Indianapolis—Marketers plan to increase their online marketing budgets by an average of 17% this year, drawing money away from traditional channels such as TV, print and radio advertising, according to a new report from e-mail marketing company ExactTarget and Internet market research company Econsultancy.
According to the companies' "Marketing Budgets 2010: Effectiveness, Measurement and Allocation," two-thirds of marketers are planning to increase their investment in social media, even though less than 20% say they can effectively measure their return on that spending.
In addition, search marketing will get a big boost—64% of companies plan to increase budgets for search-engine optimization (organic search), while 51% will increase spending on paid search. And 56% plan to increase their budgets for mobile marketing.
The online study of 1,000 marketers was conducted last month.
from the Daily News Alert
Christopher Hosford ,Story posted: February 12, 2010 - 12:24 pm EDT
Friday, February 12, 2010
Are You At the Table Yet?
Earlier this week I attended the HR Executive Roundtable Group meeting which I co-founded at ARRIS. The speaker was Joel Koblenz from the Koblenz Group in Atlanta who talked about what CEOs want from HR leaders and what they expect. Joel's discussion to the group was "a view from the top". The topic was timely and on target based on what we currently are seeing in the economy and industry.
It reminded me of a post I put up last July so I thought I would repost it again since the points that Joel touched on were what I wrote about last year. In addition, Joel mentioned 2 other key points that I failed to bring up in that previous post:
In addition, all successful corporations use HR strategically, not just to manage administration and other mundane HR tasks. CEOs are interested in growth, profits, innovation, and the ability to retain customers. HR is at a key position to help the CEO attain all of these objectives. To do this your time in the HR leadership role should consist of the following:
It reminded me of a post I put up last July so I thought I would repost it again since the points that Joel touched on were what I wrote about last year. In addition, Joel mentioned 2 other key points that I failed to bring up in that previous post:
- meeting with your CEO weekly to calculate the HR strategy against the current business strategy
- making sure that you understand the business from the ground up, not just what you produce and who are your key competitors.
In addition, all successful corporations use HR strategically, not just to manage administration and other mundane HR tasks. CEOs are interested in growth, profits, innovation, and the ability to retain customers. HR is at a key position to help the CEO attain all of these objectives. To do this your time in the HR leadership role should consist of the following:
- discussing talent, retention, and talent development and pipeline candidates;
- compensation and competitive intersections of market and attaining the best talent;
- benefits, maintaining a competitive package and harnessing costs, especially health and 401K and pensions;
- identifying integration acquisitions quickly;
- anticipating critical business events and regulatory issues;
- guiding and maintaining a daily interaction with the CEO and key business leaders;
- understanding the dynamics of the economy and how they impact the business;
- and finally enabling growth drivers at the employee and business levels.
Are you doing these key functions on a daily basis? Let me know your thoughts.
Subscribe to:
Posts (Atom)