Kreeti Technologies Celebrates Excellent Customer Service!

If you’ve ever considered an offshore development partnership, you know that there are a lot of options to choose from. In fact, India alone makes up 55% of the global IT industry.

With so many talented firms to decide between, it can be tough to know what separates the good from the great. That’s where Kreeti Technologies comes in.

Kreeti’s technical team has expertise in niche technologies likes Ruby on Rails, Elixir, Phoenix, Kotlin, ReactJs & React Native etc.

Since we opened our doors in 2006, we’ve been working hard to deliver solutions that stand out from the crowd. That means we don’t just provide top-rated design and development services — we go above and beyond for our customers.

We tailor each engagement to all of our unique clients and their needs. The result? We’ve received rave reviews from satisfied customers around the world.

For instance, we recently received feedback on Clutch, a hub for B2B ratings and reviews. In the engagement, we were responsible for ERP development for an international trading business.

Our client was thrilled with our system and the impact it had on their internal efficiency.

We have gone live with our system and can see that we currently have saved two man days per week. This equates to one full time employee. By the time we finish the phase 2 we anticipate richer communication and save at least three FTE.” — Director, International Grain Trading Firm

In another project highlighted on the platform, we provided development services to a SaaS company. Our team’s professionalism and reliability made for a smooth and successful engagement.

I was impressed with their deliveries and the ability to fix bugs whenever they occurred. Over time, I was confident that if there is any issue whatsoever, the team at Kreeti will take care of it. This is a big relief for any team leader. In short, it means I can sleep well.” — Founder & CEO, IndustryPrime

You can also find us ranked on The Manifest, another platform in the B2B space that includes lists of leading agencies and showcases projects. Check us out!

If you like what you see, feel free to reach out to us at any time for your next software development needs.


Employer Brand Management

Bringing Brand to Employment

Delivering a consistent and distinctive customer brand experience has always been a central concern of brand management. Approach to brand management was first introduced by P & G in the 1930s and mostly dominated the fast-moving consumer goods. When Philip Kotler first suggested the 4 Ps as a platform for marketing management, it was clear that he had product brands in mind. However, with advent of time its scope entered service market also, spreading its roots from banking to tourism to hospitality. Thereon, as ages passed it further extended its presence in the recruitment business also, innovating the whole new world and term of employer branding and employer brand management.

Employer brand management is a new approach to people management. It is a term commonly used to describe reputation as an employer, and its value proposition to its employees, as opposed to its more general corporate brand reputation and value proposition to customers. The phrase ‘The Employer Brand’ gets over 400,000 Google searches per year and is known to management teams globally. Just as a customer brand proposition is used to define a product or service offer, an employee value proposition or EVP is used to define an organisation’s employment offer. Likewise the marketing disciplines associated with branding and brand management have been increasingly applied by the human resources and talent management community to attract, engage and retain talented candidates and employees, in the same way that marketing applies such tools to attracting and retaining clients, customers and consumers.

2. Role of Employees in creating Brand Differentiation

The global market in itself pronounces satisfied employees are more likely to deliver a consistently positive service experience, and prove to be the best reference group for market expansion. They are evident in not only increasing the sustainable service brand differentiation, but also evoking a particularly distinctive style to service. It is generally agreed that these intangible brand characteristics are far more difficult for competitors to copy than the operational components of a service brand experience. Functional differentiation is still an important factor in driving competitive advantage, but the lead time before one is copied by a competitor has become increasingly narrow. So, even if one is creating a completely new operating model, it is only a matter of time before competing companies, start beating with their own game.

3. Attributes effecting Employee Branding

Employer branding is an organizational culture which compositely represents the employer loyalty and employee productivity. However, it gets affected by various internal and external factors like a product brand. A few of the major attributes affecting its success have been discussed under:

  1. Basic Job Benefits: It covers all those aspects which correlates the HR and marketing department of an organization. It focuses on the job description details, salary and bonus figures, other job benefits and fringe benefits and the contribution of the organization in maintaining work life balance and stability.
  2. Overall Status of Company: It is a factor which analyses the position and eminence of the organization. This is mainly checked on the basis of the company’s reputation, market size of the company, organizational structure, company’s innovation and the company culture.
  3. Competitiveness: The competitive power of the organization determines the competitive ability of the employee also. Therefore, the competitiveness is determined on the basis of the intellectual challenges available in the job, chances to work independently and the chance to emerge as a leader or manager.
  4. Self-development: Self-development is an attribute which plays a major role to determine the employee loyalty. The better a company provides chances of self-development, the greater are the chances of employee retention. It can further be determined by the factors like possibility of continuous learning, chances to avail expertise, and chances to develop one’s skill.
  5. Future Opportunities: The futuristic approach of an organization determines its success. Any employee is attracted to a company only when it gives a platform to have strong future opportunities. These opportunities can be good reference for future work and possibilities to work abroad.
  6. Psychological Balance: The ability of an organization to provide psychological satisfaction to be connected and being recognized by a brand name is the pivot of employer branding. Factors like pioneering as a brand, the feeling of being a positive contributor to the company, and expected cordial relation with superiors and peers are the major determinants of this attribute.

Any organization that has the capacity to effectively manage these attributes shall undoubtedly emerge to be an eminent model in the world of employer branding.

4. Conclusion

Making a link between brand, culture and customer experience is not new, but the practice of managing the link between these related domains has evolved significantly over recent years. In many respects, the notion of employer brand management simply completes a journey that began to maintain sync between managing employees and the brand name of the company. Employer brand management just provides a mechanism for translating the brand ethos into the everyday working experience of employees, in order to reinforce the organisation’s ability to deliver consistent and distinctive customer brand experience starting from its home itself.


Entrepreneurship: Approach and Strategy

Minimum Viable Product

Dr. Rajiv Sikroria 
(Training & Placement Coordinator)
Sunbeam Women’s College Varuna, Varanasi

Entrepreneurship is not only about undertaking risk, but undertaking risk in calculated way. We as an entrepreneur often are swayed away by our Business Idea. We want to carry on the Idea. In such cases, entrepreneurs fall in the lap of luck, How far one can succeed without understanding market pulse? How can an entrepreneur serve people without understanding what actually is needed in a market? Above all, whom is he going to serve?

In the marketing management, we have studied consumer is the king. How can you serve the king without understanding and analyzing his behavior? What is his Minimum expectation you’re a product? Let’s talk what Minimum Viable product (MVP) stands for?

Minimum Viable product is defined as the minimum expectable features from the product. As a consumer, if you want to purchase a mobile set for you, what do you expect from mobile? What are your minimum expectations from it? You may say, Good Random Access memory, more battery back, HD Quality,  Gorilla Glass,  128 GB inbuilt memory,  and high resolution camera and so on.  As an entrepreneur if you fail to understand minimum viability of product, you will fail fiercely. Before heading towards market, at least you need to jolt down minimum expectations out of the product.

But, who should be involved in analyzing MVP for your product? Is it entrepreneur? Marketing team, sale team, Research and development team?

To answer this, we have to understand our consumer base, they are the right person, who can answer adequately, and they can suggest us what are minimum expectation from the product. You can include your marketing and R & D team for better understanding.  This will only be fruitful whence; we have already identified our niche and within it pointed to micro niche. Now, only thing is to sort out how can be meeting these minimum expectations.

Now as an entrepreneur, you must have consumer understanding and adequate STP (Segmentation, Targeting and Positioning strategies) for your product.  You need to identify micro niche for your product, you may think to v=cover whole market, but is it feasible for you? Anyone want to have whole market coverage and high market share, irrespective of what are his capabilities in terms of market understanding, consumer analysis, product innovations and features to serve.

Now you may say, consumers want sky in less money.  So you revisit MVP and drop those expectations which were valued less by large number of consumers and surface out those features which had been reached by consensus. Indeed Minimum viable product analysis requires multi layer procedure to execute but new entrepreneurs can resort with two or three most expected features in the product.

At this initial level, I can would suggest that , with Minimum viability of Product, entrepreneurs success rate is really high.