Realize What Can Make Your App a Failure

We see that a number of apps are hitting the market on a daily basis. But, we know that only a few of them reach the exact target market and succeed. To ensure that your app is successful, you should be aware of the reasons that lead to an app’s failure. Only when you know the reasons for failure you can avoid them and see success. When is a mobile app considered successful? Though every business has its own target to reach to be considered successful, usually there are two things that reflect the mobile app’s success. They are the number of downloads and the revenues generated by paid downloads or in-app purchases. Here are few reasons why generally mobile apps fail.

Inappropriate ideas or wrong execution of proper ideas: It is very natural for people to think that they have marvelous ideas that can become business ideas and give them grand success. Though this thinking works sometimes, it does not work always and in some instances, it may prove to be counterproductive. The best thing to do when you have any idea is to consult experts in the field and IT consultants to research if your idea is really unique and has business prospects. Research is the key to any business without which any idea will fail. The next thing that brings failure to an app is that app developers build apps that they want. They do not build apps that are wanted by users and they don’t consider the trends that are influencing the markets. For a fair understanding of the current trends and if your app is in accordance with the trends and will satisfy the needs of users, you can approach IT support and managed services providers who can help you in this regard. 

Inadequate monetization strategy: Another major mistake committed by app developers is that they only think of designing, developing, marketing and getting visitors for the app which in turn will result in revenues for them. However, one thing that they ignore is that to do all these things they need funds. Not planning a proper monetization strategy creates hurdles at every stage of app development. Apps can be successfully launched if their owners take necessary caution to monetize the apps. There are many ways an app can be successfully monetized and the one that suits your needs best can be employed by hiring the expert IT support and managed services.

Lack of consistent iteration: Many app developers tend to ignore the fact there could be a scope of further improvement and this results in app failure to some extent. Any app can be worked upon for further improvement with perseverance and consistency in collecting data and making any modifications to the design and marketing methods if necessary. By hiring IT consultants, you can resolve app issues, change keywords that bring in more traffic and work on changes needed for users that you can identify from their reviews. All this is possible with proper iteration.

Any person who has an idea for an app to be built wants to do that to develop the business and not to make a failure of it. Hence, for the best suggestions on developing a successful app, partner with Accuprosys, one of the best IT consultants in Hyderabad.

How can your managers become leaders?

Usually, people think that the words leader and manager can be used interchangeably. But, this is not true. These two words are distinct and have qualities that many times overlap. As a part of training and development, organizations conduct sessions to impart leadership skills to their employees. However, it is not mandatory that a good leader will become a good manager. But, it is necessary for a manager to be a good leader in order to lead the employees towards the organizational goals. Organizations may lack clarity on leadership skills and managerial skills; however, HR consulting firms know the difference and can help organizations in creating good managers. Given here are few ideas that work towards improving the leadership skills of the employees and make them better managers.

• Discourage the static status: As a tendency, many people get static with a little achievement in life. The same is true with the managers, who are happy with their position and responsibilities and do not think beyond. But, such a lethargic attitude will not work towards the organizational interests. Hence, organizations should push their managers and create enthusiasm for them to take initiative for new roles and get proactive in whatever they do. A human resource consultancy can always guide the management in analyzing manager behavior and help them perform better.
• Encourage the risk-taking attitude: The management of an organization should be open and should encourage the staff to take risks because only when risks are taken, there will be big results. HR agency professionals guide organizations saying that it is not possible for everyone to bring success to whatever they do. Managers should be encouraged to take risks and should not be frowned upon when they see failure.
• Let them explore: The key responsibility of a manager is to see that all the tasks are completed on time. Though this does not require them to execute the task themselves, they do need to understand the process involved in completing a certain task. Then only they will be able to delegate work to their subordinates and for this employees who are potential managers should be entrusted with different responsibilities and should be given a chance to try various roles in the organization and grasp an idea of all the work being done.
• Delegate and give authority: Human resource consultancy professionals say that as much responsibility is important, so also authority, for managers to get tasks completed. Managers should be delegated their work properly and they ought to be given authority required to perform their job. The managers’ capabilities have to be trusted and they should be given required resources so that they don’t waste their time on menial jobs.
• Develop successors: Every organization plans and works for growth. Hence, it is the duty of every manager to take initiative and work hard so that they move ahead into more responsible and higher roles. At the same time, they should ensure that they are mentoring one of their subordinates to step into their shoes with all the necessary skills. Organizations can take the support of an HR agency to take care that there is a perfect process in place to develop successors for every key position so that the organization does not suffer in the times of crises.

Accuprosys in Hyderabad is one of the best HR consulting firms that can be approached for all the support for various human resource functions. We have the best pool of professionals to deal with any kind of issue.

Cracking HR Audits – 3Essential Tips for an Efficient Internal HR Audit

Oh my god…the A-word – Most managers cringe at the prospect of conducting an audit. More often than not, this loathing is the result of a hunch that HR audits are bound for failure. This we tell you isn’t true! HR audits are crucial for the evaluation of HR policies and practices, to understand how effective the training programs and services are, how well the HR division is delivering on these services and programs, and to find opportunities to enhance or cut down on specific activities.

Experts say an HR audit is as important for your organization as your visit to the doctor! To make HR audits a little ‘less cringe-worthy’, here are three essential tips on how you can get the best out of an internal HR audit:

1.      Take the Right Approach

Start the audit by reviewing the hiring system, the offer letters, on-boarding processes and the paperwork associated with all these processes. Then assess how well your HR division informs and educates employees on the company’s policies and practices. This can be done by asking questions like, Is the personnel policy manual/employee handbook up to date, are new hires given a hard copy of the handbook or shown how to access it online, what health and safety training is imparted to employees, how is this training tracked, is the organization capable of mandating sexual harassment prevention training for managers, etc.

Then, review the systems that support the company’s relationship with employees. These include evaluation of performance management systems, assessment of compensation structures, analysis of training and development programs and the employee grievance redress mechanism. One must also analyze the employee reward systems in place. Finally, the HR audit should end by assessing how well the organization manages exiting employees. Are they given their final paychecks on time, are critical forms and personnel files retained for an appropriate period of time, are they informed about post-retirement benefits, etc. The efficiency of an HR audit lies in this step-wise breakdown of the audit process. 

2.      Know Where You are Going

Before an audit is actually conducted, it is essential to determine which aspects of which HR function require evaluation. Is it the overall function that needs to be evaluated, or is there a need for an in-depth consideration of all or specific functional areas?Is the company in compliance, does it meet employee and customer demands, is each program and service in alignment with these goals and demands? These are some of the questions that can be asked before embarking on an audit to make it more focused and efficient. 

3.      Focus on More than Just Turn-Over

Of the many blunders that managers do in an HR audit is the tracking of turn-over only. Auditors just track turn-over without any particular regard to other aspects of it. Rather, they should track what percentage of the turn-over is among the high performing, skilled and experienced staff. Even if the turn-over is low, it is a matter of concern if a large proportion of it comprises of top performers. On the other hand, a high turnover could actually be advantageous if it is more among those with low productivity or those with unacceptable conduct.

Follow these three tips and you can sail smoothly through any internal HR audit by making it more efficient and useful. 

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