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This document outlines a marketing strategy and three budget proposals for Elm Tree Organics. It includes a situational analysis, objectives to improve the website and brand, and recommendations for digital, social media, and direct marketing. Three budgets ranging from €3,000 to €5,000 include costs for website design, trade show attendance, printing, and advertising. The strategies aim to increase awareness, sales and market size for Elm Tree Organics over the next year.
The Lean Business Club's mission is to develop effective lean management tools and to empower its members and associates to succeed in business by using these tools and exchanging essential management information.
The document discusses how building strong digital brands is becoming increasingly important as online opportunities continue to grow. It argues that most current online advertising is of poor quality and does more harm than good to brands. To be successful online, companies need to focus on managing the entire consumer experience on their websites from first visit through purchase and beyond, as positive or negative online experiences directly influence consumer perceptions of a brand. The document proposes that to build strong digital brands, companies need to align their brand promises made to consumers, the website design to deliver on those promises, and an economic model to be profitable.
BUSINESS INCUBATION-en (Dr Atef Elshabrawy by alMaali-Dubai)atef Elshabrawy
The document outlines a proposed business incubation training program that includes 6 main programs: 1) Foundations of Sustainable Incubation Platforms, 2) How to create and operate incubation platforms for women entrepreneurs, 3) How to create and operate a technology incubator, 4) How to create and operate an accelerator, 5) How to manage a successful business incubator program, and 6) How to conduct a feasibility study to create a business incubator program. The training program will provide updates on international best practices, help develop skills through exercises and case studies, and allow participants to network and exchange experiences. Upon completion, participants will have improved knowledge of creating and managing business incubation programs.
Unit i power point presentationcompensation direct and indirect ojas18
Direct compensation consists of pay for work performed, while indirect compensation includes benefits and perks. An HR manager is responsible for researching compensation data to develop proper pay for all positions. Websites like BLS.gov and ONetOnline.org provide salary data by occupation and location that can be benchmarked against industry averages. For an assignment, the presenter will create an 8-10 slide PowerPoint choosing a job title and location to present findings on core compensation, benefits, and how they compare to industry averages.
This document provides an overview and analysis of Marriott International, a leading global hospitality company. It discusses Marriott's history, operations, business segments, competitive landscape, strategies, and SWOT analysis. Key points include: Marriott operates hotels, resorts, and other lodging services worldwide; it has nearly 2,800 properties across 68 countries; and its strategies focus on customer satisfaction, acquisitions, rewards programs, and expanding into new markets like India and Africa.
This inspection report provides an overall rating of "Outstanding" for Bridgeway Consulting Ltd. Key findings include:
- Bridgeway Consulting has maintained its previous rating of "Outstanding" in overall effectiveness, learner outcomes, quality of provision, and leadership and management.
- The company has expanded significantly since the previous inspection, taking on additional clients and nearly doubling its employees, while continuing to achieve outstanding learner outcomes.
- Systems and long-term planning have enabled the company to successfully respond to industry needs and meet expansion targets. Quality of training and assessment remains extremely high.
- Safety is a top priority, demonstrated through representation on industry forums and an effective incident tracking system. Learners develop
Vii. concession and refutation (you may decide to divide this sectojas18
This document summarizes how training helps companies remain competitive. It discusses four companies - Best Buy, Valvoline, Sonic Automotive, and Dow AgroSciences - and how their training practices have helped them gain advantages in their markets. For example, Best Buy's Gravity app allows employees to access training on mobile devices, increasing sales of featured products. The document also notes how changing workplace dynamics, like new technologies and a multigenerational workforce, increase the importance of training to develop employee skills. Finally, it states that human resource management practices like training are crucial for attracting, motivating, and retaining employees.
The document discusses the importance of employer branding and total immersion of a company's brand within its culture and employees. It argues that skills shortages are a major challenge for employers and are increasing competition for talent. To attract the best employees, companies need to think seriously about how they distinguish themselves through their brand. An effective employer brand must be aligned with the company's broader external brand and reflected internally through its culture. For the brand to be powerful, employees must truly embody the brand in their work and advocacy. This requires collaboration between marketing and HR to immerse the entire organization in living the brand identity.
The Lean Business Club's mission is to develop effective lean management tools and to empower its members and associates to succeed in business by using these tools and exchanging essential management information.
The document discusses how building strong digital brands is becoming increasingly important as online opportunities continue to grow. It argues that most current online advertising is of poor quality and does more harm than good to brands. To be successful online, companies need to focus on managing the entire consumer experience on their websites from first visit through purchase and beyond, as positive or negative online experiences directly influence consumer perceptions of a brand. The document proposes that to build strong digital brands, companies need to align their brand promises made to consumers, the website design to deliver on those promises, and an economic model to be profitable.
BUSINESS INCUBATION-en (Dr Atef Elshabrawy by alMaali-Dubai)atef Elshabrawy
The document outlines a proposed business incubation training program that includes 6 main programs: 1) Foundations of Sustainable Incubation Platforms, 2) How to create and operate incubation platforms for women entrepreneurs, 3) How to create and operate a technology incubator, 4) How to create and operate an accelerator, 5) How to manage a successful business incubator program, and 6) How to conduct a feasibility study to create a business incubator program. The training program will provide updates on international best practices, help develop skills through exercises and case studies, and allow participants to network and exchange experiences. Upon completion, participants will have improved knowledge of creating and managing business incubation programs.
Unit i power point presentationcompensation direct and indirect ojas18
Direct compensation consists of pay for work performed, while indirect compensation includes benefits and perks. An HR manager is responsible for researching compensation data to develop proper pay for all positions. Websites like BLS.gov and ONetOnline.org provide salary data by occupation and location that can be benchmarked against industry averages. For an assignment, the presenter will create an 8-10 slide PowerPoint choosing a job title and location to present findings on core compensation, benefits, and how they compare to industry averages.
This document provides an overview and analysis of Marriott International, a leading global hospitality company. It discusses Marriott's history, operations, business segments, competitive landscape, strategies, and SWOT analysis. Key points include: Marriott operates hotels, resorts, and other lodging services worldwide; it has nearly 2,800 properties across 68 countries; and its strategies focus on customer satisfaction, acquisitions, rewards programs, and expanding into new markets like India and Africa.
This inspection report provides an overall rating of "Outstanding" for Bridgeway Consulting Ltd. Key findings include:
- Bridgeway Consulting has maintained its previous rating of "Outstanding" in overall effectiveness, learner outcomes, quality of provision, and leadership and management.
- The company has expanded significantly since the previous inspection, taking on additional clients and nearly doubling its employees, while continuing to achieve outstanding learner outcomes.
- Systems and long-term planning have enabled the company to successfully respond to industry needs and meet expansion targets. Quality of training and assessment remains extremely high.
- Safety is a top priority, demonstrated through representation on industry forums and an effective incident tracking system. Learners develop
Vii. concession and refutation (you may decide to divide this sectojas18
This document summarizes how training helps companies remain competitive. It discusses four companies - Best Buy, Valvoline, Sonic Automotive, and Dow AgroSciences - and how their training practices have helped them gain advantages in their markets. For example, Best Buy's Gravity app allows employees to access training on mobile devices, increasing sales of featured products. The document also notes how changing workplace dynamics, like new technologies and a multigenerational workforce, increase the importance of training to develop employee skills. Finally, it states that human resource management practices like training are crucial for attracting, motivating, and retaining employees.
The document discusses the importance of employer branding and total immersion of a company's brand within its culture and employees. It argues that skills shortages are a major challenge for employers and are increasing competition for talent. To attract the best employees, companies need to think seriously about how they distinguish themselves through their brand. An effective employer brand must be aligned with the company's broader external brand and reflected internally through its culture. For the brand to be powerful, employees must truly embody the brand in their work and advocacy. This requires collaboration between marketing and HR to immerse the entire organization in living the brand identity.
We believe in building programmes and initiatives that really support our local communities and one big subject that is close to everyone's hearts is the future of our young people. That's why we have created our Rising Stars programme - part of our 'Championing young people's futures' initiative.
This takes the form of a range of activities, programmes and workshops all with the common aim of developing understanding and passion for the world of work and not only through children and young adults but also through their support network, allowing us to help parents, guardians and carers find the right skills to guide and nurture the best decisions.
This document discusses employer branding and building employer brand equity. It defines employer brand equity as the assets or liabilities linked to an employer's brand that can attract, engage, and retain talent. The key aspects that contribute to employer brand equity are: employer brand awareness, perceived employment experience, employer brand associations, and employer brand loyalty. Measuring the return on investment of employer branding initiatives is complex but can focus on understanding inputs and outputs, tracking changes in engagement and revenue over time, and identifying how changes in behaviors like engagement impact other variables like sales.
1) Global talent acquisition and retention is one of the greatest challenges for companies as talent scarcity increases worldwide. Effective global employer branding will be critical to attracting and retaining talent.
2) Cultural differences, a changing global workforce, skills mismatches, and demographic changes complicate global employer branding. Companies must account for these factors and collaborate across borders to solve talent issues.
3) Building a strong global employer brand requires dedicated global employer brand management, collaboration across borders, cultural awareness, and systems to support an integrated global talent strategy.
This document provides a summary of 10 trends in employer branding that the author expects to see towards 2020 based on his decade of research and experience in the field. Some of the key trends he identifies include time replacing money as the new currency for employers as work-life balance becomes increasingly important, the blending of functions across organizations as employer branding becomes a whole-business approach, and employer brands becoming truly global as companies strive for alignment across cultures and regions. The author aims to provide insights on how employer branding may evolve and ways for organizations to prepare and adapt to these changes.
Who must lead employer branding, HR, marketing or communications? This article by four times author Brett Minchington provides insights based on research findings and the employer brand leader hiring intentions of companies around the world. This topic is also addressed in the Certificate in Employer Brand Leadership, the global standard for employer brand leadership certification. Full details at www.employerbrandingcollege.com
Philips has evolved from a consumer electronics business to a leading health technology company. This has increased demand for technical specialists like software developers and data scientists. Philips engages both permanent employees and contract/contingent workers to access different types of global talent. They have developed an "assignment value proposition" tailored for freelancers that focuses on opportunities for skills development through challenging projects. Philips aims to connect people with work in the most seamless way, whether working from home or in an office. Diversity and inclusion are also priorities, and Philips tracks all feedback to improve as an employer.
The document discusses employer branding strategies at Indigo Airlines. It begins with defining employer branding and its importance for attracting and retaining top talent. It then outlines Indigo's 5-step employer branding process: 1) research the market and employee perceptions, 2) develop an employer value proposition, 3) create a communication strategy, 4) develop communication solutions, and 5) take action and monitor effectiveness. Finally, it provides some interesting facts about Indigo's employer branding survey, such as their focus on management's vision and goals for the employer brand strategy and expected increases in graduate and professional recruitment.
This document is a report from Employer Brand International (EBI) on their 2014 global employer branding trends study. Some key findings include:
- HR and marketing are most commonly responsible for employer branding efforts.
- Most companies plan to maintain or increase spending on employer branding in 2014.
- Developing a clear employer brand strategy and using social media are widely seen as important to achieving talent attraction goals.
- Attracting and retaining talent, improving employer perception, and increasing applicant quality are the top benefits companies report from employer branding.
The document discusses the importance of employee experience in delivering a strong brand experience and positive customer experience. It argues that focusing on employee experience is key, as satisfied and engaged employees will provide the best experience for customers. The document presents a model for creating an integrated brand experience focused on optimizing employee experience, customer loyalty and profitability. It also discusses challenges in managing employee experience and provides tools to assess and improve the employee experience journey.
Creating Smart Social Recruiting Strategies discusses the importance of building an employer brand to attract and retain talent. It notes that 80% of executives believe the ability to attract and retain the best people will be the primary force influencing business strategy. It also discusses challenges in the current candidate and employer landscape, including a shortage of skilled workers, multiple generations in the workplace, and the need for vision and creativity to address skill gaps. The document advocates using data to measure employer brand quantitatively and qualitatively in order to make better hiring and branding decisions.
The document discusses employer branding and the relevance of social identity theory. It provides an overview of a study conducted through interviews with HR professionals to identify characteristics of successful and unsuccessful employer brands. Successful brands were found to be noticeable, relevant, and differentiated from competitors. Additionally, they fulfill psychological contracts with employees and allow unintended appropriation of brand values. Metrics like acceptance rates, tenure, and engagement can indicate brand attractiveness. The document also summarizes a separate study that examined how employer attractiveness and social media use relate to corporate reputation and job application intentions. It was found that innovation, psychological, and application values positively related to reputation. Social media positively related to reputation and intentions to apply. The implications are that non-monetary
Employer Branding - Turning Your Messaging Inside OutLindsey Barnett
The document discusses employer branding and how companies can improve their employer brand internally and externally.
Internally, companies should understand what makes employees stay, what attracts top talent, conduct engagement surveys, and ensure leadership lives the brand. Externally, companies should segment the market and tailor messaging to different audiences, use authentic stories and data to demonstrate career development, allow candid employee blogs, and respond to questions to build credibility. The goal is to attract, engage, and retain top talent through a strong employer brand.
The main recommendation is an accessible (and inexpensive) overview of the topic from the Harvard Business Essentials line of brief paperbacks; the alternative, a multidimensional case on mentoring.
This presentation was a part of my MBA capstone project. The project was a comprehensive marketing plan for the M.J. Bowen Real Estate Development Program at Central Michigan University. The goal of the marketing plan was to assist the program in becoming a destination program for high school students.
Talent acquisition leaders recognize the importance of employer branding but many companies lack strategic focus and measurement. While awareness of employer branding's impact on hiring is high globally, and most companies are increasing investment, nearly half do not have a proactive strategy. Few regularly measure employer brand health in a quantifiable way. Effective employer brand delivery occurs both through company-controlled channels like career sites as well as uncontrolled viral channels. Overall, many companies have work to do in listening to key audiences, assessing their brand versus competitors, and prioritizing spend where needed most.
Tesla plans to launch its Model 3 in India in December 2021. As a marketing consultant, the assistant recommends the following steps for the new product launch:
1. Generate ideas through brainstorming and market research to understand customer needs.
2. Screen ideas and select the most viable concept based on features, costs, and demand.
3. Test the selected concept through focus groups and market research.
4. Develop the market strategy, including target markets, pricing, and distribution.
5. Conduct business analysis and product development before test marketing and commercial launch in December 2021.
This document discusses changes made to an OTRS deployment including a new navigation sidebar, updated login page, and CSS changes. Key changes include adding expand and collapse functionality to navigation list items, updating several template files and CSS stylesheets, and overhauling the login page layout. Future plans may include adopting a simplified interface like Material Design after further analysis.
Track 10 - Transferring knowledge and experiences from informal to formal learning contexts
Authors: Francisco José García-Peñalvo, Ángel Hernández-García, Miguel Ángel Conde, Ángel Fidalgo-Blanco, María L. Sein-Echaluce, Marc Alier, Faraón Llorens-Largo and Santiago Iglesias-Pradas
https://www.youtube.com/watch?v=GAGnI6-78VU&list=PLboNOuyyzZ86fA5AohWdEwJ_ZwNlmROxs&index=2
We believe in building programmes and initiatives that really support our local communities and one big subject that is close to everyone's hearts is the future of our young people. That's why we have created our Rising Stars programme - part of our 'Championing young people's futures' initiative.
This takes the form of a range of activities, programmes and workshops all with the common aim of developing understanding and passion for the world of work and not only through children and young adults but also through their support network, allowing us to help parents, guardians and carers find the right skills to guide and nurture the best decisions.
This document discusses employer branding and building employer brand equity. It defines employer brand equity as the assets or liabilities linked to an employer's brand that can attract, engage, and retain talent. The key aspects that contribute to employer brand equity are: employer brand awareness, perceived employment experience, employer brand associations, and employer brand loyalty. Measuring the return on investment of employer branding initiatives is complex but can focus on understanding inputs and outputs, tracking changes in engagement and revenue over time, and identifying how changes in behaviors like engagement impact other variables like sales.
1) Global talent acquisition and retention is one of the greatest challenges for companies as talent scarcity increases worldwide. Effective global employer branding will be critical to attracting and retaining talent.
2) Cultural differences, a changing global workforce, skills mismatches, and demographic changes complicate global employer branding. Companies must account for these factors and collaborate across borders to solve talent issues.
3) Building a strong global employer brand requires dedicated global employer brand management, collaboration across borders, cultural awareness, and systems to support an integrated global talent strategy.
This document provides a summary of 10 trends in employer branding that the author expects to see towards 2020 based on his decade of research and experience in the field. Some of the key trends he identifies include time replacing money as the new currency for employers as work-life balance becomes increasingly important, the blending of functions across organizations as employer branding becomes a whole-business approach, and employer brands becoming truly global as companies strive for alignment across cultures and regions. The author aims to provide insights on how employer branding may evolve and ways for organizations to prepare and adapt to these changes.
Who must lead employer branding, HR, marketing or communications? This article by four times author Brett Minchington provides insights based on research findings and the employer brand leader hiring intentions of companies around the world. This topic is also addressed in the Certificate in Employer Brand Leadership, the global standard for employer brand leadership certification. Full details at www.employerbrandingcollege.com
Philips has evolved from a consumer electronics business to a leading health technology company. This has increased demand for technical specialists like software developers and data scientists. Philips engages both permanent employees and contract/contingent workers to access different types of global talent. They have developed an "assignment value proposition" tailored for freelancers that focuses on opportunities for skills development through challenging projects. Philips aims to connect people with work in the most seamless way, whether working from home or in an office. Diversity and inclusion are also priorities, and Philips tracks all feedback to improve as an employer.
The document discusses employer branding strategies at Indigo Airlines. It begins with defining employer branding and its importance for attracting and retaining top talent. It then outlines Indigo's 5-step employer branding process: 1) research the market and employee perceptions, 2) develop an employer value proposition, 3) create a communication strategy, 4) develop communication solutions, and 5) take action and monitor effectiveness. Finally, it provides some interesting facts about Indigo's employer branding survey, such as their focus on management's vision and goals for the employer brand strategy and expected increases in graduate and professional recruitment.
This document is a report from Employer Brand International (EBI) on their 2014 global employer branding trends study. Some key findings include:
- HR and marketing are most commonly responsible for employer branding efforts.
- Most companies plan to maintain or increase spending on employer branding in 2014.
- Developing a clear employer brand strategy and using social media are widely seen as important to achieving talent attraction goals.
- Attracting and retaining talent, improving employer perception, and increasing applicant quality are the top benefits companies report from employer branding.
The document discusses the importance of employee experience in delivering a strong brand experience and positive customer experience. It argues that focusing on employee experience is key, as satisfied and engaged employees will provide the best experience for customers. The document presents a model for creating an integrated brand experience focused on optimizing employee experience, customer loyalty and profitability. It also discusses challenges in managing employee experience and provides tools to assess and improve the employee experience journey.
Creating Smart Social Recruiting Strategies discusses the importance of building an employer brand to attract and retain talent. It notes that 80% of executives believe the ability to attract and retain the best people will be the primary force influencing business strategy. It also discusses challenges in the current candidate and employer landscape, including a shortage of skilled workers, multiple generations in the workplace, and the need for vision and creativity to address skill gaps. The document advocates using data to measure employer brand quantitatively and qualitatively in order to make better hiring and branding decisions.
The document discusses employer branding and the relevance of social identity theory. It provides an overview of a study conducted through interviews with HR professionals to identify characteristics of successful and unsuccessful employer brands. Successful brands were found to be noticeable, relevant, and differentiated from competitors. Additionally, they fulfill psychological contracts with employees and allow unintended appropriation of brand values. Metrics like acceptance rates, tenure, and engagement can indicate brand attractiveness. The document also summarizes a separate study that examined how employer attractiveness and social media use relate to corporate reputation and job application intentions. It was found that innovation, psychological, and application values positively related to reputation. Social media positively related to reputation and intentions to apply. The implications are that non-monetary
Employer Branding - Turning Your Messaging Inside OutLindsey Barnett
The document discusses employer branding and how companies can improve their employer brand internally and externally.
Internally, companies should understand what makes employees stay, what attracts top talent, conduct engagement surveys, and ensure leadership lives the brand. Externally, companies should segment the market and tailor messaging to different audiences, use authentic stories and data to demonstrate career development, allow candid employee blogs, and respond to questions to build credibility. The goal is to attract, engage, and retain top talent through a strong employer brand.
The main recommendation is an accessible (and inexpensive) overview of the topic from the Harvard Business Essentials line of brief paperbacks; the alternative, a multidimensional case on mentoring.
This presentation was a part of my MBA capstone project. The project was a comprehensive marketing plan for the M.J. Bowen Real Estate Development Program at Central Michigan University. The goal of the marketing plan was to assist the program in becoming a destination program for high school students.
Talent acquisition leaders recognize the importance of employer branding but many companies lack strategic focus and measurement. While awareness of employer branding's impact on hiring is high globally, and most companies are increasing investment, nearly half do not have a proactive strategy. Few regularly measure employer brand health in a quantifiable way. Effective employer brand delivery occurs both through company-controlled channels like career sites as well as uncontrolled viral channels. Overall, many companies have work to do in listening to key audiences, assessing their brand versus competitors, and prioritizing spend where needed most.
Tesla plans to launch its Model 3 in India in December 2021. As a marketing consultant, the assistant recommends the following steps for the new product launch:
1. Generate ideas through brainstorming and market research to understand customer needs.
2. Screen ideas and select the most viable concept based on features, costs, and demand.
3. Test the selected concept through focus groups and market research.
4. Develop the market strategy, including target markets, pricing, and distribution.
5. Conduct business analysis and product development before test marketing and commercial launch in December 2021.
This document discusses changes made to an OTRS deployment including a new navigation sidebar, updated login page, and CSS changes. Key changes include adding expand and collapse functionality to navigation list items, updating several template files and CSS stylesheets, and overhauling the login page layout. Future plans may include adopting a simplified interface like Material Design after further analysis.
Track 10 - Transferring knowledge and experiences from informal to formal learning contexts
Authors: Francisco José García-Peñalvo, Ángel Hernández-García, Miguel Ángel Conde, Ángel Fidalgo-Blanco, María L. Sein-Echaluce, Marc Alier, Faraón Llorens-Largo and Santiago Iglesias-Pradas
https://www.youtube.com/watch?v=GAGnI6-78VU&list=PLboNOuyyzZ86fA5AohWdEwJ_ZwNlmROxs&index=2
Track 02 - Educational innovation
Authors: Francisco José García-Peñalvo, María Luisa Sein-Echaluce and Ángel Fidalgo-Blanco
https://www.youtube.com/watch?v=q09ZqJxzuec&index=8&list=PLboNOuyyzZ879QIq5OTq3y3qE62GN4Api
Visual communication has become widespread with social networks, enabling daily interaction through images. Users who want to express themselves on these platforms typically look to others ("trendsetters") who have previously expressed similar ideas. The communication process through visual language has a different timing than verbal language. Informal learning occurs through daily activities, family time, and leisure, such as on the internet. Instagram users ("prosumers") who understand visual communication frequently learn through imitation and trial-and-error processes.
My June, 25 keynote at the CEA LETI Days, on how risk, is the most valuable currency between startups and industry. The key point is on how to change our perspective on risk, and be able to "game the system" so as to reach an adequate critical mass of projects.
La persona se refiere a un ser humano racional, consciente de sí mismo y con una identidad única. Una persona presenta aspectos físicos y psíquicos que la hacen singular. En una persona conviven la sociabilidad, sensibilidad, inteligencia y voluntad, cualidades sólo observables en los seres humanos, a excepción de la sensibilidad que también la comparten los animales. El origen de la palabra proviene de la Grecia Antigua donde se usaba para referirse a las máscaras que usaban los actores en el teatro.
This week's training is about XQuery Extensions: .query(), .value(), .exists() and .modify(); also covered is an overview of .nodes() and FLWOR syntax.
The slides and scripts for this training are available at: http://www.aaronbuma.com/2015/10/xquery-extensions/
Access es un sistema de gestión de bases de datos incluido en Microsoft Office que recopila información de otras aplicaciones como Excel y SharePoint para manejar y consultar datos a través de consultas e informes. Una base de datos es un conjunto de datos relacionados almacenados sistemáticamente para su uso futuro, aunque tradicionalmente podía referirse a una biblioteca física, ahora la mayoría son digitales debido al desarrollo tecnológico.
E-commerce Berlin Expo - Oliver Prothmann - Bundesverband OnlinehandelE-Commerce Berlin EXPO
"European online marketplaces – manifold opportunities for trade"
Oliver Prothmann (President of Bundesverband Onlinehandel e.V. BVOH) – is a recognized expert on European online marketplaces. Get an in-depth understanding of how important marketplaces now are for consumer technology channels and how vendors, distributors and retailers should engage with the online giants running these trading platforms. Find out which sales channel could be your next one.
Comvita and Marketo: Natural Health gets Savvy - Kylie Glover Marketo
Comvita produces natural health products from ingredients like Manuka honey and olive leaf. They launched their first e-commerce site in 2010 and acquired Salesforce in 2011, but their previous email and digital marketing tools were outdated and lacked capabilities. Comvita implemented Marketo in 2012 to improve their marketing automation and integrate it with Salesforce. This allowed them to better segment customers, send targeted communications, and gain more insights. They ran a campaign called the "Super Antioxidant Challenge" across multiple countries using Marketo that acquired over 7,000 new leads and contacts. Analysis showed high engagement rates and a forecasted lifetime value of over $1.5 million from the acquired leads.
Influencer marketing has become common for brands, but issues around transparency and fraud have emerged. As crowdsourced content on social media rises, brands use influencer networks to boost sales. However, there are strategic considerations around areas like brand safety, fraud, and reach. For Kellogg's, challenges include issues with the credibility of owned content, strict compliance guidelines, and difficulties measuring the value of digital efforts. Influencer marketing can help with credibility and lower content costs but it also faces challenges like demonstrating reach and dealing with deceitful practices. Moving forward, Kellogg's emphasizes finding genuine influencer endorsers, effective measurement, and a strategy prepared for future changes.
Social CRM for Dummies - Emailvision Special Editionssuserc2c311
social CRM has enormous potential for
improving and growing any business. Do it wrong, however,
and social CRM has an equal potential for inflicting damage.
Unfortunately, many businesses do it wrong. They start without
a plan, drive away customers with pushy sales pitches,
launch marketing campaigns without having analytics in place
to track customer response, and commit dozens of other
social CRM no-no’s.
This book shows you how to develop and implement a social
CRM strategy the right way.
Emailvision is a worldwide leader in email and social marketing that delivers four billion messages per month. It provides a pioneering technology platform and industry-leading deliverability rates to more than 3,000 clients worldwide through its 400 employees working in 18 countries. Amita Paul, a bright social media entrepreneur, founded a social media startup in 2008 that was later acquired by Emailvision, where she now works as a global Director of Social Media Marketing.
Malaysia Milk Sendirian Berhad was incorporated in 1969 to distribute products manufactured by Malaysia Dairy Industries Pte Ltd, and began manufacturing operations in 1977. It has since expanded its product range to include Vitagen, Marigold HL Milk, Marigold Milk, Marigold Peel Fresh Juice, Marigold Cup Yogurt, and others. The company's vision is to be a global leader in providing nature's ingredients for food and nutrition, while its mission is to enrich customers' daily experiences through the life-nourishing qualities of fruits and vegetables.
Project on Branding | Branding of ridege e solution Sanklha paul
Nshm knowledge campus
student
Name SANKHA PAUL
it's all free! download and enjoy the taste of branding
website blog trueexperience.info
my youtube channel https://youtu.be/WRKienOW-LQ
The document provides marketing recommendations for The Joint Sugar House chiropractic clinic. It discusses 10 credos of Marketing 3.0, which focus on balancing customer satisfaction, social responsibility, and profitability. Some of the credos include loving customers, respecting competitors, being sensitive to change, offering a good product at a fair price, and keeping and growing customers. The document also provides recommendations for improving the clinic's website and digital marketing strategy, as well as retaining existing customers and attracting new clients through in-person marketing efforts.
developing own product- face wash- history- investors- logo and design- mission and vision- departments- distribution channels- product description- competitors- SWOT analysis- conclusion
12Business Name Fruitfit CompanyThe name of.docxdrennanmicah
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Business Name: Fruitfit Company
The name of the company has been inspired by the core objectives that the business has to the customers. As the company is committed to providing healthy drinks which will serve as an alternative to commercialized high sugar beverages on the market. The company will provide non-alcoholic beverages based on fruits, herbs, and vegetables. Fruits will, however, make up the largest part of the business raw materials. The use of quality fruits to make healthy drinks has therefore inspired the name Fruitfit as the business name.
Mission Statement
Fruitfit Company is committed to providing healthy and achieve the highest level of satisfaction from our customers and build customer confidence in our products. At Fruitfit, we believe that what you put in your body matters a lot.
This mission statement is based on the mandate that the company has to its customers. Through the providing healthy beverages, the company will ensure that its customer's health matters concerns are taken care of. The responsibilities of the business are inspired by the recognition of living a healthy life by controlling what we consume.
Industry Trends
The global non-alcoholic beverage industry is estimated to be USD 967 billion. This is according to 2016 estimates done by market research studies. The industry is also expected to grow at an estimated rate of 5.7% through 2017-2025. This makes it a desirable business to venture into. In Thailand, the non-alcoholic beverage industry can be divided into the sectors of carbonated drinks, bottled water, fruit and vegetable drinks, performance drinks, energy drinks, and smoothies. The company will primarily operate in the fruit and vegetable drinks. This is especially a good time for the business as changes in the market have indicated that customers are shifting from carbonated drinks to healthy drinks (Helms & Nixon, 2010). As a result, the categories of drinks which offer health benefits to the customers are experiencing constant growth rates over time.
Strategic Position
In the order to properly position the company effectively in the market, the company will adopt a value-based positioning strategy. The company is committed to providing healthy drinks to customers. This comes at a time when the global market is becoming more conscious of the importance of healthy living. Fruitfit Company aims to provide healthy drinks which have been produced using quality raw materials. The company sources are raw materials from the local farmers whereby they are able to get the highest quality fruits and vegetables.
Distribution channels
As the company will be operating in an industry which has stiff competition, it will be necessary to ensure that the products of the company are brought as close to the customers as possible. As a result, the company will adopt a well-networked distribution channel which will ensure coverage of a wide geographical area. The company will have a central point of.
How To Turn Employees Into Brand AmbassadorsEvgeny Tsarkov
The document discusses how to turn employees into brand ambassadors. It recommends harnessing employees' passion for the brand and providing them with tools to promote the brand. It also suggests listening to employee feedback and ideas, and helping employees educate others about products and services through community events. The document stresses that a social media policy for employees is important to guide how they represent the brand online.
"How to Get The MOST out Of Internet Marketing!"Eric Newman
This is a clear and concise narrative of internet marketing and how it can truly be leveraged with the right resources in their online business to provide for all of its participants the life of their dreams.
In this short and concise directive narrative, Internet marketing is described with the right perspective in mind. It is usually never the tasks at hand but rather how we must continue to create the desired environment consistently with the right strategies and clear and transparent goal in mind.
This document is a report submitted by Rahul Mukherjee for his MBA program analyzing the marketing strategies of Amway India. It begins with a declaration and acknowledgements. It then provides background on Amway and its business strategies, which include direct selling and multi-level marketing. The report discusses Amway's products, compensation plan, and advantages of the business model, such as leverage, residual income potential, and low startup costs. It also analyzes the multi-level marketing industry and regulations in India.
Edward Burghard will share some examples of marketing / branding strategies that we may use in our own companies.
Ed is a Retired Harley Procter Marketer at P&G. This is a competitive lifetime appointment from Procter & Gamble that is bestowed by the CEO and CMO on individuals within the corporation who possess acknowledged mastery of the craft, have built brands, and can teach others to do the same. Burghard is currently only one of 12 active Harley Procter Marketers worldwide.
Ed is CEO of The Burghard Group and OBDC Executive Director
Business Strategic PlanLatisha BellKaplan UniversityMT460-.docxRAHUL126667
Business Strategic Plan
Latisha Bell
Kaplan University
MT460- Final Project :The Strategic Plan
Introduction
Businesses usually require strategic plans in order to manage market competition.
This calls for proper planning by the management team so as to achieve the planned.
This is usually done through a strategic plan document.
This is a document that is used to communicate the goals and actions needed to achieve them (Capon, Farley & Hulbert, 1987).
This document features Walmart stores for the strategic plan case.
To successfully implement a strategic plan, a corporate should define clearly their mission, vision, objectives , actions and strategies.
This helps the corporate produce a blueprint of what they are expecting to plan.
The above are mainly the cornerstones of strategic planning.
This is because if an organization clearly defines its vision, mission, objectives, strategies and actions, then it will be capable on focusing on short goals while still implementing the short goals.
2
Background Information
Walmart is one of the r known retail giants in the world.
Walmart is a retail store that deals with a wide range of home use and general use items.
These product categories range form groceries to drugs and many more other general use items.
Its customers are generally the common people and citizens of the stores environs.
Walmart is distributed in different countries making it a common and popular brand.
Walmart is a brand that has a large client base.
It has existence in around 28 countries with 11,500 stores in operation.
The key strategic model used by Walmart is that they target on improving their consumers’ experience.
This has been achieved by offering services at consumer friendly retail prizes.
Through Walmart's journey, the brand has observed a great portion of success.
3
Vision and Mission
Vision:
To be the best retailer in the hearts and minds of consumers and employees.
Mission:
Saving people money so they can live better.
Philosophy:
If we work together, we’ll lower the cost of living for everyone…we’ll give the world an opportunity to see what it’s like to save and have a better life.
The company’s vision aims at attracting its customers through winning their hearts with the best retail services ever.
The company’s mission aims at saving the customers money by offering the best retail services through subsidized offers.
This shows that Walmart keeps the value of integrity in its core business values.
The other value can be seen from Walmart’s philosophy that encourages teamwork.
This shows that team work is also a core business value for Walmart
4
Leadership and organizational culture
Walmart’s success strategy is based on the Porter’s Model.
It keeps is generic strategic based on cost leadership.
The organization aims at keeping their product and service prices low.
It has been greatly known for offering market subsidized prices for its products.
This becomes that main selling point of the or ...
This document provides templates and worksheets to help build a brand from scratch or rebrand an existing brand. It includes workbooks to identify the brand heart (purpose, vision, mission, values), create customer personas, conduct a competitive analysis, craft brand messaging, define the brand voice, design the visual identity, and examine the current branding to identify desired changes. Completing the templates and questionnaires can help articulate the brand strategy and ensure consistency across all branding and marketing elements.
Christie communications ncn_building your brand for growth july 2013Mike Dovbish
NCN and NCN Communications Partner Christie Communications present a free educational interactive conference call to provide results-oriented, actionable tools to most effectively build your brand for growth. Join us for dynamic, innovative, proven insights to engage your ecosystem and maximize growth from industry veteran Gillian Christie, Founder & CEO of Christie Communications, who has built iconic brands in the natural products industry and beyond for more than 30 years.
This program is designed for industry leaders and high growth companies with the goal of introducing new communication tools that achieve sales results, reduce marketing results and deepen your engagement with consumers, investors, retailers, brokers, suppliers and more.
AIMIA The Connected Consumer Conference | MashUp CX on Customer Experiencebrittneygraham16
MashUp CX is a global consultancy firm specialising in customer experience strategy and design. MashUp CX Director Nicola Mansfield was a guest speaker at AIMIA's half-day forum, 'Connected Consumer: The future of digital retail experience' in Sydney on July 15th. In this forum Nicola shared her thoughts on how retailers can be more profitable and relevant in today's omni-channel world through efficient design thinking.
AIMIA The Connected Consumer Conference | MashUp CX on Customer Experience
Elm Tree Organic case outline
1. Elm Tree Organics
MK312 - Marketing Policy and
Strategy
Submitted to: Dr. Ann M. Torres, Discipline of Marketing, School of
Business and Economics, College of Business, Public Policy & Law, NUI
Galway
Name Student ID Number Course Programme
Donal Ennis 14102988 3BC - Shannon
Tracy Deane 14102986 3BC - Shannon
Amy Jordan 11466352 3BC1
Elaine Gibson 12519153 3BC1
Date: 18th March 2015 Word Count: 2897
1
2. MK312 - Marketing Policy and Strategy
2014/15 (Semester 2)
Assignment: Elm Tree Organics
Signed Statement of Student
We hereby certify this material, which we submit for assessment on the programme of study
leading to the award of (Bachelor of Commerce) is entirely our own work and has not been
taken from the work of others, except to the extent that such work has been cited and
acknowledged within the text of our work. Moreover, we recognise that as a group, we are
individually and jointly responsible for the submission of this project.
Name Student ID No. Signature Date
Donal Ennis 14102988
Tracy Deane 14102986
Amy Jordan 11466352
Elaine Gibson 12519153
2
4. I. Introduction
Our marketing team, DETA Marketing, has been approached by Mr Claxton who seeks to further
improve his current marketing campaign for his business Elmtree Organics., we will plan and set out
three separate budgets containing the most effective methods for Mr Claxton to achieve his objectives.
It will then be up to Mr Claxton to implement the plan and budget which he feels fits best with his
company.
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5. II. Situational Analysis
Elmtree Organics is a small business originating from the development of the Elmtree clinic which
specialises in acupuncture and fertility. Mr Claxton "specialises in an integrative holistic approach to
healthcare with a special interest in women's health and fertility enhancement" as seen on his
LinkedIn. Mr Claxton’s ideas are unique and so are his products as he provides the public with an
organic, high quality, personal products with the hopes of reaching a larger market than his clinic
currently grasps.
With Mr Claxton’s previous marketing to date consisting of minor newspaper advertising, in
store shelf advertising and word of mouth recommendations Mr Claxton finds himself in a position
where he hopes exploit a potential market and isn’t completely sure about his next steps.
Challenges which currently face Mr Claxton are the fact that he is restricted to stating the
benefits of what his product do with regards to IMB restrictions. These restrictions leave our client in
a situation where he cannot openly explain the benefits of what his products can assist with. Without
the opportunity to openly state the benefits of the products our client is left in an area of difficulty
where he is unsure how to communicate benefits without actually stating them on his products.
With no direct competitors in Ireland, Elmtree Organics find their closest competitors
overseas with “Zita West” and “Marlyn Glenville” both of whom fail to provide organic products and
the close support services which our client considers detrimental to his business.
SWOT Analysis
Strengths
Mr Claxton has developed a unique line of products by creating three types of herbal tea to help
women conceive a child and to help women during pregnancy. “Pre Mama”, “Morning Bright”, and
“Afternoon Delight”. All products are seen as a significant strength as there are no similar competitors
in the Irish market. These products are mostly manufactured in Galway which creates local jobs and
can boost the local economy which can be observed as a strength. Mr Claxton has a client base of
over 7,000 women and their partners with a success rate of 77%. ElmTree Organics can use their
outstanding reputation to promote their products as being successful also.
Weaknesses
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6. Our marketing team have found that the products have been poorly marketed on the web. There is
also very little knowledge about them in the retail industry given that they are sold only in one
pharmacy so far. This provides little purchase opportunity to potential buyers and creates a smaller
market. The ElmTree Organics website design also does not aid easy consumer shopping in our
opinion.
Opportunities
We feel there are fantastic opportunities for ElmTree Organic products. Firstly, a huge effort can be
made to promote it on the internet in different platforms and social media sites to heighten the
awareness of the benefits and uniqueness of these products. It can also create a wider target market
and reaching consumers in Ireland and internationally. We believe it is important that ElmTree
Organic’s products are stocked in retail outlets across Ireland and promotions and merchandising will
become a significant part of sales.
Threats
Although there are no competitors here in Ireland and Europe there are similar competitors in
America which could provide competition internationally.
Objectives
6
7. DETA Marketing set out with the aim to include SMART goals for a yearlong marketing strategy. By
following the SMART (Specific, Measurable, Actionable, Relevant and Time- Related) goals and
focusing on three key objectives with the overall aim of return on investment we trust that we can
propose and achieve a successful marketing strategy for Elmtree Organics. Our main objectives are as
follows;
- Improved development of website and online shop
- Development of the brand with assistance of a tag line.
- Increase the market size
We believe that these objectives are achievable over the next year for Mr Claxton and his business.
We have outlined in the following paragraphs the ways in which these objectives can be achieved to
enable Mr Claxton to achieve further expansion.
III. Digital Marketing
For our strategy, we have decided to focus on three major areas which collaborate to achieve the
overall objectives which we have outlined above. By focusing on A) Online Marketing B) Social
7
8. Media Marketing and C) Direct Marketing we can give our client different areas to develop as he
progresses throughout the year.
A. Online Marketing
The first area that we, the authors believe should be looked at is the website. With Elmtree Organics
currently operating as a small start-up, Elmtree Organic’s website is invaluable to its further
successes. While Elmtree Clinic is currently attracting 50,000 views a month to its website which has
a clear navigation and an aesthetically pleasing layout it can be improved. There are certain elements
that the authors suggest in order to increase traffic, increase sales and customers which are the main
objectives for Elmtree Organics in the coming year.
Welcome Page
By introducing a welcome page, Elmtree Organics can display a simple naivigational map with
reduced clutter. If Elmtree Organics is to develop a brand around comfort and stress free remedies
then this needs to be uniform in everything they carry out. By having soft pages with more free space,
potential clients are not pushed away but instead encouraged to further delve into the site.
Testimonials
With Elmtree Organics produce currently revolving around sensitive, somewhat-humiliating subjects,
testimonials should be shown early on to enforce credibility regarding the products. In this section,
there should also be a link to the shop as clients may impulsively decide to try the product out.
Font and phrasing
We, the authors feel the font on the website can be changed to a more simplistic look. We, the authors
feel that the font could be changed to a more basic one with an emphasis on joining a family rather
than the current “tribal” enticement. With current clients emphasis already on developing their own
families this can be encouraged by being part of another family. With this in mind, a potential tagline
for the product would be 'Fertility Foundations For Your Family'
8
9. Mobile Compatibility
Currently, the Elmtree Organics website is difficult to operate on the mobile which is the platform of
the moment. While all elements load quickly, they reveal a very cluttered opening page. Considering
mobile visitors impatient nature, a redesign of the mobile site to provide a friendly, welcoming visit
with ease of information access would help to acquire customers.
Email Collection
We, the authors feel that the collection of an email database is important, the way in which Elmtree
Organics is currently going about acquiring this can be altered by having this as an optional area
somewhere on the main page. Visitors will then be more inclined to view the site and then be drawn
into the brand instead of immediately being turned off the idea of giving a personal email address.
SEO (Search Engine Optimisation)
SEO is the process of determining the presence of a website on a search results page by altering the
visibility of that page. SEO considers how search engines work, what people search for, the actual
search terms or keywords typed into search engines.
DETA’s SEO optimization would include:
· Well written content that is unique, with focus on keywords
· Good quality backlinks from relevant websites
· Fresh input through blogs or website alterations
· Adding Viral Components: Reviews, sharing functions, ratings, visitor comments.
Content on Mr Claxton’s website should be continuously updated perhaps by hiring someone to do
this regularly. This would allow Mr Claxton to focus on the other areas of marketing development.
B. Social Media Marketing
Social media is often seen as a public arena rather than a private arena, it is important for Mr Claxton
to realise that it can be used in both ways and that he utilizes this opportunity. So, we would
recommend that he uses Facebook, Twitter and the Galway hour to reach the general public in order
9
10. to develop a recognised brand. It is suggested that he uses the more targeted intimate mediums of
Instagram, YouTube and conversational forums to target his market in order to develop a trusted and
credible brand. The choices of posts he employs will be fundamental in translating the values and
missions of his business to the external environment.
Facebook
We, the authors, suggest that Facebook be used as a general platform for advertising Elmtree Organics
to increase awareness and trustworthiness of the l brand through testimonials, competitions and
should act as an information base with a link to ElmTree’s website.
Instagram
Instagram could be employed as a platform for Mr Claxton to subtly promote his products in a
motivational fashion in order to eventually make fertility products trendy and mainstream. It provides
a portal where people interested in fertility products could view them in a discreet fashion should they
wish to do so.
Twitter and the Galway hour
It would be beneficial for Mr Claxton to make the most of twitter through effective uses of hash tags
in order to gain recognition and credibility in his successes in the fertility world. The Galway hour is a
two hour slot each week whereby a Galway twitter page facilitates networking and the promotion of
businesses. They could advertise his website, giveaways and talks about his products. This could be a
venue whereby Elmtree Organics could become a recognised brand by the general public.
YouTube channel
It is recommended that Elmtree creates a YouTube channel in order to add credibility to his products.
Mr Claxton could create brief videos about how to consume each of his products along with health
plans that could increase their effectiveness. He could also use it to provide satisfied client
10
11. testimonials and an insight into his client’s success journeys. An arena whereby prospective
customers can encounter real customer’s opinions could be invaluable to his business.
Role as an advisor
It would be advised for Mr Claxton to act in an advisory role in online forums and blogs whereby he
promotes his brand by providing valuable insight into fertility to women who want to examine the
natural therapies first. His posts should not be openly publicize his company and should come across
as friendly and would co-inside with organisational goals by becoming a recognised brand due to the
closeness of these anonymous private communities.
LinkedIn
LinkedIn could serve as a convincing forum whereby Mr Claxton could network with shop owners
and chemists who may wish to stock his products.
C. Direct Marketing
Direct marketing could prove to be a very valuable source of marketing for Mr Claxton in promoting
the Elmtree Organic’s products and increasing online sales. Direct marketing has no channels or
intermediaries and is therefore an excellent way Mr Claxton can reach his target audience. With the
11
12. targeted nature of his customer base, it means Mr Claxton can employ personal selling and express
personally the benefits of Elmtree Organic products.
Trade shows
There are many fertility and holistic trade shows held in Ireland which attract thousands of women
annually. The SMA Pregnancy and Baby show which is held over 3 weekends in Dublin and Cork is
specifically segmented event for the market which Mr Claxton wishes to attract. At events like these,
Mr Claxton could speak directly to his potential market and portray the benefits of his product or
perhaps use it as an opportunity of getting the Elmtree Products name into the market and encourage
the word of mouth awareness of his product.
Print Media
Print media is still a popular method of advertising. While, Printing signage, posters and
advertisements can be costly, it can also be worth spending some of your marketing budget on
creating a powerful and attractive sign or media to place in specific locations to promote your product.
We recommend creating a powerfully attractive poster which Mr Claxton can use in various places
like doctor surgeries, hospitals and chemists. If it is decided to spend a little of the budget on printing
and reaching the market through magazines and print media we recommend Mr Claxton uses
magazines which will not only reach the audience who are trying to get pregnant, but also the couples
who are currently pregnant and can benefit from using the Elmtree Organic products.
Email
On the Elmtree website you can sign up for a newsletter and give the webpage your email. It could
also be an option for Mr Claxton while at trade shows to collect a database of emails so he can contact
potential customers in the future with offers and make them aware of the products available.
12
13. Broadcasting
When Elmtree Organics becomes a more well-known name among households in Ireland, it may be
possible for Elmtree to gain the time themselves free of charge due to a popularity in interest from the
general public but this is not a feasible option currently.
Core Products
We, the authors feel that Mr Claxton needs to heavily back 2 to 3 of his products to become
synonymous with his brand. Focus groups can be carried out to allow for the decision of which
products to start off with. By introducing new products slowly, the public see the company as an
active business looking to expand.
IV. Budgets
3 potential budgets have been put together for our client, Mr Claxton. As can be seen from the
previous pages, we do not suggest Mr Claxton use an overly large amount of his budget for his initial
year. With all budgets, we have included a 10% contingency plan. Although, we feel our advice to be
clear and well structured, plans must always make to prepare for unlikely circumstances.
13
14. €3000
For Mr Claxton’s lowest budget we would like to focus on a choice of one or 2 social media options
done well. By employing an intern from a web design course such as from a college such as CIT for
€50 a week for 12 months of the year, Mr Claxton can have ease of mind that there will be constant
development on social media channels of his choice. €100 of the remaining budget can be used for the
purchasing of leaflets and business cards for Mr Claxton to use as he begins to network more and
attend trade shows. It is recommended that the remaining €300 is used for a 10% contingency plan.
€4000
For the middle budget of €4000 we recommend that Mr Claxton continues to keep the intern to take
care of his social media. In relation to redesigning his current website, Kyrnin, J suggests allocating
€400 of the budget for this task. We would also raise the budget for the creation of business cards and
flyers to €250 as we feel it would be beneficial for Mr Claxton to also attend the SMA Baby and
Pregnancy Fair in Dublin and he would need more flyers etc. for this event. The cost of a 2 square
metre stand at this fair would be €350 which would also be taken out of this budget. The remaining
balance of €400 would be the 10% contingency plan.
€5000
For our final budget we have the following recommendations for Mr Claxton. Like the previous
budget’s we recommend he continues to keep the intern to take care of his online media presence. We
also recommend he raises his budget to €400 for printing of business cards and flyers. The Pregnancy
and Baby fair is held over 2 weekends, one in Cork and one in Dublin. We recommend that Mr
Claxton now attends both trade shows which will increase the price to €700 and the use of the extra
flyers will be accounted for in the budget above. We researched the possibility of a Run of Paper
advertisement for Elmtree Organics in the Sunday Independent newspaper on four Sundays which we
would recommend to be placed in around the time of the trade shows. It is estimated that the cost of
the run of paper on each individual time is €122.80 and the cost for four advertisement placements
would be €491.20. It is important to have the website up to date so we would keep an allocation of
€300 to redesign the current website. In conclusion we would use the remaining balance of €500 for
the 10% contingency plan.
14
15. V. Conclusions and recommendations
Overall, we recommend that Mr Claxton focuses on creating awareness for his brand and increasing
overall sales for Elmtree Organics. We would suggest that he does this through the mediums of digital
marketing, social media marketing and direct marketing with a particular emphasis on the
optimization of the Elmtree website, their social media sites and trade shows. We have outlined how
we would implement these items in a year-long time scale and budget summary in appendix 1 and 2.
It is suggested that Mr Claxton monitors the success of his project through google analytics, Sysomos,
15
16. tweetdeck, and tradeshow questionnaires. We hope that the utilization of all these features combined
will succeed in increasing awareness, sales and the customer base of Elmtree Organics.
VI. Bibliography
1. De Chernatony, L. McDonald, M. & Wallace, E. (2011) Creating powerful brands. 4th ed.
Amsterdam; Boston: Butterworth-Heinemann.
2. Shimp, T. (2006) Integrated marketing communications in advertising and promotion. 7th Ed.
Mason, Ohio: London : Thomson Learning 2006.
16
17. 3. Cork Institute of Technology. (No date) E-learning Design and Development. Available at:
http://www.cit.ie/course/CRHELDE9. (Accessed: 02 March 2015).
4. Claxton, I. (No date) Ian Claxton. Available at: https://www.linkedin.com/in/ianclaxton
(Accessed: 04 March 2015)
5. Kyrnin, J.(No date) “How Much Should a Web Design Cost”. Available at:
http://webdesign.about.com/od/beforeyoustartawebsite/a/how-much-should-a-web-design-
cost.htm (Accessed: 04 March 2015)
6. Sunday Independant (2009) Advertise with us. Available at :
http://www.independent.ie/editorial/pdfs/Rate-card-2013.pdf (Accessed: 04 March 2015)
7. SMA know-how. (Date unknown) Pregnancy and baby fair. Available at:
http://www.pregnancyandbabyfair.ie/ (Accessed: 02 March 2015)
VII. Appendices and budgets
BUDGET €3,000
Student Intern €2,600
Leaflets & Business Cards €100
10% Contingency Plan €300
€3,000
17
18. BUDGET 2 €4,000
Student Intern €2,600
Redesign of Website €400
Leaflets & Business Cards €250
Trade Show €350
10% Contingency Plan €400
€4,000
BUDGET 3 €5,000
Student Intern €2,600
Redesign of Website €300
Leaflets & Business Cards €400
Trade Show €700
Advertisements (x4) €491.20
10% Contingency Plan €500
€5,000
Appendix 1: Budgets
Timeline of events
May - July • Heavy work on redevelopment of website
• Followed by advertising on social media for new website
• Finalisation of main 'core products’
August - October • Introduction to social media world
• Attendance on OMIG
November -
December
January - April • Heavy push for sales through all media
18
19. • R&D for next products to introduce
• Planning for expansion and overseas sales
• Campaign development
Appendix 2: Timeline of Events
19