
Let's ask one of them...
Here's what he says... "What's there 2 do after going home... here we
get to surf, AC, phone, food, coffee.. That's why I am working late...
Importantly no bossssssss!!!!!!!!!!!
This is the scene in most research centers and software companies and
Other off-shore offices.
Bachelors "time-passing" during late hours in the office just bcoz
they say they've nothing else to do...
Now what r the consequences... read on...
"Working"(for the record only) late hours soon becomes part of the
Institute or company culture.
With bosses more than eager to provide support to those "working" late
in the form of taxi vouchers, food vouchers and of course good
Feedback,(oh, he's a hard worker... goes home only to change..!!).They
aren't helping things too... To hell with bosses who don't understand
the difference between "sitting" late and "working" late!!!
Very soon, the boss start expecting all employees to put in extra
working hours.
So, my dear Bachelors let me tell you, life changes when u get married
and start having a family... office is no longer a priority, family
is... and that's when the problem starts... becoz u start having
commitments at home too.
For your boss, the earlier "hardworking" guy suddenly seems to become
a "early leaver" even if u leave an hour after regular time... after
doing the same amount of work.
People leaving on time after doing their tasks for the day are labeled
as work-shirkers...
Girls who thankfully always (its changing nowadays... though) leave on
time are labeled as "not up to it". All the while, the bachelors pat
their own backs and carry on "working" not realizing that they r
spoiling the work culture at their own place and never realize that
they would have to regret at one point of time.
*So what's the moral of the story?? *
* Very clear, LEAVE ON TIME!!!
* Never put in extra time " *unless really needed *"
* Don't stay back un-necessarily and spoil your company work culture
which will in turn cause inconvenience to you and your colleagues.
There are hundred other things to do in the evening..
Learn music...
Learn a foreign language...
try a sport... TT, cricket.........
importantly Get a girl friend or gal friend, take him/her around town...
* And for heaven's sake net cafe rates have dropped to an all-time low
(plus, no fire-walls) and try cooking for a change.
Take a tip from the Smirnoff ad: *"Life's calling, where are you??"*
Please pass on this message to all those colleagues And please do it
before leaving time, don't stay back till midnight to forward this!!!

Thursday, October 12, 2006

Why Employees Leave Organisations

WHY EMPLOYEES LEAVE ORGANISATIONS? - Azim Premji, Wipro

Every company faces the problem of people leaving the company for better pay or profile.

Early this year, Arun, a senior software designer, got an offer from a prestigious international firm to work in its India operations developing specialized software. He was thrilled by the offer. He had heard a lot about the CEO. The salary was great. The company had all the right systems in place employee-friendly human resources (HR) policies, a spanking new office, and the very best technology, even a canteen that served superb food. Twice Arun was sent abroad for training. "My learning curve is the sharpest it's ever been," he said soon after he joined.

Last week, less than eight months after he joined, Arun walked out of the job. Why did this talented employee leave?

Arun quit for the same reason that drives many good people away. The answer lies in one of the largest studies undertaken by the Gallup Organization. The study surveyed over a million employees and 80,000 managers and was published in a book called "First Break All The Rules".

It came up with this surprising finding:
If you're losing good people, look to their immediate boss. Immediate boss is the reason people stay and thrive in an organization. And he's the reason why people leave. When people leave they take knowledge, experience and contacts with them, straight to the competition.
"People leave managers not companies," write the authors Marcus Buckingham and Curt Coffman.

Mostly manager drives people away?
HR experts say that of all the abuses, employees find humiliation the most intolerable. The first time, an employee may not leave,but a thought has been planted. On second time that thought gets strengthened. The third time, he looks for another job. When people cannot retort openly in anger, they do so by passive aggression like by digging their heels in and slowing down, By doing only what they are told to do and no more, by omitting to give the boss cruci


- Naresh Yadav
MetrixLine Software, Pune

Tuesday, September 19, 2006

Read this before you SWITCH job

List of options you must consider apart from the salary when taking up a job offer :

Training and development opportunities

Get details about the company's approach to training its executives. For a young
professional, it pays to join a company that is training intensive and offers
learning opportunities. A compromise on the salary front may land you at a two
weeks sales seminar at the company headquarters in America -- not a bad trade
off. At the start of your career, what you learn is often more important than
what you earn.

Increased responsibilities

Fine, you didn't get the 35 per cent hike you wanted, but maybe your span of
control is increasing. It's worth it if you are getting to manage a bigger team
or becoming responsible for a larger sales territory. For an ambitious employee,
responsibility and recognition of talent is an enormous reward. If taken
advantage of, it can mean a quick promotion or further compensation down the
road.

"Going back from ITES to the hospitality industry meant a cut in my salary, but
I was getting an opportunity to become a store manager at an early stage in my
career," says Noida based Abhishek Singh, store manager at Barnie's coffee
shop.


Strategic assignments

If you always wanted to work on a high impact project, it's worth it to
compromise on the monetary front to earn a seat on that coveted task force. If
you develop new business for the company as a result, the ultimate reward down
the road could include a promotion and more money.


Employee stock options (ESOPs)

Most people believe the stock market is a risky proposition. However, they can
be a great replacement for monetary benefits. If your company does well, you
will benefit from the rewards. This is a great option, especially if you are
joining a company in sunrise industries like retail, ITES, biotechnology, etc.
Employees of companies like Infosys and Wipro are testament to this as they saw
their wealth rise due to stock options. As long as the company's balance sheet
does not take a hard hit, stock grants can be a win-win proposition for all.


5-day weeks and flexi time

We all want more time with our families and more leisure time to pursue other
interests. So, company policy of 5-day weeks or a work from home system is a
good trade off to consider. Make sure you reach out to your prospective
employer and ask for more flexible time. "I wanted to get back to normal
working hours and weekends off, so I decided to leave a big company and work
for a smaller outfit," says Kamlika Chandla, ex-employee of Convergys, a
leading BPO company.
Education Aid

The company may be willing to pay the tuition fee for that MBA you always wanted
to pursue or send you on an all-expense paid management development or
leadership program offered by several business schools. You may even be able to
put your new degree to work for a promotion or bigger responsibility in the
future.


Props and freebies

Maybe the company is offering you a brand new laptop or the latest mobile device
you have been eyeing for some time. It could also be willing to provide you a
company-owned vehicle and house. These are potentially heavy-duty expenses that
make for a great replacement for an outright cash component.
Medical reimbursement

A practical option to consider if your parents and spouse are dependents.
Hospital and medical bills can burn a hole in your pocket so, if a drop in the
total salary package buys you free medical cover for self and family, it's an
option worth its weight.

If you are thinking of getting the salary you want along with all these
benefits, you certainly are optimistic. Then again, there is no reason in
demanding some of these benefits, especially when a hike during salary
negotiations seems unlikely.

- Naresh Yadav
MetrixLine Software, Pune