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FRAMEWORK OF
FLIPKART
INTRODUCTION
Flipkart
is an e-commerce company
Founded
Bansal
FUNDING RECEIVED BY
FLIPKART
UNDERSTANDING BUSINESS
MODEL
CUSTOMERS
Analytical skills
Merchandising skills
Technical knowledge
CORE COMPETENCIES
Managing
Supply
Time
Creative
Network/building
Result
management
orientation
chain
thinking
resources
management
relationship
FLIPKART HIERARCHY
Level 3: manager
Level 4: president
Level 5: CEO
MANAGING RESOURCES
Definition:
Is about understanding human, financial and operational resource issues to make decisions aimed at building and planning efficient project
workflows, and at improving overall organizational performance.
Level 1
Organizes the use
of resources to
meet expectations
and identifies
difficulties
Plans, coordinates
and manages
internal and
external resources
To accomplish
assignments within
the given
deadlines.
Level 2
Manages the
allocation of
resources in relation
to business needs.
Provides advice on
procedures and the
use of financial
resources.
Level 3
Allocates and controls
resources within own
area of responsibility/
scope of assignment.
Identifies needs for
resources to effectively
support current
initiatives, services and
offerings.
Manages assignments
delivery process and
deadlines.
Level 4
Advises or develops
practical solutions to
address resource
issues that impact the
effectiveness of a
team and the work to
be delivered.
Level 5
Sets and redefines
priorities and
reorganizes staff to
increase the groups
response capacity to
internal and external
demands.
Evaluates the financial
requirement
Level 1
Proper planning
should be done
Ability to identify
what supply chain
the firm wants to
compete in
Manages the flow of
goods and services
Level 2
To take day to day
basis decisions
To focus on
achieving lowest
costs for running the
supply chain
Ability to improve
trust among supply
chain partners
Level 3
To work with
transport companies
for cost effective
transport
To involve in the
process and make
decisions that
concern the entire
organization
Communicate with
carriers and
customer for
shipment updates
Level 4
To collaborate with
suppliers
To take customer
order and move
goods from
warehouse to
customers location
To focus on time
intakes to complete
specific activities
Level 5
Ability to minimize
shortage and keep
costs down
Oversees the
process of
warehousing and
shipping
Recommends to
improve productivity
quality of operations
TIME MANAGEMENT
Definition:
Determines how efficiently we are meeting our customers or agreed deadlines
Level 1
Identify more
critical and less
critical activities
Ensure that required
materials are placed
in appropriate
locations
Plans to have
materials ready
just in time to
complete a task
Level 2
Maintains a log of
work, production or
maintenance
Keep files organized
Fix meetings and
appointments for
others
Level 3
Level 4
Co-ordinate with
schedules to avoid
conflicts
Identify results you
want to achieve
Keeping update
about all transaction
Level 5
CREATIVE THINKING
Definition:
Coming up with new or different ideas, or adapting ideas, thinking out of the box and can help departments and organizations to move in
more productive directions.
Level 1
Recognizes when a
new approach is
needed
Suggest new ways to
applying existing
knowledge
Sees alternative ways
to view or define
problem
Level 2
Analyzes strengths
and weaknesses of
current situation of a
company
Modifies and adapts
current methods and
change for better
meets
Identify alternative
solutions
Level 3
Level 4
Brainstorming at a
staff meeting to set a
strategy for the next
year
Identifying ways to cut
costs during a budget
crisis
Develop creative
improvements to
companys process.
Level 5
Develops an
environment that
nurtures creative
thinking
Encourages
challenges to
conventional
approaches
Targets important
areas for innovation
and develops
solutions that
address meaningful
work issues
NETWORK/BUILDING
RELATIONSHIP
Definition:
Building and actively maintaining working relationships and/or networks of contacts to further the organizations goals.
Level 1
Seeks information from
others
Maintains contacts in other
parts of the organization
with those who can provide
work-related information.
Interacts with customers.
Level 2
Seeks out the expertise
of others and develops
links with experts and
information sources.
Level 3
Seeks opportunities
to partner and
transfer knowledge
Cultivates personal
networks in different
parts of the
organization and
effectively uses
contacts to achieve
results.
Initiates and
develops diverse
relationships.
Level 4
Builds networks
with parties that
can enable the
achievement of the
organizations
strategy.
Uses knowledge of
the formal or
informal structure
and the culture to
further strategic
objectives
Builds relation with
people whose
assistance,
cooperation, and
support may be
needed.
Level 5
Creates and
facilitates forums
to develop new
alliances and
formal networks.
Identifies areas to
build strategic
relationships.
Contacts senior
officials to identify
potential areas of
mutual, long-term
interest.
RESULT ORIENTATION
Definition:
Focusing personal efforts on achieving results consistent with the organizations objectives
Level 1
Level 2
Level 3
Consistently achieves
established expectations
through personal
commitment
Makes adjustments to
activities/processes based
on feedback
Evaluate the effectiveness
of solutions to problems
Level 4
Exceeds current
expectations and
pushes for improved
results in own
performance.
Takes on new roles and
responsibilities when
faced with unexpected
changes.
Maintain confidentiality
of sensitive information
.Works on new
projects or
assignments that add
value without
compromising current
accountabilities.
Guides staff to
achieve tasks, goals,
processes and
performance
standards.
Provides and
promotes position
information across
division to educate
staff on respective
duties
Level 5
Encourages
constructive
questioning of
policies and
practices; sponsors
experimentation
and innovation.
Holds staff
accountable for
achieving standards
of excellence and
results for the
organization
Revises and
communicates to
employees
expectations for
achieving results.
COMPENTANCY BASED
HUMAN RESOURCE PROCESS
CONCLUSION
THANK YOU