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Spp5 Client Final Presentation
Spp5 Client Final Presentation
Spp5 Client Final Presentation
Spp5 Client Final Presentation
Spp5 Client Final Presentation
Spp5 Client Final Presentation
Spp5 Client Final Presentation
Spp5 Client Final Presentation
Spp5 Client Final Presentation
Spp5 Client Final Presentation
Spp5 Client Final Presentation
Spp5 Client Final Presentation
Spp5 Client Final Presentation
Spp5 Client Final Presentation
Spp5 Client Final Presentation
Spp5 Client Final Presentation
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Spp5 Client Final Presentation

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Final Presentation - Team 1 - EME 6691 Fall 2009

Final Presentation - Team 1 - EME 6691 Fall 2009

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  • 1. Student Recruiting Program Analysis<br />Instructional Systems Graduate Program<br />
  • 2. Overview<br />IS Program Recruiting <br />Conducted by:<br /> ISRC - Instructional Systems Recruiting Committee (ISRC) <br />ISAACRC -Instructional Systems Alumni Advisory Council Recruiting Committee (ISAACRC) <br />Key questions:<br /><ul><li> To what extent are current recruiting processes effective?
  • 3. What interventions would improve the recruiting process to achieve optimal results?</li></li></ul><li>Process<br />Research<br />Interviews<br />Faculty, Staff, Alumni<br />Surveys <br />Faculty, Students, Alumni<br />Literature Review<br />Current and Historical Recruiting Data<br />Business goals determined<br />NOTE: Determination impacted by time constraints<br />Performance goals established<br />Gaps and Causes identified<br />Interventions suggested<br />
  • 4. Business AnalysisIdentifying Key Goals<br />Achieve 10% increase from year to year in the number of actively enrolled students <br />
  • 5. Performance AnalysisPerformance Measures<br />Number of students actively enrolled each academic year<br />IS Program representation at recruiting events throughout the academic year<br />Contact of prospective students during the admission process<br />
  • 6. Gap Analysis: Performance Measure 1: Student Enrollment<br />Current Performance <br />OptimalPerformance <br /><ul><li>Master’s:72 actual
  • 7. Doctorate: 45 actual
  • 8. Master’s: 101 optimal
  • 9. Doctorate: 54 optimal</li></ul>From data collected in years 2004 – 2009; Assumes a 10% increase each year from 2004 <br />
  • 10. Gap Analysis: Performance Measure 2: Recruiting<br />Current Performance <br />OptimalPerformance <br /><ul><li>On-Campus :
  • 11. Sporadic classroom visits
  • 12. Performance at events not measured
  • 13. Conferences:
  • 14. 2 or 3 attended
  • 15. ad hoc marketing materials
  • 16. On-Campus:
  • 17. Visit 20 classes of different majors
  • 18. Collect 25 names at all events
  • 19. Conferences
  • 20. Attend 4 conferences
  • 21. Create and post marketing packet
  • 22. Mentor anyone involved in recruiting activities
  • 23. Mentor students to represent at conferences</li></li></ul><li>Gap Analysis: Performance Measure 2: Recruiting<br />Current Performance <br />OptimalPerformance <br /><ul><li>Corporate Recruiting:
  • 24. None
  • 25. Print Journals:
  • 26. None
  • 27. Corporate Recruiting:
  • 28. Prepare corporate recruiting packet, host on IS website
  • 29. Develop list of target corporations
  • 30. Visit 5 corporations
  • 31. Build and maintain relationships
  • 32. Print Journals:
  • 33. Budget to advertise in 4 journals annually</li></li></ul><li>Gap Analysis: Performance Measure 2: Recruiting<br />Current Performance <br />OptimalPerformance <br /><ul><li>IS Website
  • 34. Unknown traffic to website
  • 35. Very low Search Engine Optimization (SEO) for common search terms
  • 36. Information is not current
  • 37. Social Media
  • 38. Not used strategically for recruiting
  • 39. IS Website
  • 40. Increase site visits by 30%
  • 41. Increase SEO
  • 42. Post recruiting schedule, social media contacts and widgets, planned conference attendance
  • 43. Post multi-media introduction to the program
  • 44. Social Media
  • 45. Use Twitter, Facebook, LinkedIn, and Ning to increase footprint</li></li></ul><li>Gap Analysis: Performance Measure 3: Prospective Student Contact<br />Current Performance <br />OptimalPerformance <br />Interest/Pre-Application<br />Contacts made:<br /><ul><li>Mary Kate
  • 46. Recruiting Committee
  • 47. Faculty Representative
  • 48. Alumni Representative
  • 49. ISSA Representative</li></ul>Post Acceptance<br />Contacts made:<br /><ul><li>Mary Kate
  • 50. Department Chair</li></ul>Interest/Pre-Application<br />Contacts made:<br /><ul><li>Mary Kate
  • 51. Recruiting Committee
  • 52. Faculty Representative
  • 53. Alumni Representative </li></ul>Post Acceptance<br />Contacts made:<br /><ul><li>Mary Kate
  • 54. Department Chair
  • 55. ISSA Representative
  • 56. Advisor</li></li></ul><li>History of the IS Recruiting Program<br />Cause Analysis<br />Dr. Keller<br /><ul><li>2004 – 2006
  • 57. Jim Russell (former faculty)
  • 58. MS Assistant
  • 59. Rhett Brymer
  • 60. Consulted with Reinhart Lerch (ODDL)</li></ul>Dr. Reiser<br /><ul><li>2006 and earlier
  • 61. IS Alumni Advisory Council Recruiting Committee currently reports to Dr. Reiser</li></ul>Dr. Johnson<br /><ul><li>2009 – current
  • 62. 2009: added Recruiting Coordinator position (currently held by Christie Suggs)</li></ul>Gap in leadership<br />2004 2006 2009<br />
  • 63. Cause Analysis<br />Funding not secured for:<br /><ul><li>Conferences
  • 64. Print Journals</li></ul>Processes not formalized for:<br /><ul><li>Off-Campus Recruiting
  • 65. Website maintenance
  • 66. Social media</li></li></ul><li>Recommendations<br />Formalize on-campus Recruiting<br />Plan to attend conferences<br />
  • 67. Recommendations<br />Develop Corporate Recruiting Strategy<br />Advertise in trade Journals<br />
  • 68. Recommendations<br />Develop Social Media Strategy<br />Improve IS Website<br />
  • 69. Credits<br />The research, documentation and presentation of this report was created in collaboration by the following: Florida State University, IS graduate students from the EME6691 -Performance Systems Analysis fall 2009 course:<br />Laura Bryant<br />Lea Ann Gates<br />Alisa Jacobs<br />Gina Minks<br />Kendall St. Hilaire<br />

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