• Worked with web analytics team in the role of Omniture systems analyst for Omniture SiteCatalyst tagging implementations.
• Working and understanding site catalyst tag management platforms.
• Develop and maintain Omniture Site Catalyst implementation processes and guidelines documentation.
• Create deployment guides to instruct web page developers to properly include appropriate calls to these tracking systems
• Setting up Global Tagging / Page Tagging Rule, Event Tracking / Custom Tracking Rules based on the requirement for page elements.
• Produce daily, weekly and monthly site performance reports and KPI dashboards with analytic reviews, including ROI, RoAs retention, and engagement.
• Understanding Key Business Requirements (KBR) and identifying Key Performance Indicators (KPI). Interact with business users and data analysts for better understanding of business requirements and marketing goals.
• Creating tagging brief documents for Websites, Microsites, Shopping sites and new pages created by external and internal developers.
• Creating tagging briefs for Mobile apps (Connected app, Standalone app and Dynamic app) for both iOS and Android based on the KPI’s.
We were committed to give the deliverables within the stipulated time or within the deadline and need to support for the d
eployment till midnight and give minimal defect release for the production environment. There are lot of things which we
learn day by day in IT sector, the new technologies which emerge in market every year and need to update our skillset for
the current market requirements.management is good for the employees as they provide all the required facilities for the
resources and we get good hikes for the better performance.workplace culture is good and we are professionals and we need
to have good communication skills around workplace.The hardest part is giving less time time for a difficult task where we
require more time to analyse and get back with the analysis and complete report. Assistance to the new technologies are given
to the better performing resources and getting them out of the box and showcasing them for the trending ideas and technologies.
as Customer support service engineer : Learned a lot regarding the technical & application aspects in the field of critical care equipment's. Worked as multimodality engineer in the US, MRI & CV modality.
Leaned & managed accounts in revenue generation .Able to sale service upgrades. Regular tracking of billed invoices & payment follow-up's Timely updating contracts renewals & contract entry. .
Currently handling CV modality from past 1 year .
Each modality requires a different approach to tackle both our internal & external customer .
In CV / MRI modality there is constant pressure to maintain system minimum downtime. Need to provide regular updates on system functionality to both user & our seniors.
Hardest part of job is the unexpected down calls landing during odd hours. As a part of medical industry we have to be available 24 hrs
Enjoyable part : Working as a team player , involving or getting involved in the hard time & getting out of it with flying colors is enjoyable part
Wonderful company with great perks and benefits. very competitive culture
Excellent company, truly multinational culture. The perks are excellent, incentive on over achieving your targets is almost as much as your CTC.
But careful: You need to be very aggressive and competitive to survive in Philips. The incentive and perks of overachieving are so high that you need to be careful of back stabbers and be very open to sucking up.
The company has good policy in terms of travel, benefits, compensation.
The company usually do not terminate an employee, but if you do not perform for 1 year, your growth will stagnate. you might be given a role which will compel you to leave.
So, in short. TARGETS are sacrosanct and must be achieved year on year to grow.
ProsAwesome incentive structure. great growth, lots of goodies and parties.
ConsVery competitive culture, not for the faint hearted
Philips has a great work culture. But in the last few years, they are hiring people from multiple domains and people without domain knowledge on senior positions are giving a hard time to the entire team.
Also, Managers from service-based companies are still keeping that mindset. Quality of work doesn't make sense to them, whereas 'somehow' getting the job done is important for them.
Managers are more interested in timesheets and listen to their dear ones. Of course, nepotism is at its peak in some teams.
Very few people are open for discussions and will take inputs. Some of the managers are making Philips a really bad place to work.
ProsOveral work culture, Work Life balance, etc.
ConsSome managers are worst. They will screwup the team first and then the product.
Philips is a great company to work for. I had a great learning experience working there, as I could learn and implement a lot of things from others in the team. But, the management isn't helpful at all. It's more of a burden than a help.
There were instances, where an R&D management, turned down on a completed application just by saying that they don't have enough examples in the market to follow this pattern. So, they exhibited more of a follower attitude than a leader attitude. In my opinion, they can't call themselves R&D, if they aren't ready to try and take the risk.
Otherwise, it's a great company to work for.
ProsGreat work experience, Good learning
ConsAwful management, bad compensation, no place for innovation, no place for encouragement either
I DONE WITH PHILIPS OR DONE A FANTASTIC JOB FOR COMPANY OR AS WELL AS I MY SELF ALSO
THERE WAS NO TYPICAL DAY FOR ME I WAS LOVE TO DO CHALLENGING TASK!!
I LEARNED A LOTS OF THINGS FROM THE MARKET PLACE LIKE PRESENTATION SKILLS,HOW TO INTRODUCE NEW PRODUCT
TO EDUCATE DEALERS DISTRIBUTORS OR ARCHITECTURE ABOUT THE PRODUCT!!
THE CO ORDINATION BETWEEN ME AND MY BOSS AND TEAM WORKERS WAS FANTASTIC!!!
THERE WAS NO HARDEST PART I AM ALWAYS READY TO WORK IN PRESSURE!!
I ENJOYED EVERY MOMENT OF JOB BUT BEST ENJOYABLE PART IS WHENEVER I SCANNING/RESEARCH MARKET SELECTING THE NEW CHANNEL PARTNERS OR ANALYSING THE MARKET NEEDS AND WANTS!!
THANKS & REGARDS
MD SHAHBAZ ALAM
ProsEXACTLY I WAS GETTING DAILY ALLOWANCE OR TRAVEL ALLOWANCE ETC
Too much of coordination,Planning and Operational process needs to be streamlined
Day starts with coordination for stock alignment with Supply Chain/Key Account Managers for the Purchase Orders received/pending Deliveries.
Then followed by promoter productivity/attendance/Stock requirement with Team Leaders.
Store Visits-Promoter Hygiene, Brand visibility, In-store Execution, Activity, Service, Sellout.
Distributor weekly order/payment follow up.
Way of Working of Large Fromat Stores/Modern Trade,Distributors.
Team Handling, Negotiating with local & regional buyers.
Stock alignment of short supply models, fill-rate, Promoter recruitment.
Store visit, In Shop Promoter Training sessions
Philips is one of the most reputed and trusted company in Indian consumer space , it has given one of the most innovative and technical products which have stood the test of time and has resonated confidence in consumer , channel partners and the employees .
•Channel sales - Delivery of Sales and Distribution AOP through market coverage, stock management, product-mix management, distributor fund management and people management
• Activations -Working with Activation team and support on demand generation initiatives for Influencer Segment.
• Visibility -Drive Shelf Share and Visibility for Key product groups.
Prosleaning market dynamics, distribution and key account management
slow moving organization, trying to become more agile, everyone is not on board, Inter-teams collaboration is missing, depends on manager,
Opportunity for growth are very limited, moving within and across is difficult at higher levels, leaders are ambiguous, work life balance is ok, There is not really Hugh pressure to achieve results as long as you are perceived to try, inter teams coordination is missing, lots of duplications, Its an ethical company.
Prosemployee friendly policies, fair pay, work life balance, not a difficult place to survive.
Consnon-existent HR oversight to ensure that managers are fair which is very surprising, lot of duplication and waste, lower coordination between teams, ambiguous directions from leadership.
Effective leadership is the most critical factor for organizational success in the 21st century. “People don’t leave bad companies, they leave bad managers.” You have to be very careful about the people who call themselves a leader, especially the ones with Pseudo - Leadership tendencies. Many of these people are only concerned about their well being, nothing else.
Within the dental business unit, fearful inside sales employees stick around because they get so institutionalized; they believe every company has the same management or culture. It was astonishing to see how many of my former colleagues thought that the treatment & attitudes given by the “leadership team” were common amongst most companies. In a true sales organization, this could be further from the truth.
Behavioral toxicity prevailed throughout this division in many ways & is uncharacteristic of other divisions as a whole. The level of acceptance of ineptitude behavior is astounding & in most instances, unfathomable.
• Within the dental inside sales team, you are asked to code out when you need to use the restroom.
• In one instance, they actually held (2) conference calls (> 40 mins. each) outlining on “How to leave a [scripted] voicemail” for clients if this is any indication as to some of the types / level of individuals they employed.
• When discussing work ethics & working hard, a fellow colleague responded, “Why? Management doesn’t value that type of behavior.”
• When the dental inside sales team w
ConsLeadership team (Dental), Micromanagement, Short breaks, Short lunches.
As a senior Manager at Philips handling manufacturing operations and global sourcing, the major areas I cover in Philips Lumileds:
Supplier strategy (Corporate) – Supplier selection and qualifications, negotiating contracts and supply agreements, capacity and production line readiness, line/quality audits, quarterly business reviews. In short well experienced in the procurement process, procurement system set up and quality assurance
Business model & implementation: Selection and execution of the different business models with selected suppliers – as ODM suppliers, as invested business partners, as purely subcontractors with manufacturing value add – each driven with different supply contracts
Operations management: Operations at subcontractors and assembly houses, business process from material readiness to process flow and outputs. Daily production outputs are modelled (people, machines, process steps, bottleneck processes, shift-wise) and measured against production targets
Commodity and Costing: Global materials sourcing, realize tight cost targets and roadmap that often exceeds business needs, ensure quality and fast delivery. Captured 7% of global market share in 3 years
Supply chain set up: Set up forecasting and ordering process, shipment schedules and logistics
Finance/CAPEX: Work closely with finance on revenue and profit management, represent business unit at CAPEX board – present business cases for funds approval, manage invested assets at
Friendly environment and great place to grow in healthcare and consumer
A typical day at work, is finding a new desk to sit at every single day, as there are no designated seats. Catching up with your manager over a cup of coffee and talking about tasks or general news. Then start with catching up with emails and work on assignments. You can have lunch whenever and wherever you want at your convenience there are no hard bent rules. Most folks end up working late, I have stayed till 11pm once, just to get work done as most mornings and afternoons are spent in meetings without getting the time to work on those meetings.
I learnt to work in a matrix environment, I gained alot of confidence approaching people for work, understanding product lines and the underlying business, managing KPIs.
The management whilst fixated on cost control, can often take harsh decisions that are not applicable to themselves. They have their favorites and I do not see much ethnic diversity within top management. Overall though they are quite supportive of their employees well-being, especially during Covid era.
The work environment is quite friendly, the appraisal process is very slow and sometimes unfair, you will not see much growth potential in your career unless you are in sales or marketing. There are alot of learning, volunteering, well-being and fun initiatives for the employees to engage in from HR. Most people come in casual clothes if they dont have any client meetings, non-client facing roles often come in casual or semi formal clothes.
Sonicare: Lots of potential, but Sr. Mgt and people don't get it..
On an individual basis, work related to the job can be very rewarding. The big issue is that the overall business is very disjointed when it comes to thinking and acting strategically. Their is very little alignment between groups and unless you drive things yourself, you cannot expect your counterparts to come through. Many only know what they know and want to "stay in their lane." The ability to think holistically and strategically is not possessed by many there. In fact, it feels more like a factory than an innovation hub or center of excellence, and many like it that way.
In the end, it's a great opportunity to work within a global framework - whether with internal stakeholders or suppliers, and you have the opportunity to really learn a lot about how to run a business. In some sense, with the organization being such a small unit, you almost get to operate as a "mini GM" and make important decisions that have a big impact to the product and/or program.
A disappointing part of the job entails obtaining buy-in from all of the stakeholders within the organization. Many have their own agenda and often times it feels like herding cats to get things done. Unless you're truly assertive things will not get done, and you should expect to be disappointed even when you feel/think there's alignment on a game plan. The truly hard part of the job is Sr. Mgt's role in the dysfunctionality that presently exists - many establish standards and expectations that they themselves don't
ProsGreat opportunity to work on global programs and learn several lines of business
ConsHorrendous employee morale, Culture reinforces bad / negative behaviors, Lack of accountability and ownership by most employees, Lack of aligned strategic vision by Sr Mgt, Lack of leading by example by Sr. Leadership team
Personal Response Associate for Philips 'Lifeline'.
Philips overall might be a great company, but their 'Lifeline' division is lacking in so many ways.
Overview of Position:
Responding to "emergency" alarms, although 95% of them are false alarms. Will spend the majority of the time talking about low batteries, trouble shooting technical issues with devices or marking down false incoming alarms. The software applications are outdated, complicated, and tedious to use. Would expect something better from such an 'innovative' company. Loud environment, you sit side by side with other operators. No individual seating, desks, or privacy.
The North York office only have about 12 desks, clustered into one tiny corner of the office. Personal Response Associates a.k.a. "PRAs" are at the bottom of the food chain at Philips Lifeline. Customer Care (CSRs) is considered a promotion which you will not even be qualified for until you complete their 3 levels of certifications, which you can only take every 6 months.
Unprofessional management team(Toronto/North York Office). The manager and supervisors will not treat you as an individual. They will make little to no effort to accommodate you, they will say one thing to your face and do the complete opposite. They say they encourage and value staff suggestions, this is also not true. They may even penalize you for giving your opinion on a matter they did not want to hear.
Below standard. Smaller compa
ProsBenefits on first day of work
ConsManagement, low pay, few incentives, monotonous tasks.
Worked on Adobe DayCQ5.X installation, configuration and development.
Worked on Adobe DayCQ5 Web Application Development using CRXDE Lite, CRXDE, SVN, OSGi (Apache Felix), JCR, JSR-283, File vault, WebDAV.
Worked on security, user creation, groups and Workflow management and customization in Adobe DayCQ5.
Worked on Adobe DayCQ5 multiple Rendition creations and Replication Agents.
Sound knowledge on all Adobe DayCQ5 Authoring tools, publishing tools, integrations, developer tools, Admin tools, serverproducts and Repository Components.
Worked on Adobe DayCQ5 pages, templates, components, Workflow management, Activation of the pages, tagging, forms, AdobeDayCQ5 collaboration events, blogs etc.
Worked on Multi site management, translations, language copy tool, blueprint, live copy, Local sites, and master sites in AdobeDayCQ5.
Worked on Multi Campaign management and targeting features of Adobe DayCQ5.
Worked on custom Maven scripts and cURL scripts for deployment and building different CQ applications
Worked on custom feed uploaders for importing content to Adobe CQ CRX.
Worked on Day CQ custom Sling web-services for accessing different third party contents.
Worked on Adobe DayCQ5 package manager, building package and deploying.
Worked on Alfresco and Liferay Implementations
Worked on Alfresco WCM, DM, Rules, Workflows, Web-scripts
Worked on Lucene, Solr Search Implementations
Worked on Vignette Implementations
Worked on VCM, VAP, DPM Implementatio
Management can not handle feedback on their mismanagement or compliance issues
Pay is adequate for contract work. Sales contractors make no commissions. However, the management leaves a lot to be desired. They start projects with people that do not know how to run them. I brought them many compliance issues... one being placing inadequate information in their CRM Salesforce system that is actually used to market people that clearly was not for the persons name to be entered off the lead. When I brought this to my Manager she just looked at me along with the trainer... and said just enter it. Basically, that I should not worry about it. That it was a management issue and I am not management. Yet, she was and she disregarded the issue and I was sent to my desk to go make sales calls and place inadequate information into their sales leads funnels. Ethical issue if you ask me. Someone will one day be marketed with someone else's name to their email. This is the type management they have.
On top of that, her manager also had a problem about me asking questions... since the next day after me asking her a question on an issue they were addressing in a meeting... I was released from the project. I told her I was an ethical person and will not do anything that compromises my ethics or could be a compliance issue. She got a bit defensive in the team meeting and answered the question incorrectly... trying to slide over what I was asking. She did not want to answer the question but instead tried to disregard it.
I am good with their decision to end my proj
ConsPoor Management, No one care and does not use their brain or like people who do.
Empresa que não dá muita oportunidade, para quem tem conhecimento e tempo de serviço e que veste a camisa.,
Os promotores eram exigidos, de forma que a empresa não dava o suporte necessário, chegáva-mos no local de trabalho nos apresentáva-mos para os vendedores da área atendida, e para o gerentes, depois limpavá-mos os produtos, buscava visibilidade com a exposição dos produtos, expondo a marca em pontos estratégicos, para poder alavancar as vendas, no entanto era meio complicado, pois nesse mercado principalmente de CE, a concorrência é alta, no quesito bonificação para os vendedores, pois estes são raros os que vendem porque se identificam pela marca e acreditam nesta. Essa era a parte mais complicada na hora da venda, conseguia oferecer para o cliente, mas na hora de fechar a venda eles trocavam a marca até diziam mal da marca que eu trabalhava.
Nem todos os colegas de trabalho cooperavam, principalmente os novatos, eles nem ligavam para horários, não faziam nada nas lojas e isso não adiantava falar com o coordenador/supervisor, mesmo os vendedores não gostando dessa postura dos novatos, pois os mais velhos passavam como chatos e fofoqueiros, e isso só ía deixando os mais velhos e que gostavam de trabalhar mais irritados, pois não tínhamos o reconhecimento em nada que fazíamos e os novos abusando de tudo.
A parte mais difícil era pensar de como conseguir ganhar espaço e fazer os vendedores vender a sua marca, sem cobranças de bonificações e conquistar espaços na porta da loja, ou em pontos estratégicos, pois a marca não fazia nada para mudar esse quadro.
A parte mais agradável,
Prosnão possuir bonificação para funcionários antigos
Conster que trabalhar nos feriados, sem necessidade, fazendo com que a pessoa não tenha vida social em família.
Used to feel like I was a part of something BIG! GBS has changed all of that, and not for the better.
This review is made in reference to the new Nashville GBS Hub location only.
Management at the GBS hub in Nashville is currently looking to cut costs no matter the expense to the employees. There are employees that moved from other locations within the last year that are being targeted for removal because of their salary levels and because of poor management decisions that led to over-hiring.
Often times the company's mission statement gets lost in the shuffle of just trying to meet production quotas/deadlines. This is unfortunate because a lot of the innovative ideas employees have are shut down or not even recognized to begin with; this is regardless of the fact that they would presumably help the overall bottom line and/or speed-up work flow.
It is my feeling that these current issues are a result of poor management of the entire GBS hub. They will pass with time and the unit will likely stabilize, but it will be at an enormous and senseless cost of many stellar individuals and opportunities where we could have handily beat out our competitors if only we focused more on our old mantra of "Innovation and You."
Now, that all being said, in previous years, Philips has been an excellent company to work for. I sincerely hope they reclaim that status. I would recommend working at the Nashville GBS hub if you are just getting into your career and/or you don't require the higher end of your current salary expectations. Also, if you'd like the opportunity to work at a
ProsWork/Life balance is above par, Business Casual Dress, Great lunch room space, Good Benefits
ConsArchaic year-end performance review structure, inexperienced managers making really bad choices, co-workers can hinder each others progress due to politics inflicted by upper management.
I attempted to work with Philips from home during the COVID-19 situation. They shipped a ThinkPad to my home but the configuration process was a mess. Among the problems was they had me first set up software, then set up my MS profile, which is not the correct configuration sequence. After half a dozen or so phone and Skype calls to their remote tech support (somewhere in SE Asia) I asked for someone in Nashville to assist me with my software and remote connection issues. Nobody would do so. My manager claimed she had the same issues prior to the office closing due to COVID-19 and had to get a non-Philips family member to assist her in setting up her work computer. So the problem was not due to the office being closed; it was typical under normal circumstances at Philips. That told me all that I needed to know. They have been told by their auditors that they are not GAAP-compliant which is a very bad sign. I was also told their accounting department has an open floor plan with no assigned workspace, which should never happen.
They will tell you that they use SAP but their system is not fully integrated and they used several systems which made accounting, particularly reconciliations, very difficult, confusing, and cumbersome. I was told after I was hired that in some cases it took up to several months for new employees to get access to all of the SAP modules that I would need (AP, AR, GL). Once again, this guesstimate was based upon a pre-COVID-19 hiring.
The laptop tha
Questions And Answers about Philips
What should you wear to an interview at Philips?
Asked 5 Apr 2017
Simple dress with Bright colour and decent look with energy
Answered 8 Apr 2019
I wear normally formal shirt and paint with black official shoes and tie...
Answered 30 Dec 2018
How did you feel about telling people you worked at Philips?
Asked 2 Apr 2017
Philips company is the best company in electronic at India . I want to growth together team in Philips . i will very happy if I want to join this company.. I want to above growth in market at India..
Answered 30 Dec 2018
Goodwill group in market as well as in home
Answered 23 Nov 2018
What is interview process like at Philips?
Asked 8 Jun 2017
Interview process like a multi stage process hiring for new employees the interview process like writing job posting job scheduling interview conducting in person
Answered 8 Apr 2019
Related job post questions and others also
Answered 23 Nov 2018
What questions did they ask during your interview at Philips?
Asked 16 Mar 2018
1.telling abt my self
2.what do u know abt this company
3.why did U want this job
Answered 8 Apr 2019
Answered 24 Nov 2018
Does Philips require background check? What kind of background check does Philips do and how long does Philips take to complete a background check?