Types of distribution channels

  

  By Raúl Gorrín.-  We have already mentioned the importance of distribution channels. Now let us refer to the types that exist.

·         The direct channel: is the shortest. This channel takes place when a producer sells directly to the final consumer without the intermediaries’ intervention. This channel is the one used to sell services; here the sales are face to face or via Internet. The important thing is that there are no wholesalers present.

·         The indirect channel: the distribution process is carried out with the participation of intermediaries.

     According to the number of intermediaries involved for the delivery of the product is subdivided into:

·         Short: also known as tier-2, which is characterized because there is an intermediary. So, the product goes from the hands of the manufacturer to the distributor and from there, to the consumer.

·         Large: this occurs when the product changes hands at least three times (tier-3). From the manufacturer to the initial wholesaler who intervenes to distribute it, then is in the hands of a retailer and finally, the consumer. Likewise, it may happen that more intermediaries intervene. Because the product goes through the hands of storekeeper, distributors, marketers, resellers. Every link will increase the product value.

     When choosing a distribution channel, it is necessary to take into account some considerations, because the referred channels are the most common, they are not the only ones. In this sense it can be chosen, even the combination of these to repair to the characteristics of the market, the product and / or service and the company. It is essential to keep in mind that the greater the number of channels involved, the less controls of the process and the more complex the channel. The smaller the steps the product gives from the manufacturer to the consumer, the greater the economic burden on the manufacturer.

     It can’t be forgotten that the Internet can now intervene, which is more suitable and efficient for the purchase and sale of supplies and raw materials. In any case, it should be noted that it can’t be sold directly to the final consumer. In fact, there are very interesting options such as virtual stores in which the producer or the manufacturer are directly understood with the final consumer, something that happens at local, national or international level.

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Positivity at work

By Raúl Gorrín.- Emotional control is essential, as we have said in dozens of opportunities for example, having dominion over negative emotions helps the human being to stay alert to the risks and dangers, thus contributing to preservation and problem solving. For positive emotions there is still much to research on issues such as survival, for example. However, some experiences suggest that properly managed, positive emotions allow to achieve well-being in the workplace.

     Studies have determined that positive emotions have effects on the health of workers. It is estimated that changes in thinking, for example, can have dynamic effects on health, even at the cellular level. It is believed that positive emotions affect the immune system while reducing inflammation and helping antiviral genes and antibodies. Similarly, feeling good reduces the absenteeism of workers in their work centers.

     As we said at the beginning, positive emotions are linked to greater innovation, better problem solving, as well as greater connectivity among workers. Some people think that positive emotions are associated with holistic thinking and with improved skills. While negativity constrains experience, narrows attention, and increases analytical thinking, optimistic thinking is associated with understanding risks.

     Moreover, in the workplace it is necessary to manage positive emotions in a ratio of 3 to 1. The positivity is healthy and productive to a certain level. It should be noted that emotions, whether positive or negative, are contagious. Therefore, we have to be aware of this to measure when we are at one or another. Any excess of both negative and positive emotions can be highly counterproductive in the workplace.

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No more operational work in human resources

  By Raúl Gorrín.-    If the levels of efficiency and effectiveness of your company's human resources department have been reduced, staff may be overstated by functions and tasks, so it may be necessary to put an end to operational and routine tasks which only affect the performance of such an important dependency. There are studies that show that excessive administrative work is acting to the loss of the work of the human resources directorates that have ended by neglecting their strategic functions.

     Payroll payments, social security management, holiday approval, permit handling and discharge, among other issues, have ended up coping with the work of HR (human resources) departments, and it is not that we are saying that these tasks are not important, but that these are routine tasks of an administrative nature that may well perform subordinate personnel for HR to devote to the strategic functions that correspond to it. An alternative solution to this can be the outsourcing of the administrative management of human resources.

     Every company or undertaking will have to study the option that suits you best, assigning the routine tasks to a certain personnel dependent on the administration area or the human resources department itself can be another solution. Delegating to the officials in charge of routine tasks can be a way of unloading the managers of these tasks so they can be dedicated to the design of strategies and planning.

     New technologies also can be the output, as there are more and more applications and tools that simplify administrative processes of human resources, the simplification of processes also can contribute to solving the problem of oversaturation of HR staff functions.

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