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The document outlines a 30-60-90 day plan to improve operations and increase employee satisfaction and productivity. In the first 30 days, the author will meet with employees and stakeholders to understand challenges and identify areas for improvement. In the next 30 days, findings will be discussed to set priorities and innovation projects. In the last 30 days, hiring processes may be reestablished and results will be evaluated. The overall goal is to enable employees to be more productive and successful through improved processes, structure and job satisfaction.
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PM Course Project MGMT 4440_6730 SP 16 Virg Setzer - Instruct.docx
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Course Project Assignment
Undergraduates
300 Points
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After clarity of purpose and differential as potential delivery, we follow a constant mapping of all activities that are part of life, including personal and family. When the leader performs best in all areas, becomes more accomplished and enhances performance.
30/60/90 Day Action Plan for a Recruitment Firm
Why 30/60/90 Day Action Plan?
It is very important to prepare the action plan and put it in words which obviously help people to stay committed to the goals and also keep a track of what is accomplished(How it can be improved) and what needs to be done.
Deliverables • 8 (max!) pages, double‐spaced, 12‐pt Times New .docx
Deliverables
• 8 (max!) pages, double‐spaced, 12‐pt Times New Roman, 1‐inch margins
Page count does not include mathematical work, graphs, etc.
Graphs, figures, tables may be attached to write‐up (as appendix) or
integrated in write‐up
I expect an error‐free, perfectly formatted submission!
FORMAT (Important: Answer all questions within this format (please no ‘question – answer’ structure)!
1.Brief Executive Summary
- Should contain all relevant recommendations
- NO LONGER THAN HALF
A page
2.Background:
Brief introduction of company and key issue (essence of the case)
Don’t paraphrase (max. half a page)
3.Analysis:
Quantitative (show analysis) and Qualitative (explain it)
Explain relevant variables, constraints and assumptions
Use tools: SWOT, Kraljic, Sensitivity analysis, etc.
Helps to derive alternative strategies
4.Derive Alternatives:
Identify different alternatives
Identify/discuss key decision variables
Compare alternatives and discuss trade‐offs
Criteria for accepting/rejecting solutions
5. Final Recommendation(s)
Present final strategy and expected contribution/benefit
Discuss recommended implementation (e.g., timeline, necessary investments)
Case Study Questions (1/4)
1. Develop a process that provides a logical order to the critical activities and decisions involved in the supplier evaluation and selection process. For example, the first step of this process may include recognizing (or anticipating) that a supplier selection need exists. Subsequent steps should follow from the actual or anticipated need. Present this process in the form of a flow chart with key decision points clearly identified.
Case Study Questions (2/4)
2. Discuss possible sources of supplier financial information. Which factors influence the ability of Systems Technologies to obtain supplier financial data? (Hint: Think of supplier characteristics, etc.)
Case Study Questions (3/4)
3. What is your recommended sourcing strategy for Systems Technologies? Perform various analyses (see below) to support your decision. Also, make sure to discuss the advantages and disadvantages of single and multiple sourcing.
-Assume you have used several of these sources to collect supplier financial data (data provided in the case). Perform a supplier financial analysis. Provide a brief interpretation of each financial ratio. (See supporting worksheet)
-Perform a total cost analysis. (See supporting worksheet)
-Perform a supplier capacity analysis. How important is supplier capacity in
-Develop a supplier evaluation and selection tool with relevant performance categories for the sourcing decision under consideration (See supporting worksheet).
this case? Why?
-Develop a sourcing risk management plan. For this task, (1) identify the potential risks associated with a sourcing decision, (2) assess the possible magnitude of each risk to operations, and (3) identify ways to manage or reduce risk exposure. (See supporting worksheet) .
Mark Karalius Leadership Role profile
This document provides a personal profile for Mark Karalius based on an assessment of his behaviors in 8 areas: developing expertise, thinking and planning, communicating expectations, structuring tasks, leading the team, building relationships, focusing on quality, and achieving results. For each area, it describes Mark's likely approach, focus, how others may perceive him, and actions he could take to enhance his performance. The profile suggests Mark prefers a flexible approach with less emphasis on structure, communication, and producing results through others. He may be best suited to a role with limited requirements in these areas that allows independent work and supporting others.
Module 18a: Continuous Improvemnet & Advancement Process Basics
The Advancement Process is the core mechanism of Continuous Improvement. It is a streamlined process that is effective for ongoing improvement in the short & long term.
30-60-90 Day Plan
This document outlines a 30-60-90 day plan to ensure a positive work environment and provide world-class customer service. In the first 30 days, the plan involves meeting with staff, reviewing current processes, establishing reports to monitor performance, and creating an action plan to reduce attrition. In the next 30 days, the plan focuses on evaluating quality assurance, training, and workforce management processes and continuing to improve procedures. In the final 30 days, the plan aims to acknowledge successes, continue looking for improvements while maintaining a positive culture.
DPSF Training Program SAMPLE
The document provides an orientation guide for a new hire at Dominion Payroll Services. It includes an introduction from the company president welcoming the new employee. It then outlines a 30/60/90 day orientation plan to help the new employee get up to speed including training on products, sales processes, and expectations. The goal is for the new employee to be successful in their role and able to close business within 90 days.
05 performance management & development (updated)
The document provides an overview of a 5-day training program on performance management and development. Day 5 focuses on linking performance management to changing factors and circumstances, identifying individual strengths, weaknesses, opportunities, and threats, and setting a personal development plan. Key questions on performance management criteria and processes are discussed. Effective performance management is defined as ensuring employee activities and outputs align with organizational goals through feedback, reinforcement, and development. Challenges in performance management include creating buy-in for change and developing team accountability. The document outlines steps for performance planning, coaching, and review.
Performance management module 2 Kerala University
Characteristics of Healthy Organizations, 360 Degree Feedback and its relevance, Steps in giving a Constructive Feedback Levels of Performance Feedback, Performance Goal Setting – Setting of Objectives.
Performance appraisal teamwork
In this file, you can ref useful information about performance appraisal teamwork such as performance appraisal teamwork methods, performance appraisal teamwork tips, performance appraisal teamwork forms, performance appraisal teamwork phrases … If you need more assistant for performance appraisal teamwork, please leave your comment at the end of file.
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30-60-90 Day Action Plan for New Managers Onboarding
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Deliverables • 8 (max!) pages, double‐spaced, 12‐pt Times New .docx
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Module 18a: Continuous Improvemnet & Advancement Process Basics
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6:个人职称评审加20分
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8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
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对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
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- 2. LinkedIn Mission Statement “To connect the world’s professionals to enable them to be more productive and successful” The Ad Operations team is core to the overall success of the company and my objective is to enable the team to be as productive and successful and possible, maintaining an efficient, happy workplace, building loyalty and increasing job satisfaction How do we do this?
- 3. LinkedIn 30-60-90 Plan… Ongoing
- 4. The First 30 Days - Impact - People Meet each Team Member in 1:1 sessions Get to know the people who run Ad Operations Learn what motivates, what irritates Meet Ad Operations Stakeholders Ensure clarity on responsibilities and expectations Establish and forge relationships Understand concerns, frustrations of all parties If you could fix one thing, what would it be?
- 5. The First 30 Days - Impact - Ops Understand systems and platforms Shadow staff to fully comprehend day-to-day processes and responsibilities Study basics of each platform that Operations uses Identify training needs, areas for improvement Investigate internal/external solutions Gain knowledge of where we are and what needs to be done
- 6. The Next 30 Days - Innovate - People Discuss findings with Monique and Janine Seek agreement on priorities and areas of concern, divide into projects Set expectations, milestones, timelines, task leaders Tackle “low hanging fruit” for immediate impact Provide opportunities for ownership Become involved in hiring process* Become a true part of the team and a leader to look up to
- 7. The Next 30 Days - Innovate - Ops Review, establish and document processes Plan out project tasks Report back on findings, detail areas of achievement and failure Launch and iterate as needed Set a course for success and keep sailing on!
- 8. The Last 30 Days - Change - People Full immersion in hiring process Possible re-establishment of reporting lines* Obtain feedback from all parties Report back on results
- 9. The Last 30 Days - Change - Ops Evaluate milestones on projects Ensure all is on track, if not, find out why Remove obstacles to success Create pathways to progress Report back on results Discuss pitfalls and opportunities Launch and iterate
- 10. LinkedIn - In Conclusion My objective is to enable the team to be productive, successful, efficient, and happy, by improving loyalty and increasing job satisfaction. In implementing procedures and processes we will have a better defined structure upon which we can build. With these building blocks in place we will be able to scale and grow as needs dictate Thank You!
Editor's Notes
- Training: HTML5? IPv6? SQL? Ideally could speed up learning phase faster than 30 days
- low hanging example: 2 servers being used for email and if we could migrate X users from one platform to another we would create efficiency hiring process: can be accelerated as needs dictate
- reporting lines: size of team and responsibilities may dictate a reorganised structure