I WAS PLATINUM

DEAR PLATINUM I am Asif Javed Alvi and today I here announce that i have resigned with one month prior notice from the post of SM central. It was really almost impossible and heart breaking to say good bye to such organization which is really Diamond In The Rough. During my stay in Platinum it was unethical and non-professional to communicate directly with Directors in presence of my boss, but now as I have resigned so I can share my experiences and sufferings from which most of employees suffering. If you are fired with the ardent love to serve the ailing humanity and stirred to action by profound concern, believing that the maximum sales results come from sound customer service, strong customer follow-up and ethical selling, then from the heart of hearts PLATINUM welcome you and I love platinum but to resign from such organization is really tormenting. I here sincerely thank to Mr.Naushad Hirani (CEO), Mr.Amin Hirani (Director) and of course the man behind the inspiration and big source of motivation, Mr.Badaruddin Hirani, for giving me this opportunity to work with organization, marketing products which are manufactured by world class material, supported by superior clinical data and backed by confidence in Platinum quality & efficacy by our customers and end users. I joined Platinum from 2007-2012 as FM and served as STM and SM in north and central zones. At that time, when organization was passing through the process of change and HR system was in introductory phase. Company was just taking off for putting prints on the sand of time and i was lucky one who was part of that system which, whilst achieving goals and delivering the highest standards in very difficult trading conditions, enhance the organizational image among the rest of pharma industry too. There are uncountable blessings which Platinum provided me during my stay here, like on time salary, incentives, bonuses, promotions and of course irresistible memories and I am short of words to pay thank to organization but with immense reverence I proffer some suggestions which will be helpful/beneficial for the growth and prosperity of organization. If responsibility is given to any employee, please give him full authority too, from hiring to de-hiring, from decision making to recommendations for promotions and increments as its teamwork. Turnover & demotivation can be minimized of potential and productive employees if everyone from BUM to SPOs level must follow/maintain Hierarchy developed by organization. Internal promotions of employees should be encouraged, but with the consent/recommendation of concerning managers, rather imposed decisions, which will help not only in retention and development of that employee but will be more productive, internal promotions will also create positive image of organization.

De-hiring of non-performers is always in favor of organization but negative attitude of person spoiling image of the organization and creating frustration among other employees. HR department can make his presence in field with all teams and should developed standards and system from career counseling to career planning. Everyone agrees with Platinum quality, so instead of obliging individual customer or institution, budget can be used/adjusted to improve quality and quantity of promotional plans. Approximately about 0.9 million spos budget (1500/month) used by per SM in a year can be more productive if adjusted in promotional plans instead of claiming per month in expenses.

Respected sir, It will be my honor if you please give me your valuable time. Please sir

Thanks and regards Asif Javed Alvi asifjavedalvi@yahoo.com 03336505058

"A computer on every desk and in every home h, but so often, as Dark Side Marketers, we do need the Bounty Hunters of the Sales team. No matter how good your product is, it wont sell itself. Someone has to go out and find the customers. And that someone is Sales. Your average sales person lives under the constant threat of being fired if she doesnt make her number. Her compensation plan is driven entirely by her ability to meet her quota. A bad quarter may be the difference between steak dinners at Mortons and hamburgers at McDonalds. Just as sharks must keep swimming to breathe, sales must keep selling to live.