Management Model for semi-new managers
( include techno managerial candidates)
You should have one quantifiable work for each year, if you want to survive. You should have at least three works, if you want to excel. However, there are companies where 1 work is enough. You should distribute 30% of the fund to workers and you should keep 70% of money allocated to you. All the money spent should come back to you as revenue or quantifiable work. You should have at least one new customer, if you want to survive. You must have two to three new customers if you want to excel. You should have a detailed blue print in form of a business plan or a project report. Project report must include your financial strength as cash in hand, cash at bank, raw materials, semi-finished goods/services and finished goods/services.
You should plan for one year schedule for yourself. You must demonstrate technical strength which proves that you understand the relevant technology. You should have 10-15 soft skills with three examples. You should keep a ready reckoner for key words which are used as managerial skills. You should have good communication skill. You should allow a new worker or manager to go through new hire orientation so that he/she becomes adapt to the work culture. You must have digital processes to be part of work culture. You should provide input or improve processes. Strive for company –wide or organization wide processes. You should be part of a support (technical or non technical) work.
You should manage at least three hands to be your initiative approved and accepted by your organization. 30% of your work should be part of the entire work and you should make work. Workers and reports should know what is in for them in their focal (performance review). You should manage bottom 10% of your reports. You should know 6 month in advance whether or not you will meet your dead line. You should handle an interview question with 10% of your salary. There should not be more than 3 question in a year. 30% of your salary is reserved for managing your work. You should charge at least US$ 300 millions(INR 3 crore) for a new idea and US$ 50 millions(INR 50 Lacs) for work that must come from you. You should identify top five performers and reward them handsomely(US$ 50 Millions).
You should handle difficult to manage workers by challenging them with difficult question and managing them with negative motivation. You should retain your hires by offering them competitive compensation package. You should change your brush for your regain (hire only qualified workers). Your product should be recognized by the industry. You should avoid micro management and offer flexible working hours. You should compete to have better employee satisfaction. You should keep buffer for in house training the new hires. You always keep an eye on parth and view (a dash on which workers performance is kept) using chakule software. You should have a moto to keep yourself up to date with the technology. You should follow the following concepts :
Manage – Identifying and managing the bottom 10% of your reports; direct or indirect
Managerial – Workers who help in managing bottom 10%
Manager – One who manages workers
You should keep an eye on employees by giving them a handbook which they understand. You watch the credit (gva.ova.com) score or interest account of an employee to safely infer the work in progress. You should ask for a monthly status report. A work should last for at least one year. If they can do parallel work, they are due for a promotion or an interest for management. I am seeking 30% management and 70% engineering responsibilities. You should keep a spy (managerial) team to manage competition. There will be a 7 year career plan for every report with work and deadline. Every employee should know open positions aligned with his/her career plan. Every employee should subscribe to 2 magazines for his industry. Every employee should read a relevant book and practice it. I don’t hang my boots till I make my workers sing these two lines of a song.
You fulfilled my dream, You showed me the way
Gosh, You have it in you, to show me the way
Skills
Ø C-Suite Level Communication & Presentation – D Gift
Ø Strategic Thinking & Foresight – Decision Making - Senior Leadership
Ø Nasal Rein –
Ø ,Competitive Analysis –
Ø Research
Ø Tact - Weirdit
Ø Change Management –
Ø Emotional Intelligence –
Ø Employee Development
Ø Incorporation
Ø Joint venture
Ø Delegation –
Ø Sanifast –
Ø Ranivel –
Ø Naxal –
A. Career Plan
One work will take 30% of 2nd work. 2nd work will do the same. Rest will learn. Team work is legal(He can share a work with others). There will be reward for every work. There will be training for adding skills to complete a work. I expect a digital doc to finish a work(planning). There can be an aggressive deadline to complete a work. Reward will be handsome. There can be overlapping deadlines for parallel work. It will be negotiated with worker. He/She can decline. Skills required for a work will be notified. When you have relaxed deadline you will add skills. You will ask your I.Q. to be tested if you want to perform. If a worker does not have digital communication of a work or if there is a communication issue he should escalate.
An employee must not expect a surprise in his yearly review. His career plan should be clearly visible in his schedule. Schedule should be in form of a digital doc. A reward or award be given to him for meeting a mile stone. There will be a monthly mile stone. The monthly mile stone should be easy. Management and report should agree to it. There should be help and other resources available to the worker. It is the workers responsibility to escalate an issue in timely manner if he does not get help or required resources. A worker can go to school at company’s expense if his performance is worth it. It is worker’s responsibility to negotiate a deadline that helps him balance his personal life.
Revenue generated or productivity decides a career growth. The productivity should be quantifiable. The worker should understand it and should work towards it. A percentage of work should define productivity and should translate into revenue earned. A manager may not understand the nitty-gritty of a work. Thus he should involve a worker who understands the work. This will result in efficient division of work. A manager should promote his ward by making him do a presentation of work inside a team, inside cross functional teams or inside an organization (company). A work should involve demonstration of both soft and hard skills. It will help the worker’s career growth.
A worker will know who depends on his work and who has stake in his work. A worker should have a good communication to be promoted. A worker should manage competition and handle politically influenced problems. They should be trained to do that. Grooming a talent is necessary. You don’t throw them ocean hoping they know how to swim. They should be trained to network and build cohesive team. They should learn to sell themselves. If they grow higher they should be able to form alliances. They should learn to become indispensible. Management will give them opportunity. They are allowed to make mistakes and learn from it. Three mistakes are allowed. They should bring new technologies and best practices in the industry. It should cut the cost or effective enough to rise productivity. They should read and understand the competitive analysis document. Failing to do a work is not a ground for termination. They should get relevant books, support(explaining the solution), doing an example before they are tested again. Not sharing work for fear of competition is ground for termination. Growth rate for a quarter of an year will decide whether or not we have a realistic career plan.
There
will be a pictorial representation of productivity for 7 year(Frequency
Polygon). If their productivity falls below an expected number they will have
to pass a performance improvement plan. They will lose
Reward Assignment Communication
benefits as long as they are on
performance improvement plan.
Work of a worker is adopted by one or more workers (Preferably by a team) and worker will charge 30% of their reward. Worker will be considered senior.
B. Managing Competition
1. Managing up (Tact)
2. Managing peers or down (Politics)
Managing up – You network with the reports of the manager you want to oust and find faults in the
management style. You find three faults in their management style and complaint it to
your HR.
a. Product management – Introducing completion(Similar product)
b. People management – Introducing competition(For worker foo, there is a worker bar with similar or better skills)
Product management :- The product will fail at a customer site. There should be monetary loss or credibility issue. A product may have two issues and there will be no escalation of issues. However, if there is third problem, the escalation will come from a customer site, Field issues are not forgiven. I pay 10% of my salary for every product issue brought to me. You should have a good understanding of the product and you develop competing product.
People management – There should be parallel competing skill. For every foo worker there should be a bar competing workforce. Three complaints to HR should matter. There should be three good notes from peer employees to retain the job. Look for communication problem. It is a common problem. You should exchange notes (fire notes – feedback from support) with HR. They should issue a fire note. You transfer the support to another team and hire new supports. Managers and workers may not communicate clearly. It should be brought to the knowledge of an HR. You have to cut (manage) competition. Brand image management (involves market research) should not be a problem or else there will be a fire note. Your brand should be within top three in the jargon (industry). We should be in top 10 in the revenue (productivity).
Managing peers or down (Politics) – There should be managerial workers who will support a manager. They will get 10% of total fund for a piece of information. They should be given challenging work and they should execute. If they fail to execute they will burn. 40% I.Q. is for managers and 41% or above is for technical work. This will be my team. 20-30% of the revenue goes to workers who fall in managerial category in lieu of build money in engineering field. It can also be one-two year salary instead of 20-30% of revenue. They will also get first (entire revenue from first customer) money.
Golden Rule : Every worker is your competitors. There is no friend or enemy.
You get credited for your work in years. Every work is one year or more. You will not get fired until you go past your years of credit. You will lose 10-50% of your salary for every work which you fail to complete. 30-50% of your fund will be used to manage employees, If amy direct report is fired his remaining salary will get credited to me. If I have to expand my team so that I get higher retainer(money left for me after I spent the rest), a new product will be introduced. You give two small work to a new higher averaging 6-8 month so that he can settle. He gets a challenging project after that. If he passes the test he will get one year of credit.
Order Support
C. Blue Print
There should be a digital document containing the cost per unit in dollar. The finer details will be mentioned in it. It can be a combination of business plan and project report. Details such as labor cost and cost of goods and services should be part of it. Mentioned down below is an example of how your blue print document should look like. You should also have a flow chart in the document.
Organizational Structure
Technical Section :
Number of computers (Technical details of computer – Sun Sparc Station with Solaris x.y, X86 with intel chip set, , Macintosh, MACOS MONTEREY ver 12.6.5)
Computer cost of each computer: US $ x
OS cost for each computer : US $ x
Applications and tools : US $x
Accessories : US $x
Engineers : 7
Compensation to each computer : US $x
Capital, Cash in hand, Cash at bank : US $x
Land & Building : US $x
Print Result if decision is yes
Rent : Us $
Furniture & Fixture : US $x
Opening and Closing Stock : US $x
Electricity & Water : US $ x
Other items from Trading & Profit
& Loss account
Print Result if decision is No
Other items from Balance Sheet
Yes
Securities
Schedule
No
Flow Chart Example :
Hierarchal Organizational Structure Reports
No
Yes
They are masquerader, they are bullets
I show you the way, show you how it is
They are on top, they have the guns
I will also live, the way I am
D. Fund Management
20-50% money from US $20 million will be passed on to your first line managers and direct reports, if you are a executive. First line managers will distribute the money to their reports who are responsible for developing the product. The final product will go to marketers and sales person for selling the product. There will be 50 distributors each getting $2000(goodies) for promoting, and US $200 in cash or kind will be given to their salesman. Goodies may include hoarding, posters and banners. US $1 million goes towards advertisement (Television, Radio, Cell Phone, Newspaper, books and magazines etc.). Your product will sell on internet outlets such as Amazon. Your marketing team will get their market plan approved from the senior managers and be their fund approved. Your sale person will get 20% of the product revenue which will motivate them.
Their will be a digital marketing plan including electronic communication (e-flyers). A worker, whose brain child is the product, will be given US $700 millions. US $50 million will be given to the product development team. You should target 500 retail outlets nation-wide. Business premise should be at prime location. US $500000 to US $2 million will be given as gift to the contact point at customer site. There should be a receipt for every $ spent. There will be awards and rewards such as higher responsibilities, grade improvement, cash or stock options. US $ 20 million will be spent in team building if you are a senior manager. You have to hire a useful worker from your competition.
US $ 2 million will be rewarded to worker who introduces a new product idea, new process or improvement. Money from the fund will be rewarded to him if he makes corporate wide process induction or improvement. I will introduce a weekly digital problem solving game to make the work place fun to work. The workers will get an award for solving a problem. Problems will be real with serious to moderate complexity. There will be ice cream party, TGIF(Thanks God It It Is Friday) with goodies and there will T-shirt distribution with goodies for participating in usability drive.
US $200 million in revenue will stop a product from being stopped. US $ 1million will be awarded to every employee if the product sails. If they don’t have a sales receipt in one year the workers will be replaced with new talent. A product will receive funding for a maximum of three year. A minimum of two feature will be a product to be shipped. Workers will be motivated to come up with Alpha(Inside a company), beta(On select company sites for free usage) and customer ready products.
There will be a chief engineer responsible for overall development of a product in engineering. There will be brand(product) manager responsible for writing a PRD(Product Requirement Document). Chief engineer will give input that will improve the PRD. When both engineering and marketing will have the same understanding the PRD will be approved. Bright engineers may give their input to the PRD. PRD will involve key features of the product. Engineering will develop an engineering document called FRD(Feature Requirement Document) which will involve all the features from PRD with technical details. Team lead(Chief Engineer) will oversee the day to day development of the product development cycle.
There will be a technical specification document which will be used as analysis phase of the product development cycle. There will be a design doc with 25% code(developed features of a product) which will be reviewed by the engineering team. There will be prototype of the product which will give you the idea how the finished feature or product will look like. The implementation phase will start after that. There will be a 3 month of minimum testing by a quality team. A product will be released by the product development team once the quality team gives a clearance. A minimum of US $ 100000 will be given to engineer who writes the specification. You can give one year salary instead. Engineering will follow water fall model of product development cycle. When the engineer says the code is ready for testing he will get one year salary as a build money after the code runs for 3 day.
All the documents will be frozen once they are approved by the reviewers. Change is not allowed after that. Engineering will use cutting edge technology as an aid to their product development cycle. A new tool, application or technology introduced and implemented results in US $ 1 million. The tool, application or technology should be adopted by the product development team.
Use of flow chart is salient in analysis phase of software engineering. It is one year salary. Responsibility to accept 15 features of a product in one year is industry standard. You hire 5 engineers each of which responsible for developing 3 features in one year. Chief engineer will be responsible for 3 features plus monitoring work of other engineers. Tools such as Clearcase, CVS or Git can be used to monitor their involvement in development cycle. Chief engineer will monitor the code every 15-30 days. They should write at least 9 lines of working code every day.. This is practiced in IBM. It is considered as industry standard. Workers will be trained in relevant technologies and money should be allocated towards that. There will be support staff for cleaning. Goodies such as beverages will be available for everyone in the company. It can be in the form soda(cold drink), tea and coffee.
On completion of one feature (one month) a worker will get a certificate and monetary award which is half of his one year salary, also known as build money. This is motivation. If they fail to meet their deadline which three months for three features, they will get a written performance improvement failing which they will get a pink slip also known as fire note.
This is my management model and I request a hire note.
Dusk to dawn, I danced though the town
I waited for long , my eyes are stone
(Value your bright talent. They are difficult to come.)
Fund outward flow
Schedule
You should plan for 1 year
schedule. It should be a print of entire year on daily basis. You keep 15 days
buffer every month. You don’t have to keep it empty. You print easy work which
you can do with 2nd work. You ask your engineering team to automate
it. If there is a priority change, it should change the schedule for the entire year. If one year is passed
continue next year from where you left. 3 receipts means 30 receipts for the
next year and 50 receipts for the third year. 10% charge for the marketer and
50% of revenue for the driver(me). 30% of revenue is returned to the top
management in the chunk of 10% to three managers(if there are 3 managers). This
is for getting blessed by the top management. I give 20% of my 1 year salary to
a senior manager for their vote. You pay 2% to manage your stock(shares) by
getting a report from stock(shares) review forum. You charge 1% of employees
salary from their reward. They will pay 10% but 9% will be returned.
First thing first. Before you delve into your business, you should prepare a business model(Product Model in India). You should detail the source of fund, quantity of fund, business processes, products, expense and income including where the income comes from. You do a customer survey to know your market segment so that you have an estimate of your source of income. Your length(Product Development) should match with your ROI forecast. There should be 7 reviews every six months. If length does not match product forecast, you should exit immediately. They (corporate citizens) should report to you as authority, not as business partners. You should 10% to someone senior to you not junior to you. Regbi (Juven - senior ears – managers) is 2%. Your business should grow 10% a year. This is industry standard. You should take 30% of your revenue where 50% is not your privilege to yourself. You should grow 10% business for 7-10 years in the industry. You should take 70% of your salary home. Rest you spend on business. You should enrich yourself for next year by investing, You should keep 50-90% of your profit to yourself and spend 10-50% in business. You should do employee satisfaction review and customer satisfaction review regularly. You should train your employees for better. You should command authority not demand it. In other words, workers should like you for your management style. Manager doesn’t die, employees die after manager establishes accountability. Managing bottom 20% every six month. Identifying bottom 10% by paying 2% of your salary to your potential ears. 3 feedback is standard. 3 day for 1 bug. 9 days for 3 bugs. You are out. I want them to be subjective in writing while being objective in tolerance and remain patient. You have to be a bug with an eye on penhe and result in writing what you mean in it. I have it in me to do it but nobody knows.
For 9 months deadline there will be two reviews every 4 month. There will be digital copy of every initiative and work. It will be reflected in the Project Manager software. There will be written communication as only mode of communication. Oral communication will be digitally recorded or else there will be no legal communication. There will be incentive for finishing the work before the deadline. There will be incentive for putting extra hours if a result is produced. These are company wide initiatives and I get 5 year for these. 5/9 is minimum for mandatory IELTS and 270/350 in TOEFFL. Reference is required for those not fulfilling the criteria. Someone will be dedicated support for him and he will be awarded accordingly. I will get 6 year including this initiative. This is my 7th year. Instructor led training or a coach is required for those weak in primary medium of communication (English-Defacto).. A slide show presentation will be must for those with poor English. They should adopt it as a practice when explaining their work. This will mitigate the problem. This is my 8th year. I will pay 20% of the incentive given to my reports to those workers or managers who will vote for these work. I will make one presentation every quarter including learning credit. There will be no surprise in my yearly review. No new hire will be let go for 8 months. I will have high aspiration (Jereva). I will circulate medium aspiration while working for high aspiration (tact). My reports will publish high, medium or low aspirations. If they meet their expectation, they will get more complex tasks until they reach the next level. If they reach next level they will get highest reward. Every new hire will be given a paper to read, understand and acknowledge all that is printed in the paper. Awards and rewards will be mentioned in detail in the paper. A new hire will answer what he liked or disliked in each award and reward. He will learn about the quarterly and yearly review process. A team will be allotted to evaluate the work of a worker. Highest level of work will be awarded to the worker. If a work is of high level and worker is not there, he will be put on a career path to reach there. However, he will be rewarded as per reward policy of the highest level. This is my 10th year. Innovation promotion – A find of the year practice in my organization. Every business unit will have one find of the year. New ideas will be awarded. They will have a lunch with the CEO. This is my 11th year.
You create a work environment in which workers flourish. It is for 2nd (2nd line managers). You find the work style of top performers and train the workers to adopt it – Policy.(Ingiema-For Administration. It is administration in which you flourish). Top performers may not like to share their strength. You use Emaruti or Symphony device as appropriate to share their strength on mind line. If they don’t cooperate, discipline them. Top performers will get 2% of the salary of a performer whose performance rises to next level. Top performers will share protocol they use while working for their managers and while working with peers. They will share management style. They will share the tool they use. They will share the approach they use. We have to get the best out of them. The overall productivity will grow resulting in rise in revenue. It is for a VP to know what to convey to a CEO. The idea is to raise the market value of stocks/shares. This is my 12th year. You will also do a drive to find personality a worker makes, It is for a CEO to decide what he does with it. It is citrex (It is none in any industry). It is a policy(Administration). This is my 13th year in you. You do a personality improvement drive. You make sure, they have at least one corrective input. You manage them. This is my 13th year.
ISO 13000 (Paperless Environment) compliant products as policy(Administration). Print option will be given as optional feature. It is 14th year. ICS BU print documentation should be abolished. Cisco training programs should come with digital doc. US $ 50 for print doc.
Policy for workers to inculcate a practice of using digital doc at work. It is administration. This is my 15th year. Policy for workers to pass a self training money management training exercise(citrex-For Administration). If they don’t pass the exam in three attempts, one point will be added to their HR file. They should buy a house if they work for 5 years in the organization. This is my 16th year. Corporate wide policy to update workers computer and cell phone monthly(Citrex)-For Administration). This is my 17th year. Corporate wide policy to train workers quarterly in areas aligned with their career progression. They will produce quantifiable result. .(Ingiema-For Administration). This is my 18th year. Interviewees will bring project and 15-30 minutes slide show presentation explaining their work. Alternatively, they can use NPF(Neo Presentation Framework) in place of Powerpoint software. It is a policy (Citrex)-For Administration). This is my 19th year. Managers are asked to raise productivity of their team by 5% every year resulting in revenue growth. This is my policy. This is my 20th year. (Citrex)-For Administration).
Citrex – A BU will get proportionate share of his earned revenue. 10% for first revenue (minimum 10% revenue has to be earned). 25% for second revenue (minimum 25% revenue has to be earned). 55% for third revenue (minimum 35% revenue has to be earned). It is policy and it is in Administration. This is my 21st year.
Citrex – Only profit making BU will get revenue collection(10%, 25%, 55%). If the product is in loss 10% of their revenue is deducted. It is policy and it is in Administration. This is my 22nd year.
Administration (Citrex) – In my management , organization will report to me in a manner I am able to track and quantify the report.
Administration (Citrex) – Change (introduce new teams, hierarchy) the organization to manage growth in team size.
Revenue - Economy Model product (with reduced features) and pricing for third world countries. This is my 23rdyear.
Market Policy - Serving three segments with your product (Features and pricing) as a policy. Security product This is my 24th year.
Engineering/Market Product : Using getVal(int x, int y) excusing getCurrent(int x, int y) is faster processing. Use of HIDS(Hidden Intrusion Detection System) or use of Cisco Secure is a new security product. Double processor with double engine is faster processor and security product – a two in one. It is for a CTO. This is my 25th year.
Engineering/Market Product/Citrex : A SW describing the work flow and white paper content in pictorial form to market.
Water Fall model as a policy(Prototype)
Analysis - System Spec. Market - PRD(Product Requirement Document)
Design - Design doc with a bit of code
Prototye - Product pays a feel for it
Development - Develop the product based on FRD(Feature Requirement Document
1. Demo Release for market (My own model)
2. Feature Release for customers
Testing - Test Plan
Support - Ticket Model
Maintenance - Bug fixes
This is my 26th year.
I allow 5% revenue to indirect reports and 25% revenue to direct reports (they hired with extensive interview) and 55% revenue to super reports. I get 30 million as a first time manager and 55 million as 6 year manager.
There will be 5 new process improvements in 1 year and 1 new process every 3 year as a policy in a business unit(Ziarka – Improvement to make it better). For Administration. This is my 27th year.
Citrex (Administration and Market)– There will be a policy to bring only quality products such as Canon and Hp printers. Obselete printers, such as Xerox printers will bring 35% of the total quality product spending for their better service. Market research is required (competitive analysis). There will be an email and a print sent to every SysAdmin as will as to the purchase department. SysAdmin will return (get back to me) after they get the product. This is my 28th year.
Citrex(Administration) – After decades of
Citrex (Administration, Market, Management) – Students will be given printed slip to produce record. They will be given assessment letter from the Machine room assistant (PI, TA-Teaching Assistant). This will produce a record of student’s performance. It will enable students to learn at rapid place. They will be complete learner with depth. There will be a digital (automated) process to track student’s progress. Students will do assignments on their machine. Question will be set to track percentage (Turnup-Admin-Something is visible but no understand(Faculty)) completeness - Jora (A complete decile of what happened). For example, 20% attempted to 100% attempted. A print of percentage attempted question will be generated and distributed(Whore-Admin-Something is not visible but you understand them(Faculty-Ner (A Faculty, a senior to disassociate students in refringe) , MR-Respu(A MR to disassociate students in refringe)) to students, faculty and MR (Machine Room Assistants – Nare-Admin-Something is visible and you understand them with pain(Faculty)). MRs will solve the rest of the question and leave it for students to learn from it. They will write a paragraph about their understanding of the system and faculty will review - return. There will be a system to track students progress and review by faculty – Marketing Message, Product, Feature(CEO, Senior Manager Marketing). There will be 3 buy ins after offering them 20% of revenue generated by the process. Entertainment will be facilated. Authority will be used if necessary. – Management This is my 29th year.
Vision (CEO) – The organization should stand between top 1-10. This is my 30th year.
Planning (Goal) – Customer satisfaction should reach 3.5 or higher in the scale of 1-4. This is my 31st year.
Citrex - Policy (Administration) – Policy to get a dress code from employees. 4 days formal to marketers and casual to engineers. 5th day; half formal to everyone. 5th day, TGIF(Thanks God it’s Friday) to everyone with snacks(Vegetarian and Non- Vegetarian) and drink. Party ; every quarter. Ramp walk every 6 month. Fashion designer will come every month. There will be party every Saturday. This is my 32nd year.
Citrex (Administration) – An application that keeps track of all work of my life. Keep different tabs of application for different job positions. You can use Neo Presentation Framework until the app is developed. The SW can be a web portal.
Administration/Management : Share your work or idea with the board or assembly to find out who likes what. Involve them in the work they liked or ideas they liked.
Administration : Throw goodies on individual board members or assembly members. Ask them to drop a support letter to the closing member (person who takes your liking and trust on their ethics. Ask members to show their hands.
Administration : Work selection for next 5 year. Compare the relevant work from top 10 companies, Find what is missing in our work. Layout a plan to execute it. Example : Work in developed countries and your country.
Policy (Product – Market, Administration) – Demand supply curve in company, before inventory is ordered. Digital system for demand supply curve. Meeting point is the salient point. Demand on X axis and supply on Y axis. Two dots every class interval on supply curve. One dot for demand curve. This is my 33rd year.
HR Policy (Citrex) – Transparent Reward Policy. An automated system for claiming the reward by workers. Workers will click on a tab on their web based automated reward system to claim their reward. It is an improvement to previous desktop app based reward payment system. This is my 34th year.
HR Policy (Citrex) – Ask students to contribute to school project which will encompass management fraternity skills. Students of a school (University, College) will be asked to produce a result driven project which will encompass all the management skills. They will do a minimum of 20 schools out of 78 skills. This is my 35th year.
HR Policy (Citrex) – HR Students will learn skills used by a junior to senior HR manager by working on a project that encompass all the skills used by a HR manager or HR executive. This is my 36th year.
HR Policy (Citrex) – HR students will improve a system in their school by working on a live system which will be used as a training platform. This is my 37th year.
HR Policy (Citrex) – Digital copy of record in HR and Management to be given to employees. This is my 38th year.
HR Policy (Citrex) – Managers will bring best practices from inside/outside industry. If company reaches on step higher in the industry managers will be given 55% of the revenue earned from their practice for meeting the objective. This is my 39th year.
HR Policy (Citrex) – There should be three emails from workers substantiating the work done by another worker. Workers substantiating a work should be physically present to a manger doing the performance review. They should be physically present before a HR to support the work of the worker whose performance is being reviewed. If worker whose performance is being reviewed is unable to bring three workers to support his work, he/she will not get the reward including promotion. All three makes it citrex. This is my 40th year.
HR Policy (Citrex) – #1. If
a worker does not complete three features in 9 months they will be asked to
pass a performance improvement plan. They will have salary cut. 90% of his next
year salary will be on me and 10% deducted from his salary will go to HR. #2.
Their work will be reviewed by a senior to check if the work is not phony. If
an engineer wants help, he will ask someone to give him supplement (book etc).
If it doesn’t work, he will get finished work to understand it(code). If he
still needs help, he will ask someone to explain. #3. If he still can’t
complete his work, he will get one fail and he will be asked to pass a
performance improvement plan. #4. If he doesn’t pass, he will be asked
to leave (let go). Record will be in HR file and it will not be shared with
outside world. If he doesn’t want to go he will get 50% salary cut for six
months. If he has three fails, he will be let go and not get a job in the industry.
An engineer will not report to someone with lower grade. If they compete and
take negative action, or if they gang, they will go. #1, #2, #3 and #4 together
makes it citrex. This is my 41st year.
HR Policy (Citrex) – There will be a written word given by manager. If he fails to adhere to it, he will fire. This is my 42nd year.
HR Policy (Citrex) – There will be a web based written code of conduct. They will read, understand and sign on it. Workers will submit a one page digital doc describing how they adhered to it. They will be specific. They will give concrete examples. This is my 43rd year.
HR Policy (Citrex) – No training on company’s expense without project. We want company and worker to be successful.
HR Policy (Solicit) – A manager will get a rook/build for 3 work, successfully in one year. He will get one more every year rook if his work is used in subsequent years. Cross company initiatives will earn 1 year for each of the contribution. Work will be recorded in HR file before it is rewarded. There will be thorough investigation. Cross company projects will be promoted. Consider it as training. More features will be added next year leveraging the previous year work. Managers approval is required.
HR (Citrex – Best Practices) : A website will be created for a worker to complaint. Managers will be given 3 months to resolve or else it will go to HR.
HR Policy (Citrex) – A
training program that will accommodate a new hire in the system. All the
technical and non-technical works will be accepted, developed, reviewed and
passed by the new hire using a software with bullets, check boxes and radio
buttons.
HR Policy (Citrex) - Industry standard salary and perks will be read, understood and signed by a worker.
HR Policy (Citrex) - Career progression and opportunity at the time of joining in writing. No surprise.
HR Policy (Citrex) - Every worker on a grade and level will be given 6 months time to settle. They will be given x number of training for every skill and function for that grade and level. A worker has to do his own and perform for reward and award.
HR Policy (Citrex) - Immediate review of performance by manager, HR and independent committee. Immediate reward or award to worker, or else, pink slip to both, the manager and the HR.
HR Policy (Citrex) - Implementation doc by workers in which work is divided into small chunks with time frame in which te major work will be implemented. The worker and the manager both will keep a copy of it and worker will chase the deadline.
HR Policy (Citrex) - Information sharing policy. A information will reach the bottom from top. Decision - 1
HR (Leave Policy/Market) – Free bees at work to promote the sale.
HR / PIP Removal :: Don’t give all facts in first round of interview. Let it go through the ladder of escalation by the drop of new facts. A computer sw to PIP remove. All automated.
HR – Citrex :: Talent Retain. Ask workers what they want. Accommodate as appropriate. Show them their market value due to new skills they developed at work and exposure to new technology they be exposed at work. Manage workers for the work they like. Negotiate on money.
Product (CEO - Citrex) – Host a website to gather products in which inventions will come. Going to inventors, rather than they coming to us. This is my 45th year.
Product (CEO - Citrex) – GUI based digital doc instead of CUI based digital doc as user manual.
Product (CEO - Citrex) – Worker
compensation model. Rs instead of US $.
Product (CEO - Citrex) – Techno-Entrepreneur syllabus for a training & education product called Delta 4.
Product (CEO - Citrex) – Windows
98 security product.
Product (CEO - Citrex) – NeoPanacea
1.1 ERP product has multi column product description for bank transaction.
Product (CEO – Citrex) – Serve
three segments in MailBlaster 1.1 bulk email sw that has no restriction for
number of email addresses and it is not blocked by surveillance authority.
Product (CEO - Citrex) – (Jurior) Serve three segments in MailBlaster 1.1 bulk email sw now in Cisco.
Product (CEO - Citrex) – “Live your think” is a SW to track your think make you realize it. Patent No. in USA - PAT102931
Promo (CEO - Citrex) – Products in different countries for their need and taste and mix, positioned as number 1 in every country.
Promo (CEO - Citrex) – Rs 1000 cheque to 10 distributors or retailers with demo version of products and a idiot proof user manual, followed by a call to each one of them. You win one receipt and you have performance.
Negotiation Skill – Compensation, Work, Junior to senior promotion.
Compensation – Got Rs 80000 job when I left Rs 15000 job. It is 500% salary hike. I got it in
Nepal(Focus Education & Consultancy Pvt. Ltd. To a new company).
,Work - Got out of PIP(Performance Improvement Plan) after I demonstrated technical
skills in Cisco Systems Inc. I got promoted from grade 8 to 11. The record is in
HR file.
Junior to senior promotion – Ousted my manager to win a reward in Cisco Systems Inc. I got
supported by another worker who did the last job.
Vote – Transfer junior managers to competitors and hire salient managers from them. Junior managers in you will seen as seniors in someone else work. They will vote you for one year MD or CEO.
10% and reward – Whenever you give something to someone ask for salient return. Give two work instead of one to your manager asking for 10% of second work and rest 90% in him. He will promo and/or reward. Defacto is 3 work every year.
HR Promo – If your manager does not promote you , go to HR with one work in a file with summary of work. Bring three alibis to prove that it is your work. If HR wants three work not given to your manager, give him/her 3 work neatly organized and documented. You win a promo and a reward ( a work not given to anybody ).
Take – Faulty will be saluted by a penter hired by me. I will touch his back. I get 90% of his salary and he gets 10% of his salary. If he sobs I give 45% extra from his money.
HR Responsibilities – Jeniur, Heniur, Reniur
Jeniur – A manager’s responsibilities to hire a worker. Hired a candidate for US $ 80000 instead of US $
64000 in Cisco Systems Inc.(RIBU)
Heniur – A worker get promoted to higher grade with his work without anybody obliging him. I did
SANIIT framework improvement to become Architect graded by senior architect. This is in
EMBU, Cisco Systems Inc. Ousted manager gave me a manager’s cap.
Reniur – My hiring manager(Senior Manager) got promoted by my work in EMBU, Cisco Systems Inc.
Jegile – What will
Herpicu –
Percino –
Hercpen –
Jurua – I do a jurua for myself.
I presented myself to the place where convincing someone was required. Example
: Convinced a Nepalese in Cisco systems
inc over a fight.
MIS
Kanchugi (MIS) – Root of a tree has hundreds of thousands of pores used to suck minerals and water. The products developed by me has my involvement from concept to implementation and hence, it has element of Kanchugi. It is backbone of my work (Products). Jerowni (backbone and body) is the end product.
Market (CEO - Citrex) – 9 months are assignment. 3 months is review. Spend one month out of 3 months in learning and driving marketing initiatives for every worker in a company. Patent USA - PAT359239
Market Change Detector (HR - Citrex) – A job position for new hire. They will detect the change and report.
Employee Distribution (HR – Citrex) – A pyramid work assignment with training, support and reward for completing tasks in 3-10 years. If a worker can’t complete a work within deadline, he/she will go.
Leave Policy (HR – Citrex) – Condition for award, reward, credit in months and promotion is notified to a worker in writing through email and/or desktop/web based digital doc.
Productivity Measurement Tool based work culture (Management, HR - Citrex) – Every worker will measure his/her daily and weekly productivity with cumulative productivity. It will help them remain focused and there will be no surprise in their yearly performance review. They will use a web based tool which will be used company wide. A worker will select a skill or a function that he completes. A worker will mention total percentage completed as asked by the tool. A worker will complete a digital doc mentioning his weekly productivity in a year. If a skill or function is not found in the tool, a worker will select <other> skill/function. The tool will be updated in 3 months time. The compensation, award and reward will be allocated from a web based central fund. A reward,, award or compensation raise will be automatically generated by the central tool.
If a worker doesn’t complete 10% of his quarterly productivity a so cause notice will be served to him. There will be an informal review every quarter by a central team of HRs. 10% salary cut for absent employees.
Managing Competition (Management) – 30% of the work will be shown to workers who have access to it , hiding the solution for fail. Working complainant will be recognized. The problem will be escalated and reward will be announced. 70% work will be completed in one week. Competition managed.
Managing Competition (Management) – An email from a worker from competitor team. Ask for 3 emails from 3 workers. If there is a corrective feedback you return to him while improving your work. Give 1% to your eyes and years, 10% to avere and find out the pattern of his corrective feedback. Come up with a solution to his pattern and then ask him to write an email to your manager copying it to you.
Managing Competition (Management) – Money, sit and authority for managing competition.
Managing Competition (Management) – Hire a private investigator to find crime, sin or discipline.
Managing Competition (Management) – 30% work in peer including workers in cross-functional teams. Use money, sit and authority to do it. Do whatever it takes. Successful execution for 15 days of your initiative and work in your team and in cross-functional teams. It is not in management’s radar for 15 days. You ask for your reward after 15 days and then throw the work to rest of the world.
Managing Competition (Management) – Presentation of your work to a small audience of 10 workers after 15 days of successful execution. Bring 3 emails. Presentation should be blessed by your manager or team if you are a manager.
Managing Competition (Management) – My 30% work in a worker will fail worker’s work at a customer site. I will try to fail 3 works.
Managing Competition (Management) – Managing competition by performance. Once you have your build(15 days of successful execution) you ask for your credit. If it is 3 year combat it with three fails in your product. They will deduct 1 year and give you 2 year after which you manage the politics.
Managing Competition (Management) – Politically influence problem will be handle with counter politics. Two workers will be fired for their own reason not before filing complaints against manager who is driving politics. Give raise and breadth spectrum(fat team) and hire a manager from competing manager. Show authority to them.
Managing Competition (Management) – Bring the competition down by breaking their big competitor (highest performer in the. For example; a system architect.)
Managing Competition (Management) - Hire a discipline worker( She will try to discipline you for three years and she will fail). She will discipline a competition who hired her to discipline me. She will be given monetary reward, breadth spectrum and closeness to me.
No Manager Fire (Citrex) : Build a management team that saves you from charges against you. Early bird whistle blower team. Avere 3.
Management Drill :
#1. Always dress as attire
#2. Never do sex with a woman worker for sex only
#3. Never allow someone to invade private parts of your body (No guange/No work for you)
#4. Never allow someone to dire in it or talk to you (Never allow someone to come close to you for sex)
#5. Never take more than one task in a year.
#6. Never accept money from a piano (Someone who gives money for someone). Accept it from giver and pass it on to HR. HR will allocate. She will know how to split it or give all of it to you.
Politics
Willful broken process/product – A product will not work because of a framed technical reason ( Show a customer a product that doesn’t work and remove a product from the scene.) A product will remain in transit until a competing product is bought. Glut the market with your product to combat it. Take a technical team with a solution to a failed product and sell it to them with market (with money in their hand. Product is for free).
Discipline savior – A few women will sign on a love printed birthday card. Their mouth will be sealed.
Clear work with strict tone in ambiguous matter – They will listen to what I say but they will not read the work passed on to them. If they fail to meet the deadline, take them to HR and they have their job going out of their hands. If they don’t understand, you make them communication (failed in communicating).
Making a deadline fail – Creating a fulfillment problem or failed support problem to make someone fail his/her deadline.
Reporting incomplete number of bugs - Always keep two bugs with you to report in future. If you have a 3rd bug, report it at customer site.
Management (Tact) – If you want your salient(System Architect) to be trained and trainers are not supporting by sharing and explaining the code, you take the code and send him to Udemy.
Reporting a problem (bug) - Reporting a problem (bug) at the last moment of meeting the deadline.
Ousted manager info – Don’t tell the ousted manager until the last moment.
Subject matter expert – Hire a subject matter expert (technical/management consultant) and have him review the product/processes. Product/process should fail at the right time. Quantify the revenue/productivity loss and ask for head.
Conflict of interest – You identify a candidate in competing team. Find out who his competitor is. The competing worker will give written feedback. You have his head.
Race savior – Find a worker who is of same race. He/She will give fire feedback. You have his head.
Politics – 10% to 2 senior VP and 10% to HR to secure 3 years safe exit from fire. You will have 3 years.
Politics – In a company lunch outside the work premise(false news) watken somebody. Example : An engineer is low.
Politics – – In a company lunch outside the work premise(false news) watken somebody. Example : A manager has low moral values.
Politics – Stress testing will not catch performance above 50% of processor use and it will break at customer’s site. Tester will get 10% of worker who exits.
Politics – 10% of exiting/hanging worker to a tester who reports the problem with or without a developer’s help. 10% to ear.
Politics – Offer industries best compensation and practices after interview to lure workers from peer managers. It will make them weak and you will rein.
Politics -
Management
Management – Allocated fund has to be returned as revenue. If marketing did the market right, the product will sell. If it doesn’t sell due to technical reason, fund money will be returned by the managers. SW/HW managers will train marketing to install and use the product. Technical workers may visit the customer site if need be. 3 years for 3 receipts. 1 year for 1 receipt. 2 year for 2 receipt.
Management – Every subordinate (manager) will read, understand, acknowledge and accept that he has read the competitive analysis document. They have to pass a web based exam in which questions from the competitive analysis document will be asked.
Management – Expent all the messages from first line to 2nd line and above. Increase efficiency.
Management – Every subordinate (manager) will subscribe to a relevant business magazine. They have to understand the market and know what customers want. They have to pass a web based exam in which questions from the magazine and product requirement document will be asked.
Management (CEO – Citrex ) – A intranet web portal to receive feedback and suggestion on employee satisfaction. Try to remain in top 10 companies in the industry. Try to increase the employee satisfaction.
Strategic - My management brings an initiative which results in a promotion to workers securing 70% marks in their responsibilities.
Manager : I pay 15% of my Pegne/Fund(Reward given to a manager to manage his team) to an average performer who will never reach me . I pay 25% of my Pegne to an average performer who will become super performer soon. I pay 55% of my Pegne to super performer who will reach me soon. I keep him for 3 year after which I cut him. He goes another team and makes me proud. I cut 10% salary of a non-performer. He/she goes HR who will deduct another 15%. He lives for 3 months and then he will go. I keep an eye to hire managerial (who will be my team and support). I keep an eye to fire and identify a weak worker. I compute my revenue spent and give it to HR who will return my revenue (Pegne). This is my 44th year.
Manager : Work distribution with Pegne/fund allocation. 3 works with 3-5 modules to each of the manager. 3-7 work/module for 1st line, 8 work/module for 2nd line and 10 work/module to an executive.
Niga (Manager) – Work will be distributed without seeing the relevant doc.
Management – 10% of the build money will be disbursed to a worker if he completes and presents prototype of a product. 50% of the build money will be disbursed to a worker if he completes 60% of the product (count the features or modules). 10% of the build money will be disbursed to a worker if he does the code complete. Remaining money and reward will be disbursed after completing the given modules. If a worker beats the deadline by 25% time he will get a award US $ 2,000 with a letter (outstanding performance award). If everything goes right he and he has a outstanding performance award, he may get promoted.
Management – Code complete is 5 months which includes time for test plan review. Test plan will have space for unit test plan. A process to test and compare it with expected values should be found in the test plan and it should be blessed (reviewed) by a developer. No charge for bug found in unit testing. Testers will charge US $ 200 for finding a bug and hence it is implicit that a developer will do his own unit testing.
Management(Assistance) – A worker will be given time to settle. He will get initiative from skills mentioned in his profile. For a work not mentioned in his profile he will get trained to complete the task. Management will make him successful. He will get tools and support to complete his task. 20% of his salary will go to HR for making him successful from day 1-365. The assistance given will be in writing. They will read and understand. They will track initiatives and accomplishments using Project Manager software. They will report to me using weekly status report and I will track their progress using Project Manager software.
Management – Corporate wide NWDTS (Neo Windows Defect Tracking System) will be used.
Management - A worker will not be asked any question for 6 months. If he is found lagging he will be given 15-30 days to complete the lagging task following which appropriate action will be taken.
Management (Neogra) – Every new process will have your input in it. If there is no input a head will be cut.
Management (Kyaka) – You don’t leave for money. If you are searching for job because of money, someone’s head will get cut and you will receive the money.
Management (Gogi) – If you leave, you will be informed who gets compensated for you.
Management (Nege) – If two receipts protocol is not met 10% of engineering manager’s and 20% of marketing manager’s money will be cut. You get a cut of 30% from your pocket at their expense.
Management (Team building - Gere ) – 1% to every worker who is not a manager, 10% to every manager and 20% to 3rd line manager(so that the heat doesn’t come to you and he handles it). You claim that 50% of the Pegne/fund has been allocated. Give 10% each to 3 managers.
Management (Erge) – If you have an incomplete work and you are about to reach your deadline you find help and pay him to fix it. Join a network of professionals corundum (they will find a support) and it will work. You use the network if they don’t support.
Management (Nige) – If you have reached your deadline and your work is incomplete you buy six months using power of money. Throw as much money as it takes (5 Million + 2.5 Million + 2.5 Million to 3 individuals and then you earn after six months). If nothing works, bring as many women as your number of sins and it will work.
Management (Desi) – What will you will if they don’t hire you (they don’t want you in the company). You print money and you leave. Someone will call you.
Management (Agni) – What will you do if someone leaves and don’t have clue how to resolve it? You do money first, women next and then open your pant. Someone will take.
Management (Arga) – Ask for a birku (ass) from the company. If they don’t pay, you pay for it. Rs 500 per sit.
Management (Nigel) – When they are up after finishing the job you also stand and walk for 3. You will not sit for RS 2500 but your birku will sit and perform.
Management (Jenny) – If they don’t leave after sit and perform you will dagger the person who is taking the sit.
Management – 1. If you didn’t happen but they are sit and not leaving you will dagger them 3.
2. If you did happen but they are sit and not leaving you will dagger them 2.
3. If you did happen but they are sit and not leaving in white you will dagger them
5.
4. If you didn’t happen in white but they are sit and not leaving in dark you will
dagger them 4 for every charge.
Management (Organization) – 7 workers is the maximum number under a manager. 7-8 workers
under a second line manager excluding a manager in him. 8-10 workers
under a executive (third line) excluding managers.
Management – If there is a change in status of one of the bullets of Project Manager SW, an email will be sent to respective managers and to me. The idea is to know the progress of the project.
Management – A sw tool to track the daily progress of work of managers.
Management – Power is used
to perform. Firstly, it will be money to a manager, i.e., Rs 100000 for every
milestone achieved. 10% of salary will be cut for not meeting a deadline.
First milestone will be after 6 months. A power is used to promote a manager
for excellence.
Management – 75% Regne (IQ) for computer programmers and analysts or design engineers. For 60% and above they should have 10-10+ years of experience.
Management – Gajni is the tool to track your progress. When you get a work there is a record attached to it. If you find the name of the worker who sent you the work and record you go to him and ask how to get a reward for it.
Management – If they have a record of my work they will share it with me. I will match it with my work and challenge. I will keep three emails or workers.
Management – If the person who gave you a record is not sharing it with you even in the presence of HR you escalate it to city or council for use of a mind reader.
Management – There will be a council of engineers and managers to review and reward performance.
Management – First line manager will get 10% of his yearly salary as build money, Second line manager will get 20% of his yearly salary as build money, Third line manager will get 30% of his yearly salary as build money,
Management – A CEO will get 25% of revenue as Pegne/fund money. Senior most HR will get 15%. Rest of the managers will get 5% of revenue. Grade 15 will get 2% of revenue. Workers will get 0.x% of revenue.
HR/Management (Citex)– Vertical/Slant growth of workers tracker software. Special attention to them. Every 15 days. Immediate award and/or reward. No exploitation.
Management/HR (Citex) – Productivity increase support team.
Management (Citex) - Extended – Productivity increase support initiative. There will be a bunch filled with more work from next year’s work or work from wish list. If a worker has extra time, he/she can take more work on his/her plate. If he/she is able to finish it, it will add to the overall productivity. Manager will get 5% of overall productivity.. Workers will get 1% of 5%. Workers will get double bonus and double build.
Management (Citex) – Show your product to Network of Professionals who are looking for new ideas. Bring revenue from there.
Business Organization – Perform (Product – Market) – Idea, Product, Incorporate, Expand, Chourana (Removing obstacles in business – Ex : When counselor failed I had to kick in – YMT) , Ghirana (Expanding to maximum extent – YMT products in Kathmandu goes to USA),Eccrata (Extending to Maximum strength – YMT goes to USA and expands)
Director Training – Nasal Rein, HR (Citrex) – Create a simulated or real director training module. Use Business Organization skills. Penhem increases if training turns into real work. 3 year hire after completion of training.
Management (Citex) – Racoob (support reason – signing on a doc) is 10% of annual salary of a giver. If they ask for more you take the work to originator. They will improve. 12% is minimum for a 2nd line in USA. 20% is for executives. It is 10% of Apre or Build. Do a stretch goal and get 5-6 features assigned and since in it. Give double the build if you are a manager.
Management (Citex) : Policy - Profit making BU will get more fund.
Management (Citex) : Policy : Profit making BUs will get new products and technologies. Pay for performance.
Management (Citex) : Policy : Ranking for the entire company based on performance. New ideas should be promoted, evaluated and accepted for award and reward.
Management (HR - Citex) : Policy : No new work without training. Avoid unethical firing.
Management (HR - Citex) : Policy : Workers will strive to build a lead In the industry.
Management (HR - Citex) : Policy : Independent contractors should be hired on incentives. There is no expense on them except their expense on selling a product or service or on creation of a training video.
Management (HR - Citex) : Policy : Goodies (product) to every sales point in the market. They sell and we split..
Management (Administration - Citex) : Policy : Forte (4 workers) in four directions to patrol a work or a workers. Print an ID on your computer if someone enters the forte. Find out what they did and who they talked to.
Management - Reach the failed worker when he has happened, Never allow a worker not in your managerial to come talk to you. When a worker passed with or without defects you accept him legally keeping HR in loop.
Management – No worker will be let go if he accepts a new work without training. Training is must.
Management (Negative Motivation) – Deadline failure or delay will not be tolerated. 10% salary cut for failure and 5% salary cut for delay. No bonus or reward in both the cases.
Management (Negative Motivation) – 3 severity 2 bugs means you fire the worker. 2 severity 2 bugs means you cut 50% salary of the worker. 1 severity 2 bugs means you cut 25% salary of the worker.
Management (Negative Motivation) – Customer found severity 2 bug has to be fixed within 24 hours or else the worker will be fired.
Management (Administration - Citex) : Policy : Yearly revenue report bu Bus in commensurate with business plan.
Management (Administration - Citex) : Policy : Yearly talent recognition by Bus. Promo, reward, award
Management (Administration - Citex) : Policy : Yearly management of bottom 10% workers.
Management ( Citex) : Make sure you are stable by offering vote fulcrum every 6 month. If you fall in next six months you will get three month for floor plan. Send Rs 100000 to every manager, Send 90% of a work if need be.
Management – Fire ( Citex) : First thing first. Become in super power chain. If a worker is a pain in the neck, use power to fire him, if he doesn’t go by 3 vote which you don’t have. Give 10% of exiting worker to HR who gives him pink slip. Show his weakness, if he has one from top to bottom for getting consensus. Engage him in hot discussion and discipline him. He will share responsibility of a junior worker depending on him. US $ 10000 to another worker claiming a perceived weakness of exiting worker. Give him a failed project if nothing works. Use a technical or non-technical authority to fail his project.
Management – Power Equation ( Citex) : Create a power equation first so that you don’t get ousted by power. Make 3 managers your pal and they will support. Offer them money and/or work. Support their team to the best of your ability. Be two way avere.
Management (Negative Motivation) Citrex – Use of unparliamentary language will result in 10% salary cut with first warning. Another use of unparliamentary language will result in 50% salary cut with first warning. Third use of unparliamentary language will result pink slip.
Management (Negative Motivation) Citrex – Worker will be fired if he doesn’t perform after training and support.
Management (Negative Motivation) Citrex – . Senior worker will bring new technology from industry failing which he will get a 10% salary cut.
Management (Negative Motivation) Citrex – Work will be allocated according to jenper (I.Q.). If senior workers do not support junior jenper there will be 10% cut and a discipline entry in HR record.
Management (Support) Citrex – Digitalize product names by making new entries in NWDTS SW of products called Progress Tracker and Trin Kitcchen Manager. Charge 30% of your annual salary from VPs penhem in lieu of support.
Management – You plan your career for 23 years. 3 work of two page to first line managers for 3, they will support. 5 year later you will be promoted to VP in company where you are working. Two year for first line, 2 year for second line and 1 year for third line.
Ø 1. Build release party (Citrex) : There will be apre/build in six months. Each worker will contribute with 3 features. VP will approve the fund from his penhem. Chicken wings, pizza, wine, champagne, and ice cream will be served. Build/apre money will be released. A party will be thrown in Banana Leeaf. One month of testing for Alpha release. No build money if you don’t complete 3 feature. If you take longer than 6 month build money is at the discretion of your manager. They will submit code complete note mentioning working features. Feature money USD 10000 for each feature will be given. Additional workers will be allocated for unit testing as development test engineer in my management. This is my support. Hardware, Software, and networking equipments will be allocated for them to perform.
3 month for 1 apre for a non-technical worker following which they have to produce result. A new hire will get 3 year for learning. He can ask apre (One year salary in advance) at the time of joining. Minimal salary in first year. If they learn in first year they will get hundreds of thousands of increase in salary. Two month will be given to read documents following which they will get a new work. No new work for non performers. In serious projects 3 month will be given to deeveeelop one feature. If you complete 3 feature in 6 month you will be rehired. Don’t think you are hired until you complete 3 year. It is in my management that a new hire will be given 3 year to learn. 3 year record will be kept to deduce what a new hire has learnt.
Each year there will be a review whether or not to retain the new hire. New hire will get 3 year extension if he performs after 3 year. Manager will cut 10% of your build money if you want him to approve it. Don’t forget that your build money is 1 year of your salary. 15 days of minimum run for your build money. Since, you have to perform 3 work in a year it is a dvisable to support 2 additional workers with their guange in it. They will give 10% of their build money if you take their guange in it. If you don’t take their guange they will pay 30% of their build money. Build money goes in HR record. Find out who is your HR and who is your build.
Build money is used to produce results to structure career growth. In my management, 20% of build money will be used in training, education and housing. If the skill developed is used in company, the training or education money will be reimbursed. Build money will be used to buy responsibilities aligned with their career growth. You can also negotiate to sharpen or add skills in not for profit organizations by supporting their cause with your build money. Workers will use their build money to support workers in their team (reports, peers or seniors) to attain their career goal. For example, they will bring new technology for a worker of their choice or for self to attain leadership objective (CTO). You give 10% of your build to your manager and/or your HR to attain your career goals.
Don’t hesitate to offer 10% of your build money to your manager for build approval. You negotiate your build right at the time of joining. If they don’t offer build money you may get it if you negotiate. A worker can use part of his salary to get support in completing minimum requirement for a build according to company’s culture. A build for an engineer is an apre for a manager if he supports with document given by engineer. A worker may get a nod from a senior to his position so that he gets his build approved by his manager. He may also get 3 vote. You may do 5 vote which is industry standard to get a clean chit. You may also do less than equal to 2.5% for your votes that are also your ears. 5 vote is for vote only. You have to do 3-5 features.
0.5% of your build money to your manager in a few companies. 2.5% of your build money to your senior. 3.5 money to senior who supports you. 4.5% to someone who doesn’t know you and who supports you (external support). 3.5% to someone who doesn’t know you and who supports you for a fee. ). 4.5% to someone who doesn’t know you and who supports you for a fee is minimal. 4.5% for everyone contributing to it. 5.0% for everyone knowing it and keeping quiet. 7.5% to someone who knows it and keeps quiet for once. 1% to someone who knows you and keeps quiet (read your manager). 1% to someone who knows you , doesn’t understand your work but knows that you have worked. In my management, a worker who supports you and does it in such a way that you read, accept, understand and you are able to do something about it.
Ø 2. Doc approval (15) for apre (this is also called apre) : 12.5 million USD. 2.5 million USD to manager.
You approve docs pending for your approval. You decide dates for analysis and design doc completion. . You decide dates for process improvements. You decide dates for presentation you will make and you will charge support and apre. You decide dates for training you and your team which will write training docs and which will conduct training. You decide dates for writing and approving business plan. You decide dates for writing and approving user manual. You decide dates for writing and approving test plan. You decide dates for writing and approving test report. You decide dates for writing and approving promotion docs. You decide dates for writing and approving legal docs. You decide dates for writing and approving feature requirement document. You decide dates for writing and approving product requirement document (between business plan and project plan). You decide dates for writing and approving project plan. You decide dates for writing and approving memorandum of association which includes share allocation for company (General Manager Writes). You decide dates for writing and approving articles of association.
You write books for your company such as :
· Project Management - Entrepreneurship initiative in strategic management book (Business Management )
· Process Management - Entrepreneurship initiative in strategic management book (For Managers)
· Golden Rules for communication (For HR)
· What makes you a professional?
· Entrepreneurship and management book : Go Selling – 1
· Entrepreneurship and management book : Go Selling - 2
· IELTS Professionally – For basic English
· How to pass your code review (For Engineers)
· Digital Marketing (Business Management )
· Perception ( For Legal )
· The Making of a Pervert (For Scientists )
· Vasana ( Movie Script )
· Against The Time ( Movie Script )
· How to keep your man glued ( Family and Women )
· LifeSaverNeo1971XVehicle (Research Paper for Creator)
· FLYCheapNeo1971XVeicle (Research Paper for Creator)
· Neo Instant City Construction (Research Paper for Creator)
· NeoMovingLife Garden (Research Paper for Creator)
· How to solve Port Density Problem in Networking Industry (Research Paper for Creator)
We have numerous unsolved problems in the world. I made it life for books to come in picture. I am creator and I live.
In my management, there is 3-4 input in every doc before it will be considered mine. You have to read and understand the doc before you provide input. You pay for reading fee if your English is weak. If you offer 7-10 inputs your support charge will rise to 60%. If there are 7-10 inputs I also deduct 10% of worker’s charge. In my management, source of input is offered due to my research. There is non-technical input and input source. There is technical input and input source. A manager (CTO or above) will deduct 25% of a worker’s charge for his reading input (It is called reading input if a manager(read non-technical worker) offers input. You will need MS Office skills for writing excel sheets, word docs and ppt files. In my management, a doc will go to an editor for making it grammatically correct. There will be a fee for it. The ppt file is for making presentations and hence you may not need it if you are not a VP or above. You may use Neo Presentation Framework also known as NPF for making presentations if you are an executive (Senior). You can use AI for predicting input.
In my management, quality of input will be measured by a quality index. A quality will be determined by efficiency and quantification. In my management, additional parameters will be welcome. In my management, a team may offer input in which a talented worker will lead you from front. In my management, you can read a doc containing inputs from last 6 month to 10 year with input and topic for input. In my management, a new job will be created for compiling input with the topics of input, names, phone no. and email ld of the input giver. Decisions will be incurred (ask) by a manager and top management will import (give as documented) it. In my management, a few books for reading will be recommended so that inputs are better. In my management, a book titled IELTS Professionally will be recommended to workers that are weak in English. In my management, there will be guide lines for writing input.
In my management, doc writers will have paid support and free example docs. On this model a board can be designed, with feature, input and system info– creator. In my management, a document will run the system for example a protocol will be run with help of a doc. An input will improve the system or introduce a new result (You produce results as a manager). Protocol : It is customary for a manager to write a one paragraph long abstract of a system so that his input will be right on target. Protocol : It is customary for a manager to write one page abstract of a system and 3 paragraphs for an abstract for input. If the input is not meaningful it should be abstricated (nulled).
Ø 3. Protocol knowledge : There is a team to train you in protocol. They will give you document to read.
· One man can only take one work for a first line manager. 2 for a 2nd line manager. 3 for executives.
· One person can only 1/3rd of a work for support.
· If one person has been given one work he will perform and execute otherwise he will fail and exit.
· One person can take only 1/4th of a work for decision, not more otherwise it will be reason for abbreviation (fire).
· One person will only take 1/3rd of work given to somebody else otherwise he will fail.
· One person will only take 1/6th of a work if he is humus (danger to get fired).
· Two persons will be equate for making a quarendrum (meeting or exceeding the requirement. 3 is annihilar(demolish).
· Two person will make it a quarendrum if a work is not given to them. Give work to everybody.
· A work will be distributed to all of it including the input giver and non-input giver (manager) but silent.
· When will you work, if you are not given support. Support to everyone who needs.
· What will you do if you don’t have a support? Support to everyone.
· What will you give if you don’t support? Understand the need and support.
· What will you give to someone if you don’t have one? Give it to him.
There are 14 protocols. Two of them is in above paragraph. Gist of protocols is that you are a manager and you will never leave behind.
Ø 4. Alpha sucess release party (Citrex) :
Ø 5. Beta release party (Citrex) :
Vision
There is a drive to find a unique selling proposition in your processes, tools and gadgets that you use at work which makes your work more efficient. The usp should be in the industry or across the verticals.
Decision Making
A work will be allocated to 3 takers. – 3 Decisions
It will go to mid way and collect.
The salary of 3 will be raised if completed successfully. 3 Millions each. – 3 Decisions
The salary of extended organ (good performers at low level) will be trained to go to another group and expand. Their salary will be on hiring manager - 3 works in them. – 3 Decisions
High end will review performance of non performers and they will go. Salary of both the outgoing workers will be paid to high end. 2 Decisions
Hire 2 from other groups (due to references) or fresh from the industry. Those coming through reference will be given priority. – 2 Decisions
It is for senior executive.
Changed Panacea Infotec & Consultancy Pvt. Ltd. (name approved) to You-Me & Triumph (Small Scale Industries. It saved Rs 1,20,000 - 1 Decision
Use tools suggested in the book titled “Digital Marketing” written by me to promote all the products. – 1 Decision
Spend money (Reward for excellence) from Penhem to reward managers who meet or exceed the expectation (Deadline 3 features – 9 months) – 1 Decision
Sell 500 copies (500 cities) in 50 states at break even. You beat the competition. You have some market cap. Decision – 1
Create a blue print of 3 works for the year including seat layout, SW, HW, Networking, Hire, Fire, maintenance, process (Business Plan –Product Requirement Document, System Spec., Feature Requirement Document,, Analysis Doc, Design Doc, Code Prototype, Code, Test, Fulfillment( Project Managers Schedule and tracking – 1 Project Manager and one SW Development Manager with double hat /dual for Project Management), Support Teams (3 Managers for 3 initiatives), Alpha, Beta, FCS), Business Schedule(Conveyance, Entertainment Expenses – 1 Decision), Weekly Status from managers and name of identified workers with probable time of their exit, Negative Motivation. Making eyes, ears and avere with managerial. Concept selling for Business Schedule. 50% money for each piece of product at the time of Beta or prototype. 10% of risk at their expense and 90% of risk at our expense.
Hire a management consultant to start and finish 3 initiatives. Money comes from penhem. – Decision 1
Early Advantage Bonanza for coming up with a build (at least one feature) as a motivation. – Decision 1
US $ 1 M for first receipt from marketer. 4 times the revenue as target in India and 1.2 times the revenue as target in USA. If they meet .75% the target they pass. If they meet the target they get bonus for their performance. If they meet last year’s revenue in India they get their incentive and salary with no cut. Double bonus for meeting the target in India. Rs 1 lac for meeting the target. Rs 2 lac for meeting the exact target. For intellectual property target will be 100 copies. If they meet 50% they get the bonus and salary with incentive. Decision – 1
Allocate the toughest responsibility to a executive and politics handling to 2nd line and operations to 1st line. Toughest means revenue responsibility which I will oversee as VP. Cutting managers will be on 2nd line which I will oversee. Operations is on 1st but if they don’t produce they will be cut. Decision – 3
Compensation and growth plan from employees. One week time for writing the plan. Decision – 1
Decision – (Citrex) - Competitive Analysis of foreign territory printed on a flat globe company wide. Decision – 1
Decision – (Citrex) – Presence in 15 countries. Business schedule for 15 countries. Mix as per need(price for the local market). Manufacturing in foreign countries to meet the requirement of marketing mix. Plan for 25% market cap in foreign countries. Decision – 1 (International Business)
HR (Policy)/Decision – (Citrex) – A decision to bring all the races together. Create groups of workers that comprises five different nations. They will compete twice a year by doing a bi-weekly projects and win gifts and goodies. You hire workers from different nations.
A kitchen at the bank of Olga river in Singapore with Trin Kitchen Manager SW. A kitchen at the height of a small mountain in Malaysia wiith Trin Kitchen Manager SW. A kitchen at the roof of a hotel in Chile with Trin Kitchen Manager SW. A kitchen in the ferry ride of LA to Catalina island with Trin Kitchen Manager SW. A kitchen at the London Square to Cambridge university in England with Trin Kitchen Manager SW. A kitchen in the house boat or shikara in Jhelam river in Kashmir, India with Trin Kitchen Manager SW. Decision – 2
Promotion)/Decision – (Citrex) A SW that solicits information for Trin Kitchen Manager and responds appropriately javahttprequestexample project and xhttp jar filee for xhttp product.
Decision – Online Grievance.
Decision – (Citrex) Only written communication gets 1 year salary. 25% verbal communication gets 75% of 1 year’s salary. Decision – 3
Decision – (Citrex) Keep the guange verification separate from interview. Decision – 1
Decision – (Citrex) 1 year of annual salary as build for a feature test plan. ) 1 year of annual salary as build for a feature test plan 2.0. 1/4 year of annual salary as build for a feature test report. Nakure- 1-15 improvements on reviewed test plan. (Do 1-6 to be shielded from manager’s eye. Manager will take 40%, if you do 6 improvements. ) Decision – 5
Decision – It is quality of standards in a company that I want to improve. Example : ISO 9000 Decision - 1
Decision – Entertainment room for workers.
Decision – In my management, workers will follow the code of conduct for business.
Decision – If a worker performs accurately he will pay 10% of his apre. If a worker delays in deadline he will pay 25% of his apre. If a worker fails his deadline he will pay 28 % of his apre.
Decision – Every worker including managers will strive to break even in twp year and six months after product is sent to customers.
Decision – Every worker including managers will strive to break even cost of goods produced in six months after product is sent to customers.
Decision – Performing workers should be given a career path with support.
Decision – Performing workers should create a document for review. Document should be at least page. No work without a related document.
. Decision – In my management avere workers will support to accomplish one work in a year.
. Decision – In my management workers will use a sw called progress tracker to manage their work. It will help managers match the weekly status report of workers.
. Decision – In my management workers will take 15 minutes break on every half an hour work.
Decision – In my management every worker will go through a company’s culture training and pass. For example, dress code and in and out time.
Decision – In my management, there will be a usability team for hardware compatibility, software portability and support for wide variety of hardware such as HP, AIX, Linux, X86 and apple etc.
Decision (Citrex) – In my management, we don’t accept a electronic device without MIB2 compliance. For instance, a USB pen drive will be detected by an NMS if it is present in a room.
Decision (Citrex) – in my management, there will be projects for a team of workers from different nations or different genders. One such project is a must every year.
Decision (Citrex) – In my management, three managers will get 30% of one work each. Three workers will stand as proof.
Decision (Citrex) – In my management, there will be strategy to tackle psyche. There will be a presentation to every target audience of a worker’s work. He will distribute his work and answer questions. He will be asked to expand work.
Decision (Citrex) – In my management, workers will hunt for required skill set for a project inside or outside the company.
Decision (Citrex) – In my management, a standard will be set with parameters to accept one work form multiple works.
Decision (Citrex) – Gem document for leadership selection. Workers will be evaluated throughout the year for leadership role selection. Recognized talent will be groomed appropriately.
Decision (Citrex) - In my management, no performance appraisal if Gem document is not followed. There is Gem document for writing the performance appraisal.
Decision (Citrex) - In my management, there is a immediate reward for stretch goal.
Decision (Citrex) - In my management, no work will be accepted until you pass a self trained relevant GEM document.
Priority
Don’t accept multiple task in paradigm. Use only one task always. In one year I mean.
When I accept one work, there will be no other work in triode (subordinates).
Target
Decision – (Citrex) Allow 25% increase in target for our best and increase in target by 10% for the rest. The best gets 4 times his annual salary if he meets the deadline. Create a help in incorporation body to find new customers.
Organization
2% better manager is 2nd line. 3-5% better manager is executive. 18 features with 3 feature for every worker for 1st line manager. Executives will all the work and give new work. Market research is the reason for these work.
Money
US $ 1000 in each employee earned in me using my bifocals in Cisco Systems Inc. 30% of manager’s salary is in me (US $ 20,000). 3 Million for mine. (I had 3 managers in me)
VP
Since I changed the name of PCBU I became a senior VP in them. I earned US $ 17 Millions for it through HR approval.
3 work for me. Backup and Restore product, Laptop Reimage product and PCBU name change. It is VP. I received 22 Million US $ for it.
Tact : Give them pride and they will take , 2 work I mean. They will fail and I will take their pride because it is my work. I will keep doing it until I reach the low level. I will take a fresh and I will hire new team. I will organize and they will accept. 10% goes to HR for their contribution. This is my tact.
Tact : I will challenge them to finish a work without training. I will give them training, if they fail. I will do it until I reach low level. A few of them will fail and I will trim. Their compensation for 1 year is mine. I will hire fresh. This is my tact.
Tact : Hire a few and send them for training to a few workers. Give them challenging projects. Trainers have to make them successful. If they fail by 50% I will cut the trainers and new hires. Trainers may get 50% cut. I will trim. This is my tact. If trainers support and they pass, I have a winning team.
Tact : Ask a technical worker to bring new technology in and implement it. If he fails it is one fail. He gives 50%
Tact : If managers are unable to manage workers to produce 1 feature each quarter, there will be a negative motivation. If they manage to bring 3 features each worker in 9 month they will be compensated for their work. – Decision – 1 (Ask for 10% of HR fund for managers for extra hours) Workers should not feel the heat. There will be support for them which will kick in at the right time.
Order : Invest 2% of your rook (build for tech and non-tech) money to company’s product or services that thy export .
Order : Handle the import/export process (Forex Exchange).
Order : Play Nirvana Song music as composed in house.
Strategic : company-wide initiative to train worker in finance so that they do well in managing their money in mutual fund.
Strategic : There will be a export promotion council in which workers will participate.
Strategic : Expanded objective of You-Me & Triumph to expand charter and include finance.
Operations : Procure tools, sw and hw for using it to develop products or services.
Strategic (Citrex) : Issue of Business Solution Ticket in place of customer care ticket in VP. There will be a web portal on which market will solve all the problems. Issue of new ticket for a new business problem.
Strategic(Citrex): Issue of a lead number to entire team and entire team will make a united effort to make it a business. Entire team will split proportionately.
Finance
Citrex – Invest or diversify in profit make companies across verticals or horizontals.
Execute
- 30% of penhem to 3 approvers at the rate of 10% each.
- 30% of penhem towards budget allocation.
- Process
- Result
- 10% for HR record (Hand shake – No receipt)
- Business Schedule
Execute
nitty-gritty
- Create work environment
a. Gadgets and goodies (Computer, Printer, Internet, Software, Accessories etc.)
b. Support Infrastructure (Books, Specification, Experience, Technology Access)
c. Communication Infrastructure
d. Marketing mix
e. Expert manpower, manpower for leg work
f. Documentation with a eye on Razook
g. Organization
h. Project Manager
- Schedule and Deadlines
- Motivation and Negative Motivation
- Sales and Distribution Channel creation and management
- Hire and Fire with written expectations (Demonstrated Skills with interview)
- Reward and returns
- Rangoot Preference (Support for new manager)
- Nigara (Someone will explain the document if you don’t understand it)
- Eyes and ears
- Avere
- Managing competition
- Politics
- Salary expectation for all
- Negotiation skills for all, judged on skills
- Written confirmation of salary
- White discharge (No dark law on record of managers and HRs)
- Influencing HR (Challenging work and high return for retaining workers)
- Nurture talent with Nasal Rein
- Pepsi (goodies) at home
- Recognize worker who distributes work (Schedule and deadline will come.
- Work should flow automatically and they will return (3 workers)
- Productivity measuring tool
Oust
1. Order power backup for the organization. Send a worker to electricity department which will result in a power cut for couple of hours. The electrician will get another lucrative job opportunity and leave his workplace. If there is a power failure for 2 hours and work get disrupted you charge negative motivation.
2. Ask a hw engineer to change the capacitor of SMPS of a module or card of a router, switch or pc. HW engineer will leave. The device will fail. Remove the board and replace it with new board. Device fails at customer site. You identify the head and charge negative motivation.
3. Revenue has to fall due to product inefficiency or competition. Identify the head and you will go on him.
4. Workers will be evaluated on their ability to speak and write straight English. If they fail, they will go. If they produce high they will be kept on separate role.
Direction
- Chose to influence to promote automation in development and test groups – 45 team..
Business Expansion
Industrial Psychology will be added as a job position in my business or work.
- Computer aided Psychology work will be part of job profile. What motivates workers will be in HR record.
- Questionnaire
- Tracking work habits to deduce motivation
- Sharing the findings of #3 to an HR ito their understanding
- Giving right assignment to the right worker as per their Jeremi (I.Q.)
- Tracking work habits to deduce counter productivity (What puts them off)
- Best practices in the industry which includes workers comp and work condition.
- Once a working build or product is ready, send it to takers as mentioned in business schedule.
- Free bee as one of your products with limited features so that they get used to another project and eventually be a customer.
- Sell Strategic Entrepreneurial Management (Process Management ) book on break even with your product. Take feedback if they have increased efficiency and sell Project Management book at selling price.
- Free 1 box of energy drink with one product of YMT. Decision – 1
- Free 1 CD of “The Wish “ album with one product of YMT. Decision - 1
- Free evaluation copy be registered. Buy 1 get 1 free with the registration.
- Mix – US $ 10 Million / Rs 1000000 for promotion. Decision – 1
- Mix – Buy a product and get Christmas / New year song CD for free.
- Management (Citrex) - A worker has to spend 15 days in sales and marketing. Decision -1
- Management (Citrex – Market research including all the Joe’s territory in this country and that countries. Use it to create Business Schedule with contact name, telephone number and revenue promised.
- Spend 500 Crore INR/500 M USD in distribution centre making in 50 states of USA with YMT produtts. Decision – 1
- I will accept Chinese products with my branding (Made in India stamp). – International Business
- India to Kathmandu , Nepal business print. – Perform
- Goodie(Free bees) in Gaya, Bihar, India.
- Barely meeting the target.
Sale
Rs 5000 a copy for Progress Tracker. Rs 1000 for update. Decision – 1
Sales (HR) - Pitch for sales force at the front. “Walk the path” strategy for new hires for 6 month. 15% target increase every year for front managers and 35% target increase for executives. Make talent pool by in hose training for 6 months. They have to sale in house before they go the field.
Sales retail receipt conundrum – Sales Perform
Training (Nasal Rein)
1. (Strategic Management) Training videos for relevant products – Decision – 1
2. (Strategic Management) 5 days training for relevant products – Decision - 1
Marketing
Branding : Branding image, city of Gaya, Bihar, India 2nd type of CD. Change in mix.
Receipt printing product, Lakhibagh, city of Gaya, Bihar, India – Performance
Citrex : Winning team has a few workers replaced with medium performers. Process continues until we only have winning workers.
Citrex : A demo version of every product in the company. Influence : Marketing Mix
Citrex : Different price for different product in it. In other words, you manufacture products with limited to maximum features for catering the need of different markets.
Citrex : (Eccratic methodology) - Top 3-5 competitors have their products to be used for free ,while comparing them with my company’s product or service feature for feature. My company’s product beats the competitors in areas covered by us.
Citrex (Play): Team building. Every Friday evening the play volley ball. The worker with sales lead has to drop the volley ball 3 times to recognize three players (workers who will join the marketing effort to cut the deal.
Citrex : Workers will work for competitors and bring insider information.
Citrex : Stalls for direct marketing in every square kilometers up to 16 in count. Middle men are eliminated and manufactures and peasants have a direct reach through direct marketers.
Citrex : Monitoring market mood and push supply according to demand. Build a team that is for one demography and all the places.
Citrex : Best mix (price emphasis) for every product online.
Citrex : Any new update will be given to customers for free. It will be 3 times after that there will be charge. For example, Progress Tracker App can be given three free updates that are mentioned briefly as below :
- App will remove its limitation of running one copy on one computer for one class and one section.
- It will have an internet version.
- It will remove the limitation of 1,00,000 records by being integrated with MS SQL.
System Flaw : Sell something in the system.
Citrex : System wide market research (What is the revenue/strength from/of each of the market in each place of a system.). Team. A web portal to track and improve revenue from every place in the system).
Citrex : :
Free bee in the market up to five free product. Customer buy a product. This is
for sentrix (low priced product).
Citrex : :(HR Policy) – Skim through the Parth
and View to recognize talents (For example : Revenue of a marketer) and place
them where power decision will not cut their job. Teach them how to survive in
an environment where power decision is prevalent. For example, a worker shares
his work in power ladder and survives till he reaches the top and ousts the
ultimate power decision maker.
In
my management, marketers will realize the schedule otherwise their incentive
will be cut.
In
my management, they will build contact at their own expense at the time of
writing the schedule.
In
my management, marketers will get 25% of the revenue on 2nd lead
from them. 30% for 3rd lead. 35% for 4th lead. 50% for 5
lead or more.
Market
research on 12 countries to know what they import and fill the market gap.
Citrex
(Product) :: Bring my
work (Reflextion X competition) for US $700 Million for idea, US $50 Million for
development and 40% of revenue with my receipt to work and be hired. US $ 115
per copy.
Citrex
(Product) : You earn money with my product.
Pollution remover CO2 to CO3 converter product. You save money by using it so
that you don’t have to pay for it and also charge money for removing pollution
of others.CO2 emission tube will have a bucket attached to it in which CO3 will
be stored. CO3 bucket will be sold to
soft drink making companies.
Citrex
(Promotion) : Promote
your product by giving an option to buy someone’s product with my product. For
example, NPF with Microsoft Windows 11 and a computer hardware.
Citrex
(Promotion) : Run
your business on break even or in loss until you have an expected market cap.
You may remove all your competitor on your way.
Citrex (Promotion) : Buy two receipts. One in USA and another in England. Show it in the promo in Indian.
Citrex (Promotion) : Periodical new technology induction for product development and distribution. It will improve the efficiency and stock.
Citrex (Promotion) : Focus on building market cap first. Free Trin Kithchen Manager sw for students in schools and colleges. Students will learn how to be organized. Students will participate in tea making competition in new kitchen. Students who make the tea first using Trin Kitchen Manager sw will win Progress Tracker SW for his school.
Citrex (Promotion) : Additional hardware and software for marketing needs. Where ever you go for support, you generate requirement for revenue by keeping a marketer with you..Cut a deal they can’t refuse.
Citrex (Promotion) : Every three month there is a new release of product so that revenue is diversified (You-Me & Triumph model).
Citrex (Promotion) : Add 20% profit on every product in bunch deals and give the customer a deal they can’t refuse.
Citrex (Promotion) : Stalls for promotion allowing potential customers to try the product for free. 10 stalls in different cities.
Citrex (Promotion) : Profit making is not the objective. Every penny spent on promotion should be earned by selling dirt cheap products. Once the cost is recovered , profit making effort should be made.
Citrex (Promotion) : First 50 customers will get cost + 20%. Buy one get one free. Find weakness in product of competitors and be it published in newspaper. Sell alone.
Citrex (Promotion) : More commission to retailers and distributors to fight with competitors. Invoice is 41% of the sales price. Return policy for goods not sold by the retailer or distributor. Availability - five nine. Join national and international business forums. Use rare brands(Italian goods) for distinction. Product may be exception to law of demand (Gems).Nationwide and more market research. Hire famous brand ambassadors. Give free stocks to loyal customers.
Marketing Research
1.
Define Purpose & Audience: Recognize a specific issue
your target audience faces (e.g., problem statement ) and what you want them to
do with your product or service.
2.
In-Depth Research: Gather information resulting into useful data,
statistics/pictorial representation of data, and expert insights/heuristic
knowledge for a knowledge base to build
a credible/quantifiable, fact-based digital document.
3.
Structure for Clarity:
- Introduction: Reader should be Involved and
engrossed by virtue of our effort of setting the context.
- Problem Statement: Mention all the problems in
depth, all your potential users face.
- Solution/Analysis: Propose practical and digital
product or service as a solution or as industry standard practices..
- Evidence: Support claims with research.
- Conclusion: Bullets for key points.
- Call to Action (CTA): Give readers a pointer to move
forward. Example : Phone no. or a link to a website.
4.
Design & Branding: Message based design of cover and brand
mentioning key features.
5.
Lead Generation: Digital contact manager (Neo Panacea SW)
for making users into leads.
6.
Come up with a mix (place) of 100 products in
USA or India or UK for senior high (Higher Secondary) /B.B.A using which
students will reach the market and give it to marketers for use.
7.
Citrex : Positive re-enforcement using demand and
supply equilibrium at places where we are successfully bringing the results.
8.
Citrex : Positive re-enforcement using export and
import equilibrium(concept – Use revenue coming in and expense coming in to
deduce the strength of USD)) at places where we are making slant to straight
revenue curve.
9.
Decision
(Citrex) : Monthly release with 1
feature added for free. After 3 or more features have been added, the mix is
changed.
10.
(Citrex) : The successful professionals will train
M.I.T. and Harvard grads to fight against top competitors in world by opening
startups.
11.
(Citrex)
: 10 year training program
for managers to be able to become a VP from first. They should be able to start
a new business unit and the business unit should become profitable in 5 years,
A talent should be recognized for this training program. If a worker wants to
open his own startup he/she will be given support and they will be submerged in
our business when they become profitable.
12.
(Citrex)
: Revenue and market cap inclination on upward slope
without which a worker will not get out of his training. A worker can team up
with his seniors including executives to prove his mettle. For concept please
see mosuienge (guange) count.
13.
(Citrex)
: Record the conversation at sell point to track the nerves
of market to influence the marketing mix.
14.
Citrex
: Free bee in the
market to know the liking of the product. If they like it we will push in the
market.
15.
Citrex
(Promotion) : Export
quality product promotion with IT supported testimony..Brand image of one of
the best in the local market.
Message
First white woman : Black Indians have organized their kitchen now.
2nd white woman : (Carrie Anne Moss) I am afraid, “They will be like us.”
Aishwarya Rai and Sandhu : Clip from their Miss Universe Crown. We are also a developed society. We digitally organize our kitchen.
Five moms are adding data using Trin Kitchen Manager in 5 kitchens.
There are five pairs enjoying their holiday in five different countries at 5 different locations.
All the pairs are looking for information in kitchen and they are resentfully aggrieving moms.
Trin : Wherever you are your Trin Kitchen Manager is with you.
They smile and get busy with their copy of Trin Kitchen Manager.
A
video as a user manual for every product and service.
Reference
:
Internet
Marketing Models
For beginners, the AIDA
Model (Attention – A packet of money , Examle : Rs 2000 to a retaler, Rs 500 to
his sales man followed by a phone call for rack space and active show, Interest
– Free bees such as free US $ 500 worth a SW with a Strategic Entrepreneurial
Management book for CEOs, Rs 250 discount for Christmas sale, Desire - Differentiator product or service for
example a GEM book Strategic Entrepreneurial Management, Action – A phone call,
ear, email or online order) is a great starting point to guide
customers, while the STP
Model (Segmentation – 3 Segments, Targeting – A product for 3
segments with different Licensing Schemes– Example : MailBlaster, Positioning – All 3 segments
with different pricing and features) helps focus
efforts, and the 7
Ps of Marketing (Product – Example : A book titled “Go
Selling – 1”, Price – US $ 100 per copy of “Go Selling – 1”, Place – Kathmandu,
Nepal for production ad USA for sale, Promotion – Example : A receipt from
retailer, People – Example : Friendly Customer Service representative, Process
– Example : Payroll System SW, Physical Evidence – Dust Jacket of a book called
“Perception”) offers bullets for a good strategy. A simple approach is using
AIDA to craft a message (grab Attention, build Interest, create Desire, prompt
Action) in tandem with STP to decide who to
approach and target with that message
Reference : Internet
In my management there will be 20% of one year
salary will go the test engineer who owns the responsibility of qualifying and
releasing the build to other party. 20% of the annual salary goes to the test
manager. 60% of the annual salary goes to the executive.
Citrex Manager : A SW
system in which you know where to put more resources.
Citrex Manager :
Workers will be assigned to run the system at customer site until they are self
dependent.
Citrex Manager :in my management , new initiatives not found in business unit will be initiated and run.
Citrex Manager : In my management, focus on new technology such as AI. Managers will create a work in AI and improve the organization.