span outsourcing pvt ltd

8/7/2019 Span Outsourcing PVT Ltd

1/36

TABLE OF CONTENTS

1. Executive Summary 9

2. General Introduction2.1 Introduction of the Industry

2.2 Life Insurance

2.3 General Insurance

2.4 Major Policy changes

2.5 Changing Face of Indian Insurance Industry

2.6 Various types of Life Insurance Policies

3. Introductionofthe Company

3.1 Company Profile

3.2 Vision & Mission

3.3 Achievement

3.4 Management

3.5 Product Profile

3.6 Market profile

3.7 Human resource management

3.8 objective of the study

3.9 Scope of the study

10

11

11

12

13

14

15

16

16

17

18

19

20

24

32

35

35


2/36

Page | 2

4. Survey Methodology4.1 Title

4.2 Sampling Methodolgy

4.3 Sampling Size

4.4 Limitations

36

37

38

38

39

5. Analysis

5.1 Data Analysis & Data Interpretation

39

40

6. Findings & recommendations6.1 Findings

6.2 Recommendations

6.3 Conclusion

46

46

46

47

7. Bibliography 47

8. Annexure8.1 questionnire

8.2 weekly report

48


3/36

Page | 3

INDUSTRY PROFILE

The Internet has brought media to a global audience. The

interactive nature of Internet marketing, both, in terms ofproviding instant response and eliciting responses, is a unique

quality of the medium. Internet marketing is sometimes

considered to have a broader scope because it not only refers to ,

such as, the Internet, e-mail, and wireless media, but also it

includes management of digital customer data and electronic

customer relationship management (ECRM) systems.

Internet marketing ties together creative and technical aspects ofthe Internet including design, development, advertising, and

sales.

Internet marketing also refers to the placement of media along

different stages of the customer engagement cycle through

search engine marketing (SEM), search engine optimization

(SEO), banner ads on specific websites, e-mail marketing, and

Web 2.0 strategies. In 2008 The New York Times, working with

comScore published an initial estimate to quantify the user data

collected by large Internet-based companies. Counting four

types of interactions with company websites in addition to the

hits from advertisements served from advertising networks, the

authors found the potential for collecting data upward of 2,500

times on average per user per month


4/36

Page | 4

COMPANY

PROFILE


5/36

Page | 5

SPAN OUTSOURCING PVT LTD

PROFILE

NAME OF THE COMPANY:- SPAN OUTSOURCING Pvt Ltd

DATE OF INCORPORATION:-

PLACE OF INCORPORATION:- Bangalore ,Karnataka

LOCATION OF THE COMPAN:- HSR Layout , Bangalore

AREA OF FACTORY:-


6/36

Page | 6

VISION:- Toprovidesustainabilityandgrowthtoclientsthroughinnovativesolutionsanddiligentservices.

MISSION:-Togrowtogetherwithclientswithoutcompromisingonmarketingethics.

Acceleratemarketingeffortswiththeservicesandsee

businessesgrowingmulti-fold.


7/36

Page | 7

INTRODUCTION

SPAN OUTSOURCING

Span Outsourcing works with a philosophy to provide a

platform from which marketers can climb success. The idea

behind Span Outsourcing is to bring forth comprehensive,

long-term valued integrated marketing services. The firm

works in complete synergy with clients to bring them the most

out of their businesses.

Theexperiencedteammembershavedesignedunique

marketingservicestobringbetterresultsinashorttime.

Eachoftheexpertshasin-depthunderstandingofthe

challengesthatonlinemarketersarefacingtoday. Their

manyyearsofexperienceinworkingwithsmallandbig

enterpriseshashelpedtheorganizationtoupdatetheir

servicestimeandagainforbetterresults.

Span Outsourcingoffers 360 degreeonlinemarketing

solutionsunderoneroof. Whetheritisplanningmarketing

campaigns, executingthemortrackingtheresults, theyhave

therightsolutionsforallclientsworries. Withclients

rangingacross various verticalsaroundtheglobe, theyhave

therightexperienceandexpertisetotakethebusinesstothe

nextlevels.

The cutting-edge marketing tools will empower clients to

help optimize marketing ROI.


8/36

Page | 8

VALUES


9/36

Page | 9

Weworkwith Positive Energyensuringstressfree

environmentwithintheorganizationtodeliverthebest

toourclients.

Wehaveapassionfor Professional Development.

Weworkhardtoensure Prompt Fulfillmentof

commitmentsmadetoclients.

All SPAN Employees PersonalIntegrityis verifiedand

thenonlytheyareapartofSPAN.

WORK TIME

i. Night Shift : 5 daysperweek

i. Lunch / Dinner Break : 45 minutesii. 2 Tea Breaks :15 Min Each

iii. Timings : 6:30PM to 4:30 AM


10/36

Page | 10

LIST OF TEAMS ATSPAN


11/36

Page | 11

PRODUCT PROFILE

Span Outsourcing as an organization is not product oriented

instead it is a service oriented organization. There are various

services that the organization avails. All these services are

comprehensive, long term valued integrated marketing

services. Our clients are assured that our services are designed

to bring growth and success without compromising onmarketing ethics and laws.

I. Mediaa)SMS Marketingb)Email Marketingc)Direct Mail Marketingd)Telemarketinge)Fax Marketing

II. Brandinga)(Search Engine Optimization) SEOb)(Pay Per Click) PPCc)(Social Media Marketing) SMMd)(Social Networking Marketing) SNMe)Micro Sites

III. Softwarea)CRMb)Campaign hoc & ecampaignerc)Lead Central


12/36

Page | 12

d)Project Centrale)Application Development (Apps team)

IV. Lead Gena)Marketing Outsourcing


13/36

Page | 13

STRATEGIES

Thereare variousstrategiesthatareundertakenbythisorganizationtoensuregoodclientelebusinessatalltimes.

Someofthetypicalstrategiesdevelopedbytheorganization

areasfollows:

1. Search Engine Marketing (SEM)

A solid SEM campaignhasemergedasthemosteffective

modeofcomplementingthenatural Search Engine

Optimizationprocess. Thisisbecausewhenthefirm

combines SEM campaignswithawell-structured, serious

SEO program, itcangreatlyincrease visibilityonthesearchengines. ThemostimportantelementofSEM is Pay-Per-

Click(PPC) marketing;itisafasterwaytodrivefairly

targetedtraffictoawebsiteandcouldbemosteffectivein

testingorpromotingnewproducts, seasonalservicesor

othershort-termneeds. Itprovidesshort-termresults, tofill

acertain vacuumbetweenrealrankingresultsandits

underlyingcampaignlaunch. Butthesebenefitsallcomeata

certainprice, thatisntalwaysunderonescontrolatany

time.


14/36

Page | 14

Thisiswhere Sophic Marketingandits SEM expertscome

totheforefront, theycombinetheproprietary Pay-Per-Click

(PPC) campaigndevelopmentmethodologywithexceptional

planningandexecutingpaidsearchcampaignsinordertodesignandexecutesuccessfulpaidsearchmarketing

campaignsforourclients. Theyworkcloselywithateamto

developa PPC strategythatwillhelpachievegoals,

whatevertheymaybe. Fromplanninganddevelopmentto

implementationandoptimizationthededicatedpaidsearch

teamisfocusedonhelpingmakethemostofSEM efforts.

2. Search Engine Optimization (SEO)

Organicsearchengineoptimizationanditsprowessare

rapidlygainingawarenessamongbusinessesworldwidewho

arerealizingthemarketingpotentialofthismediumandthe

vastglobalreachofferedbysearchengineslike Google,

Yahooand MSN. Studieshaverevealedthatabout 90% of

allnew visitorstoawebsitefounditusingthemajorsearch

engines, underscoringthefactthatacquiringtop-level

searchengineresultsisofprimaryimportanceintheonline

world. SEO directlyaddressesthisneedforawebsitetoattractnewandtargeted visitors, whointurnwillconvert

intobuyingcustomers.


15/36

Page | 15

Theydefine SEO asthetechniqueofmodifyingyoursites

code, contentandarchitecturesothattheyareeasierfor

bothsearchenginesandpeopletoread. Withtheright

changes, thisongoingprocesscandramaticallyincreasethesitesrankinginthenaturalresultsofspider-basedsearch

enginessuchas Google, Yahooand MSN.

Sophic Marketingisproudtoofferexpertiseinorganic

searchoptimizationaspartofafullbreadthofsearch

optimizationcapabilities. Theworkisacombinationof

optimizingawebsiteforthesearchtermsyouaretargetingandthenbuildingexternalinboundlinkstosupportthese

searchtermsthatgetsawebsitetothetopofGoogle. Our

SEO expertswillworkwithyourteamtomakeyoursite

searchenginefriendlyusingtimetestedandadvanced

techniques. Thegoalistodelivermorequalifiedusersand

improveyour ROIthroughnaturalsearchenginedominance.

3. Social Media Marketing (SMM)

Social Media Marketingisarelativelynewerterminthe

Internetmarketingworlddominatedby Search Engine

Placements, bothorganicand Pay-Per-Click. Thisconcept

essentiallyrevolvesaroundleveragingtheInternetsmedia

toolslikeblogs, forums, socialnetworks, communities, etc. to


16/36

Page | 16

connectproductsorserviceswithcustomersoraudiences.

Imagineshowcasingyourselfsubtlyinasocialgathering,

partyorclubtogenerateawareness/publicityaboutyou,

howmanyofushavedoneitatonepointortheother?

Theinternettakesitonestepforward. Itsreallynotas

simpleasitmayseem. Effectivesocialmediamarketing

requiresnetworkingskillsfirst, becauseyouarebuilding

relationships, notovertlypromoting. Itsauniqueblendof

networkingskills (relationships), marketingskills (givingcustomerswhattheywant), traditional PRskills (building

goodwill) andcustomerservice (deliveringresolutionsto

issues). Thebestsocialmediamarketersunderstandallof

thesedisciplinesandexhibitagenuinecuriosity/interestin

socialmedia, particularlyonhowitinfluenceshuman

relationshipsandbusinesspractices.

At Sophic Marketing, theyapplytheirexpertiseinonline

consumerbehaviourtohelpclientstakeadvantageof

emergingsocialmediaandsocialnetworks. Theydevise

innovativestrategiestoleverageconversationalmarketing

throughblogs, socialnetworks, forums, viral videos, widgets,

andotheronlinecommunitiesandhelpunderstandthesocialmediaspaceandbecomea valuablememberinthe

communitieswhicharerelevanttoyourbusiness.


17/36

Page | 17

Theprovencampaignapproachensuresthatclientsare

offeredtheopportunitytocoordinatesocialmedia, search

engineoptimization (SEO) andpaidsearchmarketing

throughasingleagency. Utilizingthisintegratedblendofinternetmarketingstrategies, theycanhelpclientsachieve

multiplelistingsonsearchengineresultspagesandgain

significantmindandmarketshare.

4. Social Media Strategy Development

Identifycontent, brandmessages, communitiesand

influencerswiththegreatestpotentialforourclients'social

mediaengagement. Createaroadmapbasedonmarketing

materialsandgoalstocoordinateandexecutesocialmedia

marketingcampaignsasakeycomponentoftheoverall

searchenginemarketingstrategy

Communityand BloggerOutreach Createpersonalrelationshipswiththeinfluencers

andevangeliststhathavethegreatest voicewithintheir

onlinesocialnetworks

Social Media Distribution Optimizepressreleases, videos

andotheronlinemediatomaximizedistributionthroughout

socialmedianetworksCampaign Management Manageclients'socialmedia

initiativesincoordinationwithyoursearchengine

optimizationandpaidsearchmarketingefforts

Monitoringand Reporting


18/36

Page | 18

Combinetechnologyandhumaninsighttoprovide "buzz"

trackingandperformanceanalysisforsocialmedia

campaigns


19/36

Page | 19

Chief Executive

Officer

Marketing

Manager

Senior

Manager

Team

Sales Manager

Senior

Manager

Team

Accounts

Manager

Senior

Manager

Team

HR Manager

Senior

Manager

Team

Technical

Manager

Senior

Manager

Team

General

Manager

ORGANIZATIONAL STRUCTURE


20/36

Page | 20

The organizational structure of Span Outsourcing is functional

in nature and highly centralized.In the functional structure, as

elaborated above the employees are working in departments

based on what they are doing i.e. we have engineering

department, maintenance department, finance department,

research department, marketing department, database

management department, technical department, and the

human resource department. Under each department there is a

senior manager who is responsible for his team comprising 70-

80 persons. This structure enhances the experience of each

function. For example, all the maintenance engineers are

working in the same department and thus they will exchange

knowledge and support each other. This structure saves money

because of the economies of scale.


21/36

Page | 21

MARKETING &SALES DEPARTMENT

GENARAL

MANAGER

SENIOR

MANAGER

TEAM

MEMBERS


22/36

Page | 22

GENARAL MANAGER

RESPONSIBILITIES

y GM ensuresthedepartmentsthatfallundertheirportfolioareapplying

Corporate Policies and Procedures in a fair, consistent and equitable

manner

y GM providecreativeleadershipfortheadministration, coordination

andmanagementofthespecificdepartmentswithintheirportfolioina

mannerconsistentwiththestrategicdirectionofthe Corporation,

ensuringthehighestlevelofservicepossibletoourresidentsandtaxpayers.

y General Managerisresponsiblefortheleadershipandisaccountableto

the ChiefAdministrative Officerfortheoversightofseveral

departmentswithineachoftheirserviceareas.

y Maintainrelationshipswithkeycustomers, institutionalcustomersand

financialinstitutionforsupportingbusinessdevelopment.

FUNCTIONS

y Overseeactivitiesdirectlyrelatedtomakingproductsorproviding

services.


23/36

Page | 23

y Directandcoordinateactivitiesofbusinessesordepartmentsconcerned

withtheproduction, pricing, sales, ordistributionofproducts.

y Reviewfinancialstatements, salesandactivityreports, andotherperformancedatatomeasureproductivityandgoalachievementandto

determineareasneedingcostreductionandprogramimprovement.

y Managestaff, preparingworkschedulesandassigningspecificduties.

y Directandcoordinateorganization'sfinancialandbudgetactivitiestofundoperations, maximizeinvestments, andincreaseefficiency.

y Establishandimplementdepartmentalpolicies, goals, objectives, and

procedures, conferringwithboardmembers, organizationofficials, and

staffmembersasnecessary.

y Determinestaffingrequirements, andinterview, hireandtrainnew

employees, oroverseethosepersonnelprocesses.

y Plananddirectactivitiessuchassalespromotions, coordinatingwith

otherdepartmentheadsasrequired.

y Determinegoodsandservicestobesold, andsetpricesandcreditterms,

basedonforecastsofcustomerdemand.

y

y Locate, select, andprocuremerchandiseforresale, representing

managementinpurchasenegotiations.


24/36

Page | 24

SENIOR MANAGER

RESPONSIBILITIES

Supportsalesoftheaffiliateswithinitiativesregardingmarketingand

promotingtoachievetheentiredistributiongoals.

Developmarketingcampaignsthatcanmakequiteanimpactandattain

innovationofpromotionsandcampaignsaboutpromotiontoestablishhis

companyastheleaderintheaffiliatemarketingindustry.

Optimizeandmanageeveryaspectofaprograminaffiliatemarketing. This

willincludeapplicationforincentives, recruitment, dailyprogram

managementandrecommending.

Handlealllevelsofcommunicationwithaffiliates, answerphoneconversation

ande-mailsthatwilltackleintheareaofanswerdifferentkindsofquestions

abouttheproduct, andtermsofnegotiation.

Manageanddeveloppartnershippromotionalandmarketingprogramsthat

aredesignedtobuildanoverwhelmingamountofsalesandtraffic.


25/36

Page | 25

FUNCTIONS

Hehastoworksmoothlywiththepeoplearoundhim, especiallythe

marketingdirector, inordertoimplementanddeveloppromotionsand

campaignsformarketingthatwillhelppromotetheentirecompany'sdignityandtheaffiliate'sgoalsaswell.

Managedailymarketingontheexecutionanddevelopmentoftheproject

thatwouldincludecreativedevelopmentsandallimplementationcourses;

ensurethecomplianceofstrategiesandstandardsoftheproduct;oversee

outsideagenciesand vendors.

Coordinatedifferentkindsofprojectswithseveraldepartmentsinternallyincludingon-airpromotions, creativeservices, consumer, online, and

advertisingsalesmarketing. Whiledoingso, fosterpositiveandhappy

workingrelationshipsthroughconstantcommunicationinalldepartments.

Executesbasicmarketingprojectslikewritingbriefs, developingtimelines,

collecttraffictapesandartwork, andmanagesnecessaryapproval.

Contributetothedevelopmentofsalesinmaterials. Thiswillinclude

collateralmaterials, salesdecks, etc.

Fillin, prioritizeandfulfilldailytasksandrequestfromtheentiresalesteam.

Performotherdutiesthatarerequiredandasdirected.


26/36

Page | 26

TEAM MEMBERS

RESPONSIBILITIES

Leadsgenerationfortheprojects.

Providecompleteinformationabouttheclienttothesuperiorofficers.

Transparentintheirworks.

Maximizetheleadsasmuchaspossible.

FUNCTIONS

Marketingresearchandanalysis

Marketingstrategy

Implementationplanning

Project, process, and vendormanagement

Organizationalmanagementandleadership

Reporting, measurement, feedbackandcontrolsystems


27/36

Page | 27

HR DEPARTMENT

HR HIERARCHY

HR HEAD

HR MANAGER

HR

EXECUTIVES


28/36

Page | 28

HR HEAD

RESPONSIBILITIES

Supportingmanagementbydeveloping Centerpolicyandprocedures

forpreventingandstoppingharassmentanddiscrimination;

Educatingstaff, particularlythroughinductionandretraining, with

specializedtrainingforlinemanagers;

Assistingmanagementinestablishingavenuesofassistanceatallduty

stationsforstaffmemberswhohaveexperiencedharassmentor

discrimination;

Providingsupportandguidancetopeopledirectlyinvolvedin

harassmentanddiscriminationissues;and

Providingguidancetocommitteesinvestigatingharassmentand

discriminationofcomplaints

FUNCTIONS

Understandingandrelatingtoemployeesasindividuals, thus

identifyingindividualneedsandcareergoals.

Developingpositiveinteractionsbetweenworkers, toensurecollated

andconstructiveenterpriseproductivityanddevelopmentofauniform

organizationalculture.

Identifyareasthatsufferlackofknowledgeandinsufficienttraining,

andaccordinglyprovideremedialmeasuresintheformofworkshops

andseminars.


29/36

Page | 29

Generatearostrumforallemployeestoexpresstheirgoalsandprovide

thenecessaryresourcestoaccomplishprofessionalandpersonal

agendas, essentiallyinthatorder.

Innovatenewoperatingpracticestominimizeriskandgeneratean

overallsenseofbelongingandaccountability.

Recruitingtherequiredworkforceandmakingprovisionsforexpressed

andpromisedpayrollandbenefits.

Implementingresourcestrategiestosubsequentlycreateandsustain

competitiveadvantage.

Empowermentoftheorganization, tosuccessfullymeetstrategicgoals

bymanagingstaffeffectively.


30/36

Page | 30

HR POLICES

The Career Pathing Policy

Our policy for career planning/development is a well thought

out, planned process. Aim is to develop and prepare people for

higher responsibilities. It assists them by identifying various

roles they could undertake and skills they may need to develop

in order to do full justice to their new role within the

organization.

The High Commitment WorkSystems Policy

As per our High Commitment Work Systems Policy,

empowered and independent teams work with responsibility and

accountability in an environment of openness. It increases

employee involvement and develops a mature work culture. This

in turn has a good bearing on the company helping it achieve

goals and targets successfully in a competitive environment.

Performance Appraisal Policy

We appraise employee performance on an annual basis, giving

people credit for their achievements and setting targets for theforthcoming year. We have developed a balanced policy that is

both objective and holistic in its approach. Our HRD personnel

facilitate the appraisal process and also train senior personnel in


31/36

Page | 31

assessing individual performance. They resolve the areas of

conflict and follow up on the outcomes of the appraisal.

Our Performance Appraisal Systemhasseveralsalient

features

An Opportunity for Self-review and Assessment

A clear and equal focus on both, the End Results and the Process

Identifying Training and Development needs

Distribution of incentives in an objective, value based manner

ATTENDANCE & PUNCTUALITY

1.Attendance Allowances (Leave Polices)

2.Be at your job location and begin to work at the designated

Office Time.3.Indicate in advance if you are going to be on leave or out of

station on duty during any particular day/s.

4.Unauthorized / Unexplained absence will call for

disciplinary action & LOP

If, for some reason, you need to take unplanned leave,

contact your Reporting Manager before the start of the workday

and inform that you are unable to attend office.


32/36

Page | 32

COMPENSATION POLICY

It is our policy to provide a Fair Compensation that compares

favorably with the Industry. Salaries will be calculated from 1st

to End of the month.

HOW & WHEN THE EMPLOYEES ARE PAID

Salaries for employees are paid on a monthly basis. If a weekly

or public holiday falls on regular payday, salaries are paid on the

previous working day.

Payment is made by into the individuals' bank account.

Employees are encouraged to open bank accounts either in

HDFC or ICICI Bank. Salaries through bank will be dispatched

for credit into the account of the individual.

Please check with HR or Accounts, if you need any assistance toopen a bank account so that your salary credit is ensured at the

earliest and no inconvenience is caused to you.

DEDUCTIONS FROM PAY

Legislation requires the following deductions, where applicable,

to be made from your salary.

1. Income tax

2. Provident Fund


33/36

Page | 33

3. Professional Tax

4. If youre using Transportation that would be deduced extra

depending on KMS

HR VOLUNTARY ACTIVITIES

Birthday Celebrations

New Born Gift Hamper

Champions Day Celebrations

Valentines Day Celebrations

Annual Day Celebrations

Cultural Activities

Sports Activities


34/36

Page | 34

EMPLOYEE BENEFITS PROGRAMS AT

SPAN

TTK CARD

Maternity Leave

Outside TrainingPrograms

TeamOuting

Team Dinner

Champions Awards

Bravo Champion

Monthly Recognitions


35/36

Page | 35

SWOT ANALYSIS

Strengths

Skilledmanpower

Diversified skill base across service lines

delivery capabilities & client satisfaction

Multidomesticmarketphilosophy

Commitment to go the extra mile

Researchand Development

Technological partnership with other software companies

Lowcostadvantage

Ability to continually reduce the cost of services

Weakness

Smallplayeringlobalmarket

No exposure to standard work

Limiteddomain


36/36

ClientsnottrustingthecapabilitiesofIndian Software

Cos.

Opportunities

Hugeglobalmarket

The Company has entered into the global market so now it

the biggest opportunity available to the company.

Huge Potentialin Domestic Market

Y2K Crisis

Threats

CompetitionbyIndiancompaniesindomesticmarket

Presenceofbigcompaniesinglobalmarket

span outsourcing pvt ltd

Documents