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Marketing Case Study

Vicar Is quite excited and has plans to work In India for the next 8 years at least so that his child’s education can be taken care of. Vicar Is a highly competent and high performing employee. His wife was working In an advertising firm while they were abroad as a copy writer. She quit the job while they got transferred and was sure to get a Job in Bangor. Vicar is a likeable person and is popular among colleagues. He is a good team player but keeps a slight distance from the group especially during social binges after the corporate meetings.

He is always well dressed, wears branded cloths, expensive ties, watches and other fashion accessories, and goes for regular work outs. Office timings are from 9. 00 AM to 6. 00 PM with a 30-minute lunch break. He always arrives at the office on time. He leaves the office at about 7. 00 PM but stays back after office hours whenever the job demands. The Company has a clear HRS policy which has two components- salary and perks. Salary comprises of the monetary compensation, such as monthly fixed salary, incentives, bonuses etc. The salary is based on performance and designation.

The perks are based on the grade and are specific to each country based on living expenses. An Engineer MBA Joins at the E grade. Test promoted to E grade In 4 to 5 years, E grade in the next 4 to 5 years, E grade in the next 3 to 5 years and E grade in the next 3 to 5 years and thereafter to E in 3 to 4 years based on outstanding or excellent performance. After E it is CLC, CO and CO grades where they are on corporate executive level. After one year of training, the Mambas will become Marketing Managers, In 3-4 years they can become senior Marketing managers, Day.

General Managers In another 3-4 years, General Manager In the next 35 years, Associate UP In another 3-5 years, and UP In another 2 TTT years. The key elements In the perks for mom of the grades are given below in table 1 . All these policies are for India-based employees. Perks for employees placed in overseas assignment will be based on each country’s cost of living and statutory rules. An employee, on being transferred, will have to surrender the perks in respective countries and can avail of perks in the new countries afresh.