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1. • E-Marketing (Electronic Marketing), also known as Internet Marketing, Web Marketing, Digital Marketing, or Online Marketing, is marketing done through the internet on online channels. • E-marketing is the process of marketing a product or service offering using the Internet to reach the target audience on smartphones, devices, social media etc.. • E-marketing not only includes marketing on the Internet, but also includes marketing done via e-mail and wireless media. • It uses a range of technologies to help connect businesses to their customers. • Service marketing is a strategy which promotes and showcases the intangible benefits and offerings delivered by a company to drive end customer value. • This can be for standalone service offerings or complementary services to tangible products. • Service marketing is a concept which focuses mainly on the business of non-physical intangible goods. • Sectors like hospitality, tourism, financial services, professional services etc. use service marketing to drive their business. Green marketing can be defined as the marketing of eco-friendly products which are not harmful to the environment and are also produced using eco-friendly production process. • The purpose of using the word “Green” is that the production of products is done without causing any damage to the environment, and also ingredients and packaging of products are environmental-friendly. • The green marketing term was first introduced in the late 1980s and early 1990s when industries started showing concern towards the environment in order to attract customers. market segmentation is the practice of dividing your target market into approachable groups. • Market segmentation creates subsets of a market based on demographics, needs, priorities, common interests, and other psychographic or behavioural criteria used to better understand the target audience. • Market segmentation can help you to target just the people most likely to become satisfied customers of your company or enthusiastic consumers of your content. Pricing strategies refer to the processes and methodologies businesses use to set prices for their products and services. •If pricing is how much you charge for your products, then product pricing strategy is how you determine what that amount should be Pricing methods or strategies 1. Value-based pricing •With value-based pricing, you set your prices according to what consumers think your product is worth. 2. Competitive pricing •When you use a competitive pricing strategy, you're setting your prices based on what the competition is charging. 3. Price skimming • If you set your prices as high as the market will possibly tolerate and then lower them over time, you'll be using the price skimming strategy. • The goal is to skim the top off the market and the lower prices to reach everyone else. With the right product it can work, but you should be very cautious using it. 4. Cost-plus pricing • This is one of the simplest pricing strategies. You just take the product production cost and add a certain percentage to it. While simple, it is less than ideal for anything but physical products 5. Penetration pricing • In highly competitive markets, it can be hard for new companies to get a foothold. One way some companies attempt to push new products is by offering prices that are much lower than the competition. This is penetration pricing. • While it may get you customers and decent sales volume, you'll need a lot of them and you'll need them to be very loyal to stick around when the price increases in the future. 6. Dynamic pricing • In some industries, you can get away with constantly changing your prices to match the current demand for the item • Selling price = Total cost + net profit • Total cost= Cost of production+ selling O/H+ Distribution O/H FM-Basic functions • Estimation of capital requirements: A finance manager has to make estimation with regards to capital requirements of the company •Determination of capital composition: Once the estimation have been made, the capital structure have to be decided. This will depend upon the proportion of equity capital a company is possessing and additional funds which have to be raised from outside parties. • Choice of sources of funds: For additional funds to be procured, a company has many choices like- Issue of shares and debentures, Loans to be taken from banks and financial institutions, Public deposits to be drawn like in the form of bonds. •Investment of funds: The finance manager has to decide to allocate funds into profitable ventures so that there is safety on investment and regular returns is possible. •Disposal of surplus: The net profits decision have to be made by the finance manager. This can be done in two ways: 1. Dividend declaration - It includes identifying the rate of dividends and other benefits like bonus. 2.Retained profits - The volume has to be decided which will depend upon expansional, innovational, diversification plans of the company. • Management of cash: Finance manager has to make decisions with regards to cash management. Cash is required for many purposes like payment of wages and salaries, payment of electricity and water bills, payment to creditors, meeting current liabilities, maintenance of enough stock, purchase of raw materials, etc. • Financial controls: The finance manager has not only to plan, procure and utilize the funds but he also has to exercise control over finances. This can be done through many techniques like ratio analysis, financial forecasting, cost and profit control, etc. The trading account gives information related to profit earned or loss through various trading activities. •Whereas the profit and loss, account determine the net profit or loss for the period. • Trading and P&l accounts are used to calculate the gross profit and net profit of the organization. • Cost of production= Factory cost+ administration O/H • Factory cost (works cost)= Prime cost + factory O/H • Prime cost-= Direct material+ Direct labour + Direct expenses Recruitment and Selection is an important operation in HRM, designed to maximize employee strength in order to meet the employer's strategic goals and objectives. •It is a process of sourcing, screening, shortlisting and selecting the right candidates for the required vacant positions.• Recruitment refers to the process where potential applicants are searched for, and then encouraged to apply for an actual or anticipated vacancy. • Selection is the process of hiring employees among the shortlisted candidates and providing them a job in the organization. Training methods • Technology-based learning-computer-based training (CBT) or e-learning • Simulators-skills for operating complex machinery • On-the-job training • Coaching/mentoring • Instructor-led training • Roleplaying-effective in industries that require client or customer interaction • Films and videos • Case studies- to develop analytical and problem-solving skills Objectives of training • Reduce labour turnover • Boost morale- providing knowledge and appreciation • Promote cooperation at all levels • Economic and efficient use of resources • Promote team work •inculcate good work habits Labour turnover is defined as the ratio of the number of labour or staff who leaves an organisation to the total number of the workforce on its payroll in an accounting period. • It can be through resignation, retirement, unsuitability, change in circumstances, dismissal or attrition and varies from region to region and industry to industry. • Employee turnover often is a result of poor hiring decisions and bad management. • It is considered as an essential parameter to measure employee retention. • Job evaluation is the systematic process of determining the relative value of different jobs in an organization. • The goal of job evaluation is to compare jobs with each other in order to create a pay structure that is fair, equitable, and consistent for everyone. • This ensures that everyone is paid their worth and that different jobs have different entry and performance requirements.

2. •Job evaluation requires some basic job analysis to provide factual information about the jobs concerned. • The starting point is often the job analysis and its resulting job description. Based on this, the job is evaluated. • One of the key criteria in the evaluation is the added value of the job to the organization. Job evaluation-objectives • Provides a basis for recruitment and selection •Identifies need for training • Eliminate employee dissatisfaction and reduces conflicts. • Formulate an appropriate and uniform wage structure • Clarifies the responsibility and authority associated with the jobs Pair comparison ranking method •Jobs are paired and for each pair the most impactful job is chosen. • This results in a forced ranking of different jobs based on their seniority. • This approach is only recommended for smaller organizations with fewer than 100 jobs Factor comparison method •Jobs are ranked on a series of factors • The most frequently used factors being knowledge & skills, communication & contacts, decision making, impact, people management, freedom to act, working environment and responsibility for financial resources. • Each factor is assigned points and the total number of points indicate the job’s ranking • Merit rating is the systematic evaluation of the performance of an employee on the job in terms of the requirements of the job. ... • Merit rating is defined as, “employee rating achieved through a periodic employee evaluation system, often used as the basis for pay increases and/or promotion” Merit rating-objectives • Sound basis for Promotion- additional charge •Wage hike, incentives • Transfer to another division or plant • Identify training needs •Improves motivation- competitive spirit •Increase industrial productivity • Effectiveness check on recruitment, selection and placement policy • Forces superiors to know the sub-ordinates Merit Rating-Ranking Methods •It is the simplest, oldest and most conventional method of merit rating. • Every employee is judged as a whole without distinguishing the rates from his performance . •In this method a list is then prepared for ranking the workers in the order of their performance on the job so that an excellent employee is at the top and the worst at the bottom. • It permits comparison of all employees in any single rating group regardless of the type of work. • This method only gives the idea about the standing of various people and not the actual difference among them. • This method however does not indicate specific strengths and weaknesses between two or more workers. • This technique is used in those enterprises where there are few workers Merit Rating-Paired Comparison Method: •In this method every person is compared trait wise, with other persons one at a time, the number of times one person is compared with others is recorded on a piece of paper. • These numbers help in yielding rank of employees. Merit rating-Grading system: •Under this system certain features like analytical ability, cooperativeness, dependability, job knowledge, etc. are selected for evaluation. • The employees are given grades according to the judgment of the rater. A-outstanding, B-very good: C-satisfactory, D- average, etc. • The actual performance of every employee is rated with various grades in the mind of the rater. Merit rating-Check list method: •In this technique the supervisors are provided with printed forms containing descriptive questions about the performance of workers. The supervisor has to answer in yes or no. •After putting answers to these questions the forms are sent to Personnel Department where final rating is done. • Various questions in the form may be weighted equally or certain questions may be given more weightage than others. Merit rating-Critical incident method: • This method measures worker’s performance in terms of certain events or incidents that occur in the course of work. • The assumption in this method is that the performance of an employee/ worker on the happening of critical incidents determines his failure or success. • The supervisor keeps a record of critical incidents occurring at different times and then rates him on this basis Merit rating-Free essay method •In the free essay method the supervisor writes a report about the worker which is based on his assessment about performance of workers. • The supervisor continuously watches the workers or subordinates and writes his assessment in the report. • The covered factors are the behaviour with employees, job knowledge, employee traits, development requirements for future, etc. Wages •It is a monetary compensation paid by an employer to an employee in exchange for the work done. •A wage may be defined as the sum of money paid under contract by an employer to worker for services rendered. • Payment may be calculated as a fixed amount for each task completed (piece rate),or an hourly or daily rate. Wages- methods • 1.Time rate wage system Wage= No. of hours worked* rate per hour (8*100=800 • 2.Piece rate wage system Piece rate=Rs.8 No. of piece produced per day=100 Wage=100*8=Rs.800/- • 3.Combination of time rate and piece rate system Wages- factors •Demand and supply • Legal provision-minimum wage act,1948 •Ability to pay •Nature of Job •Working hours • Comparative wage levels • Cost of living • Type of employment- contract or regular Incentives •An incentive scheme is a plan to motivate individual or group performance. •It basically involves monetary rewards, i.e., incentive pay but also includes non-monetary rewards. •Incentives are variable rewards granted according to level of achievement of specific results. types • Financial incentivesBonus and profit sharing (excludes wages and overtime) •Non-financial incentives Housing, medical, educational facility, vehicles, training ,promotion, praise for good work, safe and healthy working conditions Objectives of an incentive plan • To increase productivity of individual as well as group. • To reduce per unit cost and increase employee’s earnings. • To improve industrial and interpersonal relations, • To increase profit of the organisation . Incentive plans-Straight piece rate • Standard- 40 Nos • Rate /unit-Rs.20/- • Standard rate=800/- •If an employee produce 60 Nos, his earnings will be -1200 Incentives-Taylor’s differential piece rate system • This provides two piece rates • The worker who produces more than the standard units are paid at higher piece rate • Those who produce less than the standard output are paid at low piece rate. Halsey incentive plans • Minimum wage is guaranteed • Standard time is fixed for the performance of each job •If a worker completes the job before the standard time, he gets wage plus incentive bonus for the time saved.