In the rapidly evolving landscape of scholarly publishing companies need committed individuals with the right talent to help grasp the intricacies of the field.

At PHI Learning, our hiring process is designed to ensure we bring on board individuals who are not only skilled but also aligned with our mission and values. Our meticulous hiring process ensures that we help onboard individuals who are genuinely interested so as to create a mutually beneficial relationship between the company and the new hire.

We believe that our stringent process is helpful to everyone — the company and the new entrant, who, we know, must be looking for a suitable place to invest their efforts in too!

The Hiring Process at PHI Learning

Our recruitment process begins with advertising vacancies through social media, job search websites, and online newsletters. Once interested applicants send us their CVs, these are thoroughly reviewed and shortlisted. The process involves:

1. An initial email interaction
2. A telephone interview
3. An in-person test for relevant roles
4. A final in-person interview at our office

During the interview, candidates are introduced to our company, products, mission, and culture. They are asked about their commitment to our vision, their knowledge and experience related to the publishing industry, and their passion for the industry. These questions are asked across all touchpoints during the hiring process – via the phone during the initial telephonic interview, via email, and during the in-person interviews to ensure compatibility with the role.

At this stage, it is impractical to emphasize the candidate’s commitment to the role — both from the perspectives of the interviewer and the interviewee.

Many-a-times suitable candidates who appear quite energetic, knowledgeable, and carrying a fresh perspective, lose out when asked about the company and its products.

Remember, your interviewers are, after all, making the effort to conduct this interview because of how invested they are in the company and its success. If they didn’t care about the company as much as you care about the skills you have written about on your resume, they wouldn’t be here interviewing you!

So impress your interviewers by talking about what matters to them the most.

At this stage, it is helpful to provide information about the company’s products through your own prior research and link it to how the skills you have developed are relevant to the development of the company’s products.

At PHI Learning, we advise candidates to demonstrate a genuine interest in the company as this shows their commitment and understanding of the role.

Leveraging Recruitment Analytics

Interested in learning more about recruitment strategies to ensure your company has hired the right talent to meet its aims and objectives?

PHI Learning’s title HR Analytics: The Future of HR offers a comprehensive overview of HR analytics, vital for HR professionals aiming to enhance their strategic capabilities. It covers key aspects such as recruitment, performance management, employee engagement, and DEI analytics, along with ethical considerations and practical tools like employee attitude surveys and KPI dashboards. The book provides valuable insights into predictive analytics, machine learning, and statistical modeling, addressing both ethical and legal aspects of HR analytics. It highlights emerging trends such as Agile HR Analytics and emphasizes the need to stay updated.

The above example outlines just one out of many criteria – commitment to the company values – which may be important to recruiters. This book equips HR professionals with essential tools and knowledge to effectively utilize HR analytics so that they can hire appropriately aligned individuals.

The Difference Between Data Analysis and Data Modeling

In today’s information rich world, we are seeing more and more data-related analysis skills in business analysis jobs. Some data skills are critical for business analysts while others are better suited to other job functions, such as data analyst, financial analyst, reporting analyst, marketing analyst, and product management.

In this article, we’ll look at the set of skills required for both data analysis and data modeling, describe how data modeling can require some data analysis, and explain how skilled business analysts complete this level of analysis without technical data analysis skills.

Data Analysis Evaluates the Data Itself

Data analysis is a set of tools and techniques to gain insight from an organization’s data. A data analyst might hold the following job responsibilities:

• Create and analyze meaningful reports (possibly using a third-party reporting, data warehousing, or business intelligence system) to help the business make better decisions.
• Merge data from multiple data sources together, as part of data mining, so it can be analyzed and reported on.
• Run queries on existing data sources to evaluate analytics and analyze trends.

Data analysts can be expected to have hands-on access to the organization’s data repositories and use technical skills to query and manipulate the data. They may also be skilled in statistical analysis and probably pursued some math classes in higher education.

Common alternative job titles for this type of role include Report Analyst, Data Warehousing Analyst, Business Intelligence Analyst, or even Product/Marketing Analyst. The common thread among this diverse set of job titles is that each role is responsible for analyzing a specific type of data or using a specific type of tool to analyze data.

Data Modeling Evaluates How an Organization Manages Data

In contrast, data modeling is a set of tools and techniques to understand and analyze how an organization should collect, update, and store data. Data modeling is a critical skill for a business analyst that is involved with discovering, analyzing, and specifying changes to how software systems create and maintain information.

A data modeller might:

• Create an entity relationship diagram to visualize relationships between key business concepts.
• Create a conceptual-level data dictionary to communicate data requirements that are important to business stakeholders.
• Create a data map to resolve potential data issues for a data migration or integration project.

A data modeller would not necessarily query or manipulate data or be involved in designing or implementing databases or data repositories.

Data Modeling Can Require Some Data Analysis

You often need to analyze data as part of making data modelling decisions, and this means that data modelling can include an element of data analysis. You can accomplish a lot here with very basic technical skills, such as the ability to run simple database queries. This is one reason that you can see a technical skill like SQL in a business analyst job description.

To view the full article: http://www.bridging-the-gap.com/data-analysis-data-modeling-difference/

Learn more with PHI Learning’s MICROSOFT EXCEL 2019 : DATA ANALYSIS AND BUSINESS MODELING, Sixth Edition by Wayne L. Winston. Buy now Online:  https://www.phindia.com/Books/BookDetail/9789389347180/microsoft-excel-2019-winston

 

What Is Diversity & Inclusion?

At its core, Diversity and Inclusion means creating an environment where every member of a workforce feels valued and respected for their unique backgrounds and perspectives. It means fostering an environment where varied perspectives are not just tolerated but actively encouraged and integrated into the decision-making process.

The concepts of ‘Diversity’ and ‘Inclusion’ are often interwoven but distinct. Diversity refers to the presence of differences within a given setting, encompassing a range of attributes including but not limited to demographic, experiential, and cognitive differences. It signifies the variety of experiences and viewpoints that arise from individuals’ unique backgrounds and identities. A truly diverse workforce brings together a mix of ideas and approaches, which can drive innovation and problem-solving.

Inclusion, however, goes beyond mere representation and focuses on creating an environment where everyone feels valued and integrated into the fabric of the organization. It involves the intentional design of systems and processes that ensure equitable participation and opportunities for all employees. Inclusion is about cultivating a sense of belonging and ensuring that diverse perspectives are respected and considered in organizational policies and practices. It requires active efforts to eliminate barriers and biases that can hinder full participation and engagement.

Some Areas Covered Under D, E, & I

An important aspect of Diversity and Inclusion is Accessibility. Accessibility focuses on creating environments that enable all individuals, including those with disabilities, to fully participate and thrive. It involves removing physical, communication, and attitudinal barriers that might hinder someone’s ability to contribute to the organization. Ensuring accessibility means designing workplaces, technologies, and processes that accommodate diverse needs, allowing everyone to perform to the best of their abilities.

Another critical component is Psychological Safety. Psychological Safety refers to the belief that one can speak up, offer ideas, and make mistakes without fear of negative consequences. In a psychologically safe workplace, employees feel confident that they can express themselves and take risks without being humiliated or punished. This kind of environment encourages open dialogue, fosters innovation, and enhances overall team performance.

Cultural and ethnic diversity are also key in creating an inclusive environment. Embracing cultural and ethnic diversity involves understanding and appreciating different cultural norms, traditions, and viewpoints, which enriches the workplace with a wide range of perspectives and drives innovation.

Cultural diversity encompasses a wide range of value systems, beliefs, and traditions that individuals bring to a group. Members of a culturally diverse group may come from various nationalities, speak different languages, and hold different gender identities. They may also have different abilities and limitations. These differences can sometimes lead to clashes in beliefs and values. However, true Diversity and Inclusion means fostering an environment where individuals learn to accept and respect each other’s diverse backgrounds and perspectives.

Embracing cultural diversity involves appreciating these differences and working collaboratively to create a harmonious and inclusive environment where everyone feels valued and understood. By promoting a culture that respects diverse cultural experiences, organizations can build more dynamic teams.

5 Key Benefits of Incorporating D, E, & I In An Organization

1. Enhanced Innovation – Diverse teams are more likely to come up with unique solutions and creative ideas. Different perspectives and experiences can lead to new ways of thinking and problem-solving.
2. Better Decision Making – According to research by Cloverpop, diverse teams make better decisions up to 87% of the time. A variety of viewpoints allows for more thorough analysis and reduces the risk of groupthink.
3. Stronger Employee Performance – Employees who feel included and valued are more likely to be engaged and motivated. This leads to higher productivity and better overall performance.
4. Reduced Turnover – Companies that prioritize diversity and inclusion tend to have lower turnover rates. When employees feel respected and appreciated, they are more likely to stay with the company, reducing the costs associated with hiring and training new staff.
5. Broader Market Reach – A diverse workforce can better understand and cater to a diverse customer base. This can enhance a company’s ability to connect with different segments of the market and drive growth.

By integrating Diversity and Inclusion into the core values of an organization, companies not only create a more equitable and supportive workplace but also drive innovation, performance, and growth. Embracing these principles is not just the right thing to do—it’s a strategic advantage in today’s globalized business environment.

 

 

We all know what Marketing Management is — but is it the same as Rural Marketing?

Rural marketing involves strategies to identify, reach, and serve consumers in rural areas by tailoring market research and promotion to their unique needs.

Arguably, Rural Marketing is completely different! Unlike urban marketing, which leverages data to analyze customer behavior and preferences, rural marketing requires a nuanced understanding of socio-economic conditions, cultural values, and infrastructural challenges specific to rural areas.

Marketing in rural contexts involves distinct considerations in pricing strategies and distribution channels. Rural marketers are faced with challenges unique to rural areas such as inadequate transportation facilities and limited financial resources among rural consumers.

For example, rural consumer behavior can be very distinct from the field of consumer behavior, as we know it.

In rural communities, local leaders and traditions play a significant role in shaping consumer behavior, making it crucial for marketing strategies to incorporate and respect these dynamics. For instance, while urban marketing may rely more on digital platforms, rural marketing often benefits from traditional media like radio and local influencers.

The Significance of Rural Marketing in India

India’s rural market holds immense potential, with approximately 65% of its population residing in rural areas. This demography presents a lucrative opportunity for businesses due to increasing incomes and rising aspirations among rural consumers. The rural youth population, in particular, is open to new products and technologies, making them a valuable target for marketers.

Rural marketers should harbor the unique value of cultural sensitivity in order to appropriately harness this opportunity.

For example, good rural marketers understand the opportunity of product customization in such areas. Products that reflect local tastes, needs, and cultural nuances can significantly enhance appeal and acceptance.

PHI Learning’s text “Rural Marketing and Management – Gupta et al” explains such considerations in detail. It helps students understand the key concepts which could lead to innovative ideas like using local languages and symbols in packaging to boost product attractiveness.

Additionally, it explains in detail the processes involved in navigating challenges such as poor infrastructure—like inadequate road access or unreliable electricity—can give brands that address these issues a competitive edge.

Here’s another key difference between rural and urban marketing that will make you wonder how you never saw it this way before: Marketing channels are a huge factor when it comes to the difference between urban and rural areas. While urban consumers prefer digital interactions, rural consumers rely more on traditional media.

To leverage traditional media as a strategic move to reach rural consumers, Hindustan Unilever famously used rural radio shows, Godrej used mobile vans for direct interaction, and Tata Motors promoted the Tata Ace through local trade shows and community demonstrations.

PHI Learning’s book also covers some of the above cases like Hindustan Unilever to provide practical, real-world examples to support its theory.

Alignment with NEP 2020

PHI Learning’s publication “Rural Marketing and Management” by Gupta et al. is aligned with the National Education Policy (NEP) 2020, which aims to transform India’s educational landscape by promoting multidisciplinary learning, critical thinking, and practical applications.

Comprehensive Coverage: The book provides an in-depth exploration of rural marketing and management, including consumer behavior, trends, and government initiatives. This aligns with NEP’s emphasis on a holistic educational approach.

Practical Insights: Through case studies and real-life examples, the book offers practical lessons and hands-on learning, reflecting NEP’s focus on experiential education.

Innovation Focus: It includes chapters on Rural Digital Marketing, E-commerce, and Rural Entrepreneurship, preparing students for the evolving rural market landscape and supporting NEP’s vision of fostering creativity and innovation.

By equipping students with the knowledge and tools to excel in rural markets, “Rural Marketing and Management” serves as a valuable resource for MBA (Marketing), PG Diploma in Rural Marketing/Development, B.Com/M.Com, and B.Tech students, aligning with NEP’s goals of interdisciplinary and application-based education.

 

When we think of scholarly publishing, it’s usually about fulfilling career goals. But let’s take a step back: scholarly publishing isn’t just about books; it’s about unleashing groundbreaking discoveries. These findings aren’t just informative; they’re game-changers, opening doors to new insights and solutions.

When it comes to research findings, they are ultimate game-changer. They’re not just pieces of information; they’re the keys to unlocking new knowledge, insights, and solutions to some of the toughest challenges we face. Scholarly works play a crucial role here, documenting and spreading these findings far and wide.

They’re like heroes in the world of breakthroughs, illuminating uncharted territories, challenging norms, and driving transformative change. Whether it’s a groundbreaking scientific discovery, a revolutionary technological innovation, or a paradigm-shifting theoretical framework, scholarly works are the driving force behind progress in every field.

The impact of scholarly works extends beyond academia, influencing policymaking, industry practices, and societal norms. Governments, businesses, and nonprofit organizations often rely on research findings to inform their decisions and strategies, making scholarly works instrumental in driving positive change on a global scale.

One such example is the case of Dr. Reddy’s Laboratories, which is also discussed in detail in PHI Learning’s bestseller Financial Accounting by Narayanaswamy. This case is a great example of how impactful academic research and scholarly publishing can be.

The Case of Dr. Reddy’s Laboratories

Investigation Stages

Details

Initial Suspicion: Accounting experts with access to the financial reports of Dr. Reddy’s Laboratories’, a pharmaceutical giant, noticed discrepancies in their books of accounts.

Fraud Analytics Investigation: They further investigated the financial data, discovering irregularities that screamed potential fraud.

Application of the Fraud Triangle: They studied the company culture and money incentives, finding possible motives for people to participate in the fraud. They also looked into internal controls, spotting where things could go wrong.

ESG Considerations in Analysis: Researchers looked into how the company was dealing with the social environment and governance. It gave them a bigger picture beyond just the money.

Analysis of the Statement of Cash Flows: They looked deeper into cash flow statements, tracking the money flow and finding some shady discrepancies. Differences between what was reported and what actually happened raised some red flags.

In this case, scholarly publishing played a crucial role, literally acting as a “hero of the day,” in helping expose the fraud. Without scholarly platforms, such revelations would be challenging. They facilitate crucial discussions and knowledge exchange, vital for uncovering complex issues like financial fraud.

Published research on this case raised awareness about the importance of transparency and accountability in corporate governance, serving as a catalyst for reform. The topic of the case went viral, presenting itself as a trend within the scholarly publishing sphere at that time.

This case shows how scholarly publishing is vital to the advancement and progress of any nation – particularly India. Due to its utility as a gateway to breakthroughs, it is important to keep in touch with the current trends emerging in scholarly publishing scenes and academic communities in India and abroad.

Such and more cases are covered in our book Financial Accounting: A Managerial Perspective, 7th Edition written by former IIM Bangalore Professor R. Narayanaswamy. Click here if you wish to buy a copy https://www.phindia.com/Books/BookDetail/9789354437656/financial-accounting-narayanaswamy