OBJECTIVES PHASE ONE STEP ONE:
FastCat is a small to medium sized company that provides medical software to healthcare establishments to assist them with the ease of accessing information for the office staff as well as their patients. Since FastCat is competing with much larger companies and the industry is experiencing increased demand due to government regulations they must be aware and fulfill their objectives to ensure success. FastCat must improve the flow of information and data reporting to be certain patients are receiving the correct treatment.
The first objective is to improve the care of patients and make sure that doctors and patients have the information they need when they need it. To do this they will need to focus on the patient-physician interface, provide web and mobile services, ensure the ease of communication between physicians and patients, provide privacy to users, and make their systems error free.
Supporting this objective is the objective to make sure they keep cost down; not only to help them increase revenue but to make their software affordable to customers. To help increase revenue FastCat will try to shave off or better train customers who are requiring a lot of resources and making the company little to no profit. Implementing training programs for medical staff,physicians, and patients will be important to make sure they know how to properly use the products on their own. This is also related to the company objective of efficiency. FastCat will try to move some of their support and manufacturing offshore in hopes to lower cost, but not quality. FastCat wants to be cautious that lowering cost will never lower quality or efficiency; two things they believe the company is established off of.
Keeping cost down for the customers will be extremely important in retaining current customers and acquiring new customers because the demand is increasing.
This leads me to another major objective of creating a competitive advantage that is sustainable. FastCat wants to offer their customers customized packages while their competitors only offer standard packages. Right now the demand is at its peak but when everything settles down FastCat hopes to have created an advantage that they can sustain and drive out competitors who entered the industry during the growth.
The HITECH Act provides FastCat with an incredible opportunity to grow their customer base and increase profits in a short period of time. In order for FastCat to compete in the health information technology boom, they need to attract many more quality employees to their company. With the $30 billion dollars the government is investing into the HITECH incentive program, Fastcat will be able to spend more on human capital, in order to keep future employees from going to other competing companies.
Another staple objective is the goal to grow the company. FastCat wants to acquire new customers as well as retain old ones. They hope to create new features a.
Strategic Plan Part 1: New Product or Service
Jon Thompson
BUS/475
November 7, 2016
Michael Portillo
Running head: STRATEGIC PLAN PART 1: NEW PRODUCT OR SERVICE
1
STRATEGIC PLAN PART 1: NEW PRODUCT OR SERVICE
10
Strategic Plan Part 1: New Product or Service
Swift Transportation Company realizes the great exposure it has to the public as compared to other industries. This is because, the organization does not just have to maintain a department in-charge of the customer service, but also to ensure a continuation of the contracts with the customers that it via their drivers, sales representatives, logistic coordinators, and agents. This is the reason why the organization has a solemn commitment of ensuring that even though it is creating a new division, there is a continuation improvement in the experiences of the customers.
The importance of innovation in Swift Transportation Company's vision, mission, and values, and determine your business model for this new division. Include the following:
Swift’s vision is to ensure achievement in unity. This provides a reflection of the support that the organization gets from its community to help with raising its ambitions and the economies of its times. By stating ‘more’ the firm implies through the strategic thrusts that it has. ‘Together’ implies the strength, and the ability to draw the available resources in the wider SWIFT community. Through the vision, the firm will become the leading trucking company in history.
Mission
Swift Transportation has a mission of attracting and retaining customers by ensuring that they get the best transportation solutions and putting in place profitable, culture regarding safety that is disciplined, a never-failing trust, and the best services in the industry. To achieve this, the organization holds to the following set of values that helps with spearheading it ahead. They include upholding safety, respect, balance, proper communication, teamwork, and accountability, just to mention a few.
To ensure maximum customer satisfaction, the organization has put in place the most workable professional code of ethics for its employees, the officers, and the organizational board members to help with governing their ethical standards when in the premises of the company. With this, the organization has ensured that its customers gets the best of the services that is necessary for them.
Propose a new product or service for the new company division. The division should be customer-focused with an innovative mission statement.
To foster a good customer service, relation, and service, the organization is working with its innovative team to ensure the incorporation of the 3PL technology. 3 PLs will work in closeness to help the created division with creating the best types of collaborative relationships that will help with fostering the experiences of the consumers. The organization understands the existing relationship between the shippers, the carriers, and.
Systematizing Passive Income: Strategies for Sustainable Revenue GenerationDaniel
A common goal in a time of swiftly changing economic conditions and quick technology breakthroughs is financial independence. The idea of passive income, which allows people to secure a consistent source of money with no continuing work, is at the center of this endeavor. Even if the prospect of passive income is alluring, achieving it frequently involves more than just a strong desire; probably most crucially, it calls for careful preparation, methodical execution, and efficient systematization.
In this piece, we set out to investigate the field of passive income and how systematization and it work together. We'll explore the complexities of creating long-term revenue streams and the critical role that methodical techniques have in attaining success over the long haul. We'll reveal the best practices for building
long-lasting passive income systems, from utilizing automation to allocating resources optimally. Join us as we systematically cultivate passive income to unlock the mysteries of financial liberty and lifestyle design.
W2O Group Function Optimization 2014 reportW2O Group
Over the course of our existence, W2O Group has been working with global organizations, specifically Chief Communications Officers (CCOs), to better organize, structure and fully develop corporate communications as a function, a system, and a set of capabilities to better align with strategic priorities. The report is a compilation of lessons learned, insights gleaned and recommendations for companies of all sizes.
Strategic Plan Part 1: New Product or Service
Jon Thompson
BUS/475
November 7, 2016
Michael Portillo
Running head: STRATEGIC PLAN PART 1: NEW PRODUCT OR SERVICE
1
STRATEGIC PLAN PART 1: NEW PRODUCT OR SERVICE
10
Strategic Plan Part 1: New Product or Service
Swift Transportation Company realizes the great exposure it has to the public as compared to other industries. This is because, the organization does not just have to maintain a department in-charge of the customer service, but also to ensure a continuation of the contracts with the customers that it via their drivers, sales representatives, logistic coordinators, and agents. This is the reason why the organization has a solemn commitment of ensuring that even though it is creating a new division, there is a continuation improvement in the experiences of the customers.
The importance of innovation in Swift Transportation Company's vision, mission, and values, and determine your business model for this new division. Include the following:
Swift’s vision is to ensure achievement in unity. This provides a reflection of the support that the organization gets from its community to help with raising its ambitions and the economies of its times. By stating ‘more’ the firm implies through the strategic thrusts that it has. ‘Together’ implies the strength, and the ability to draw the available resources in the wider SWIFT community. Through the vision, the firm will become the leading trucking company in history.
Mission
Swift Transportation has a mission of attracting and retaining customers by ensuring that they get the best transportation solutions and putting in place profitable, culture regarding safety that is disciplined, a never-failing trust, and the best services in the industry. To achieve this, the organization holds to the following set of values that helps with spearheading it ahead. They include upholding safety, respect, balance, proper communication, teamwork, and accountability, just to mention a few.
To ensure maximum customer satisfaction, the organization has put in place the most workable professional code of ethics for its employees, the officers, and the organizational board members to help with governing their ethical standards when in the premises of the company. With this, the organization has ensured that its customers gets the best of the services that is necessary for them.
Propose a new product or service for the new company division. The division should be customer-focused with an innovative mission statement.
To foster a good customer service, relation, and service, the organization is working with its innovative team to ensure the incorporation of the 3PL technology. 3 PLs will work in closeness to help the created division with creating the best types of collaborative relationships that will help with fostering the experiences of the consumers. The organization understands the existing relationship between the shippers, the carriers, and.
Systematizing Passive Income: Strategies for Sustainable Revenue GenerationDaniel
A common goal in a time of swiftly changing economic conditions and quick technology breakthroughs is financial independence. The idea of passive income, which allows people to secure a consistent source of money with no continuing work, is at the center of this endeavor. Even if the prospect of passive income is alluring, achieving it frequently involves more than just a strong desire; probably most crucially, it calls for careful preparation, methodical execution, and efficient systematization.
In this piece, we set out to investigate the field of passive income and how systematization and it work together. We'll explore the complexities of creating long-term revenue streams and the critical role that methodical techniques have in attaining success over the long haul. We'll reveal the best practices for building
long-lasting passive income systems, from utilizing automation to allocating resources optimally. Join us as we systematically cultivate passive income to unlock the mysteries of financial liberty and lifestyle design.
W2O Group Function Optimization 2014 reportW2O Group
Over the course of our existence, W2O Group has been working with global organizations, specifically Chief Communications Officers (CCOs), to better organize, structure and fully develop corporate communications as a function, a system, and a set of capabilities to better align with strategic priorities. The report is a compilation of lessons learned, insights gleaned and recommendations for companies of all sizes.
DeVry UniversityCourse ProjectBUSN278 Budgeting and Forecastin.docxduketjoy27252
DeVry University
Course Project
BUSN278 Budgeting and Forecasting
Student Project Activity – Week 2
A. Week 2: Budget ProposalSection 2.0 Sales Forecast
B. TCOs Addressed:
TCO 5: Given a new business startup or new product introduction and the need to make a forecast when historical data is not available, create the forecast for the organization.
TCO 10: Given a description of a new business, new product, service or project develop, present and defend the budget.
C. Project Activity Overview – Scenario / Summary:
Last week, you selected a business for which you’ll make a budget proposal. Your first step is to create a sales forecast (in sales dollars) when no historical data is available. Use methods such as historical analogy, expert judgment, consumer surveys, the Delphi method, or calculations based on population distributions, estimated growth rates, or expected market penetration rates to arrive at reasonable sales figures for your business for the next 5 years.
Use the Budget Proposal Workbook.xlsx and Budget Proposal Template.docx.
D. Deliverables:
Complete Section 2.0 (including sections 2.1 and 2.2) in the Budget Proposal Template.docx after doing research and performing calculations to arrive at your 5 year forecast. Also, provide calculations in the Budget Proposal Workbook.xlsx.
Add section 2.0 to your Budget Proposal Template and save it as YourName_Project_WK2.docx. Save your sales forecast in the worksheet tab labeled Section 2.1 and 2.2as YourName_Worksheet_WK2.xlsx and upload both files to the Week 2 Project Dropbox.
E.
Project Tasks:
Task 1:
Download Budget Proposal Workbook.xlsx from DocSharing.
Task 2:
Research the area in which your business is located, and do calculations in the Excel workbook which produce a reasonable dollar value forecast based on population size, growth rates, an estimate of the percent of the population expected to purchase your product, and the dollar value of the average sale over the 5 year planning horizon. Do these calculations in the Section 2.1 and 2.2 tab of the Budget Proposal Workbook.xlsx. Also, feel free to use other methods described in this course you feel are appropriate to estimate sales for your new business startup’s first five years.
Task 3:
Write section 2.1 and 2.2 of the Budget Proposal Template.docx document, summarizing your forecast in a table, and also describing and justifying your methodology for arriving at the sales forecast. Follow the instructions in section 2.0 of the Budget Proposal Template.docx when writing these sections. Also, update your works cited Section 6.0 in the template with any research you did.
Task 4:
Paste the first paragraph of the 1.0 Executive Summary template into the Budget Proposal Template.docx so your professor is reminded which business you’re doing.
Task 5:
Save the draft of the Budget Proposal Word document and Budget Proposal Excel calculation and submit it to the Week 2 Project Dropbox.
F. Grading Crit.
Best practices in recruitment that every company should followKannan G S
Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.
Chick-fil-A Training Program DevelopmentRunning head .docxchristinemaritza
Chick-fil-A Training Program Development
Running head: CHIK-FIL-A TRAINING PROGRAM DEVELOPMENT
1
CHIK-FIL-A TRAINING PROGRAM DEVELOPMENT
2
Chick-fil-A Training Program Development
Introduction
Chick-fil-A is an organization that continues to grow and expand nationwide and as a result, the organization must develop a training program that can be utilized at every location. As a consultant, one of the first steps to complete when starting a new project is to assemble a SWOT Analysis as well as to prepare a Balanced Scorecard and Casual Chain Score card.
SWOT analysis
To ensure a successful consulting project the consultants must conduct an in depth analysis of the company and where the training program will lead it. The analysis of strengths, weakness, opportunities and threats will provide guidance to develop the program and other tools to evaluate its performance. The consulting project strengths will attract new customers and maintain already existing fans. The consulting project will add to their current position in the industry by focusing on personalized customer service. The second strength is employee involvement. Involvement of all levels will provide higher approval and success percentages. The program will also provide employees a completion timeline, and require them to evaluate the training they received. Evaluation will provide feedback on the training programs pertinence to restaurant operations.
One of Chik-fil-A’s weaknesses is the public relations nightmare which occurred when the CEO, Dan Cathy, admitted to opposing same-sex marriage. As a result the company faced public scorn and a lost profits. Employees and customers alike also took this as acceptance of bigoted behavior towards LGBT employees or customers. The new training program will need to address the side effects of their CEOs comments. The consultant’s must ensure the program addresses a culture of inclusion and acceptance to counteract the CEO’s comments. Failure to do so could exacerbate the public’s view of the company’s attitude towards the communities they serve. The program’s second weakness will be the time required for each employee to complete the training program, learning the new procedures and standards of performance, and then any time spent afterwards providing an evaluation.
The company has various opportunities such as the increase of menu items, expansion and customer service improvement. The consulting project will develop a training program focused on adding to the customer experience. The biggest opportunity offered by the training program is the opportunity to develop a way to evaluate employee’s performance. Finding a way to evaluate performance is essential to evaluating overall productivity (Markham, 2005, p.33).
It will also allow the company to improve on operational processes affecting customer service. Re-enforcing the customer service experience by new training procedures will increase the market share and brand relevanc ...
Virtual Organization, Advantages of Virtual Organization, Disadvantages of Virtual Organization, HUMAN RESOURCE ISSUES IN VIRTUAL ORGANIZATION, TALENT MANAGEMENT, Work-life Balance, Six Sigma, HR Six Sigma Process
This whitepaper looks at the impact of insufficient ongoing training on enterprise and other software platforms. It looks at how it occurs and provides options to prevent lost ROI.
Strategic Choice and Evaluation 1
Strategic Choice and Evaluation 6
Strategic Choice and Evaluation: Verizon
Qassam AlshaikhSTR/581
February 26, 2015
Christina BehlingStrategic Choice and Evaluation
The directors of Verizon management are looking to create and develop new strategies for Verizon and needs some ideas to improve the company. The Board of Directors and the strategic planners has asked to maintain several strategies that will help take the company to a new road. Following these strategies recommendations of the best strategy will be selected based on the research and information about Verizon. And to increase company growth and build revenue it is important to determine efficient strategic choices, analysis, and evaluation that help the company create development. Making a good strategic choice can help a company evaluate alternatives in order to realize growth.
New Strategy Options
The directors of the company know that it is necessary to become more profitable and to develop a new strategy to keep the company strong, increase the firm resources, and increase profits. The board management of the company has been selected three options that help them to create success and to be in the right direction.
First the Generic strategy will allow the management to have a competitive advantage over its competitors and also will help the company to increase the generic. Differentiation strategy is an option for Verizon to develop the company’s services so that it can offer and provide value, quality, and new services to its customers. Differentiation considers a key and a unique achievement in the market because it will keep the company gain advantages over others communication firms, create the right information, and to be strong to achieve the competition. This strategy can help Verizon to reach customers and provide them support and assistance.
The second option is the Value Discipline Strategy. This value discipline strategy will help the Verizon to providing customer value. Value discipline will reduce the cost, increase productivity and assist in increasing bargaining power with suppliers. This strategy will provide efficient communication services, focus on customers, create consumer revenue growth, and create customer’s satisfaction. This strategy also can increase the services efficiently by pursuing sale of its directory business. One of the value disciplines that will work for this company is operational excellence. Operational excellence can help the company to corporate better by focusing efficient operations. This strategy will help Verizon Company to establish a system to collect input from customer’s points, to create customer’s insights, decisions, and decrease cost where needed. This option can also help the company to make social media, market analytic, and network operation. Operational excellence can create differ.
Scaling up a business is not easy. Many start-ups, family business or professional run firms fail to scale to next level of operations. In this white paper, Browne & Mohan consultants share a framework that is successfully employed by companies to guide their scaling up process.
Running head STAFFING THE HUMAN RESOURCE DEPARTMENT .docxtoltonkendal
Running head: STAFFING THE HUMAN RESOURCE DEPARTMENT 1
STAFFING THE HUMAN RESOURCE DEPARTMENT 7
Staffing the Human Resource Department
Johnell Davis
Dr. L. Love
HRM 599
August 16, 2017
Human Resource Functions and Significance
The Maximum Extermination Pest Control (MEPC) is the company I chose as the key company in trying to create a comprehension of the various human resource functions in the market. For understanding the company’s business strategy, the human resource department developed a strategy made up of staff with detailed information. The staff also comprised of highly innovative and creative individuals with an exceeding initiative. The team comprised of a strong sales status; marketing and recruitment skills; benefits and compensation standards; and a good corporate reputation that defines high-quality customer service. Whenever a firm develops an efficient human resource department, it enables its operations to acquire a good structure and the capability to meet its goals since the department allows it to manage its most valuable resources, employees, and the human capital. Three key human resource functions tend to exist in such a company. The human resource functions possess a significant status when it comes to adding value to the human resource department about the vision and mission of the Maximum Extermination Pest Control Company. The human resource functions also influence the process of recruitment, compliance, and the aspect of benefits and compensation. For the company to acquire the right skills and the specific staff, it should come up with an aptitude to train and develop the needed skills.
The management may have to devise an in-house team for the recruitment process to enable the right strategies in developing the workforce of the company. As with the external recruiters, the responsibilities and their roles need to be advertised to the market to source for the right candidates, screen the applicants, and undertake interviews. The human resource department needs to coordinate with the different managers to influence the final selection of the desired candidates. The success found in the recruitment process and the significance of the roles of the individuals involved is meant to develop the company’s workforce. The different efforts of the individuals found in the human resource department tend to have a positive and desired contribution to the success of the company (Nyberg, Moliterno, Hale Jr, & Lepak, 2014). The company needs to develop a reward system to boost their morale and influence high performance. The performance measures may have a basis on the number of the positions that they need to be filled and the amount of time required filling the positions. The second function of the human resource may comprise of the benefits and compensation function ...
HR Strategies
HR Strategies
Maurice Hill
HR Strategies
12/01/2019
The company’s goal increasing market share in the mobile market. The mobile industry is growing each day with new innovations that offer new business opportunities for the company. An increase in market share in the mobile market will create additional revenue and growth at Intel Corporation. The mobile industry is the fastest growing sector in the communications industry. In order to achieve these goals a staffing plan will be required.
Employees will be needed to be confident, ambitious and reliable in order to achieve these goals. A confident employee is able to take risks and this is a new project for a new goal in the company that requires one to deal directly with clients and solve any arising issues. An ambitious employee will go an extra mile in order to achieve the company’s goal. New goals are usually full of surprises in the market and such an employee will give their best. The company requires an employee that follows instructions. A reliable employee will follow instructions and listen to the needs of the client.
In attracting qualified employees, the company will use clarity in communicating our new goal. This will offer career opportunities to potential employees and new experiences to grow with the company. Another strategy the company will use is being flexible and unique. This is by offering potential employees what they cannot get from competitors like flexible working hours and even working from home. These strategies will fit with my chosen goal as the mobile industry keeps changing and it requires innovative staff that can go an extra mile in increasing the market share of the company in that industry. The staff has to be dedicated in order to achieve the desired goal.
A diverse work force will be catered for as the company strategy of being unique and flexible will offer opportunities to all potential employees. the strategy is to make sure that all candidates know the value of diversity in the company. These methods will attract diverse staff. The goal of increasing market share in the mobile market will make sure that the growing mobile industry attracts staff from everywhere. A diverse staff will be able to build the company’s brand and have a global impact on the company.
Employees will be trained online due to the global impact of the company. This will enable the company the cut training costs associated with travel and accommodation. The mobile industry touches all comers of the globe and employees need to be trained on sales and about the product. Sales training will improve the sales skills of the employees and help them gain new knowledge about available markets. Product training offers employees a look at the product they are selling its benefits and features. Existing employees need to be trained on both the product and leadership skills. They need to learn about the products and leadership skills to encourage growth within the company. Tr ...
IntroductionWe all know that the four factors of producti.docxvrickens
Introduction
We all know that the four factors of production are land, labor, capital and entrepreneurship. By skillfully combining all of the above factors, we have been able to create goods and services which in turn have created economic value.
Through this presentation we would like to provide some impetus on the second factor of production i.e.Labor.
The basic definition of labor can be stated as the human effort of one or more individual which is required to create goods and services. It is the responsible of the entrepreneur to bring together the labor resources so as to be able to create value. (Unknown)
-Contd
Labor as a factor of production can mean different things in different circumstances. For example a doctor treating patients in his clinic can be considered an entrepreneur as well as labor. On the other hand, a receptionist hired by the same doctor would be considered labor.
The doctor hires some support staff to be able to perform his or her tasks more efficiently while being able to maximize returns after paying the salaries for the staff. This can only happen if the staff is qualified and can work according to the expectations of the employer.
In this context, it becomes necessary to properly assess the hiring process for any organization so that they can maximize returns while controlling costs.
Hiring Best Practices
Here are some of the best practices that we believe, all employers should employ
Identify Need – The first step towards hiring somebody is for an individual in charge of hiring to identify a need. This may seem easier than it sounds but in many cases we have seen that organizations being overstaffed, carrying high salary costs and having highly unproductive resources.
Define Job description – Once a need has been identified, the employer must spend time to define what tasks are expected to be done by the prospective employee. Failure to do this causes friction between the employer and employee and may hamper performance of the employee.
Best Practices - contd
Plan the Hiring – Once the description and requirement have been established, it is necessary to outline how the process is expected to be completed right from the time of posting the job on various platforms to the point of onboarding the employee. It is helpful to identify the internal resources which are responsible for driving the process to completion and make sure they know the expectations.
Market Availability – Once all the internal planning is in place, the firm must actively market the open position. It is often experienced that openings go unfulfilled due to the lack of awareness among the job seekers. The firm should aggressively market the position on various job portals, newspaper classifieds, social media as well as their own website. The more awareness created, the more applicants and higher chances of fulfilling the position.
Best Practices - contd
Review CV’s – A strong marketing campaign would ...
This modules animation What Is Communication provides background .docxhopeaustin33688
This module's animation What Is Communication? provides background for this assignment.
The six characteristics from which you should choose are:
Involves interdependent individuals
Is inherently rational
Exists on a continuum
Features verbal and nonverbal messages
Exists in varied forms
Varies in effectiveness
Write a 1-page essay that explains 2 of the 6 characteristics of interpersonal communication and illustrate how each one is demonstrated in your communication style. Include at least one quotation from your research. Cite your source in APA format.
.
▪Nursing Theory PowerPoint Presentation.This is a group project .docxhopeaustin33688
▪
Nursing Theory PowerPoint Presentation.
This is a group project this is my part…
Lydia Hall The 3 Cs Nursing Theory. (im doing the CORE, and the strengths and weakness of the whole theory)
WIKI Project Guideline:
1
4 to 6 slides plus a reference slide on the nursing theory
(THE CORE & the strengths and the weakness)
2 responsible to
create 2-3 voice-over PPT (FEMALE VOICE)
slides on their designated topic area.
3Please note that
APA
format is required within the PowerPoint presentation. Reference slides are required at the end of the presentation.
This assignment will be graded according to the following rubric:
Criteria
Points
WIKI content 8
APA in-text citation and reference page 4
Multimedia Inclusion 3
Total
15
.
More Related Content
Similar to OBJECTIVES PHASE ONE STEP ONEFastCat is a small to medium s.docx
DeVry UniversityCourse ProjectBUSN278 Budgeting and Forecastin.docxduketjoy27252
DeVry University
Course Project
BUSN278 Budgeting and Forecasting
Student Project Activity – Week 2
A. Week 2: Budget ProposalSection 2.0 Sales Forecast
B. TCOs Addressed:
TCO 5: Given a new business startup or new product introduction and the need to make a forecast when historical data is not available, create the forecast for the organization.
TCO 10: Given a description of a new business, new product, service or project develop, present and defend the budget.
C. Project Activity Overview – Scenario / Summary:
Last week, you selected a business for which you’ll make a budget proposal. Your first step is to create a sales forecast (in sales dollars) when no historical data is available. Use methods such as historical analogy, expert judgment, consumer surveys, the Delphi method, or calculations based on population distributions, estimated growth rates, or expected market penetration rates to arrive at reasonable sales figures for your business for the next 5 years.
Use the Budget Proposal Workbook.xlsx and Budget Proposal Template.docx.
D. Deliverables:
Complete Section 2.0 (including sections 2.1 and 2.2) in the Budget Proposal Template.docx after doing research and performing calculations to arrive at your 5 year forecast. Also, provide calculations in the Budget Proposal Workbook.xlsx.
Add section 2.0 to your Budget Proposal Template and save it as YourName_Project_WK2.docx. Save your sales forecast in the worksheet tab labeled Section 2.1 and 2.2as YourName_Worksheet_WK2.xlsx and upload both files to the Week 2 Project Dropbox.
E.
Project Tasks:
Task 1:
Download Budget Proposal Workbook.xlsx from DocSharing.
Task 2:
Research the area in which your business is located, and do calculations in the Excel workbook which produce a reasonable dollar value forecast based on population size, growth rates, an estimate of the percent of the population expected to purchase your product, and the dollar value of the average sale over the 5 year planning horizon. Do these calculations in the Section 2.1 and 2.2 tab of the Budget Proposal Workbook.xlsx. Also, feel free to use other methods described in this course you feel are appropriate to estimate sales for your new business startup’s first five years.
Task 3:
Write section 2.1 and 2.2 of the Budget Proposal Template.docx document, summarizing your forecast in a table, and also describing and justifying your methodology for arriving at the sales forecast. Follow the instructions in section 2.0 of the Budget Proposal Template.docx when writing these sections. Also, update your works cited Section 6.0 in the template with any research you did.
Task 4:
Paste the first paragraph of the 1.0 Executive Summary template into the Budget Proposal Template.docx so your professor is reminded which business you’re doing.
Task 5:
Save the draft of the Budget Proposal Word document and Budget Proposal Excel calculation and submit it to the Week 2 Project Dropbox.
F. Grading Crit.
Best practices in recruitment that every company should followKannan G S
Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.
Chick-fil-A Training Program DevelopmentRunning head .docxchristinemaritza
Chick-fil-A Training Program Development
Running head: CHIK-FIL-A TRAINING PROGRAM DEVELOPMENT
1
CHIK-FIL-A TRAINING PROGRAM DEVELOPMENT
2
Chick-fil-A Training Program Development
Introduction
Chick-fil-A is an organization that continues to grow and expand nationwide and as a result, the organization must develop a training program that can be utilized at every location. As a consultant, one of the first steps to complete when starting a new project is to assemble a SWOT Analysis as well as to prepare a Balanced Scorecard and Casual Chain Score card.
SWOT analysis
To ensure a successful consulting project the consultants must conduct an in depth analysis of the company and where the training program will lead it. The analysis of strengths, weakness, opportunities and threats will provide guidance to develop the program and other tools to evaluate its performance. The consulting project strengths will attract new customers and maintain already existing fans. The consulting project will add to their current position in the industry by focusing on personalized customer service. The second strength is employee involvement. Involvement of all levels will provide higher approval and success percentages. The program will also provide employees a completion timeline, and require them to evaluate the training they received. Evaluation will provide feedback on the training programs pertinence to restaurant operations.
One of Chik-fil-A’s weaknesses is the public relations nightmare which occurred when the CEO, Dan Cathy, admitted to opposing same-sex marriage. As a result the company faced public scorn and a lost profits. Employees and customers alike also took this as acceptance of bigoted behavior towards LGBT employees or customers. The new training program will need to address the side effects of their CEOs comments. The consultant’s must ensure the program addresses a culture of inclusion and acceptance to counteract the CEO’s comments. Failure to do so could exacerbate the public’s view of the company’s attitude towards the communities they serve. The program’s second weakness will be the time required for each employee to complete the training program, learning the new procedures and standards of performance, and then any time spent afterwards providing an evaluation.
The company has various opportunities such as the increase of menu items, expansion and customer service improvement. The consulting project will develop a training program focused on adding to the customer experience. The biggest opportunity offered by the training program is the opportunity to develop a way to evaluate employee’s performance. Finding a way to evaluate performance is essential to evaluating overall productivity (Markham, 2005, p.33).
It will also allow the company to improve on operational processes affecting customer service. Re-enforcing the customer service experience by new training procedures will increase the market share and brand relevanc ...
Virtual Organization, Advantages of Virtual Organization, Disadvantages of Virtual Organization, HUMAN RESOURCE ISSUES IN VIRTUAL ORGANIZATION, TALENT MANAGEMENT, Work-life Balance, Six Sigma, HR Six Sigma Process
This whitepaper looks at the impact of insufficient ongoing training on enterprise and other software platforms. It looks at how it occurs and provides options to prevent lost ROI.
Strategic Choice and Evaluation 1
Strategic Choice and Evaluation 6
Strategic Choice and Evaluation: Verizon
Qassam AlshaikhSTR/581
February 26, 2015
Christina BehlingStrategic Choice and Evaluation
The directors of Verizon management are looking to create and develop new strategies for Verizon and needs some ideas to improve the company. The Board of Directors and the strategic planners has asked to maintain several strategies that will help take the company to a new road. Following these strategies recommendations of the best strategy will be selected based on the research and information about Verizon. And to increase company growth and build revenue it is important to determine efficient strategic choices, analysis, and evaluation that help the company create development. Making a good strategic choice can help a company evaluate alternatives in order to realize growth.
New Strategy Options
The directors of the company know that it is necessary to become more profitable and to develop a new strategy to keep the company strong, increase the firm resources, and increase profits. The board management of the company has been selected three options that help them to create success and to be in the right direction.
First the Generic strategy will allow the management to have a competitive advantage over its competitors and also will help the company to increase the generic. Differentiation strategy is an option for Verizon to develop the company’s services so that it can offer and provide value, quality, and new services to its customers. Differentiation considers a key and a unique achievement in the market because it will keep the company gain advantages over others communication firms, create the right information, and to be strong to achieve the competition. This strategy can help Verizon to reach customers and provide them support and assistance.
The second option is the Value Discipline Strategy. This value discipline strategy will help the Verizon to providing customer value. Value discipline will reduce the cost, increase productivity and assist in increasing bargaining power with suppliers. This strategy will provide efficient communication services, focus on customers, create consumer revenue growth, and create customer’s satisfaction. This strategy also can increase the services efficiently by pursuing sale of its directory business. One of the value disciplines that will work for this company is operational excellence. Operational excellence can help the company to corporate better by focusing efficient operations. This strategy will help Verizon Company to establish a system to collect input from customer’s points, to create customer’s insights, decisions, and decrease cost where needed. This option can also help the company to make social media, market analytic, and network operation. Operational excellence can create differ.
Scaling up a business is not easy. Many start-ups, family business or professional run firms fail to scale to next level of operations. In this white paper, Browne & Mohan consultants share a framework that is successfully employed by companies to guide their scaling up process.
Running head STAFFING THE HUMAN RESOURCE DEPARTMENT .docxtoltonkendal
Running head: STAFFING THE HUMAN RESOURCE DEPARTMENT 1
STAFFING THE HUMAN RESOURCE DEPARTMENT 7
Staffing the Human Resource Department
Johnell Davis
Dr. L. Love
HRM 599
August 16, 2017
Human Resource Functions and Significance
The Maximum Extermination Pest Control (MEPC) is the company I chose as the key company in trying to create a comprehension of the various human resource functions in the market. For understanding the company’s business strategy, the human resource department developed a strategy made up of staff with detailed information. The staff also comprised of highly innovative and creative individuals with an exceeding initiative. The team comprised of a strong sales status; marketing and recruitment skills; benefits and compensation standards; and a good corporate reputation that defines high-quality customer service. Whenever a firm develops an efficient human resource department, it enables its operations to acquire a good structure and the capability to meet its goals since the department allows it to manage its most valuable resources, employees, and the human capital. Three key human resource functions tend to exist in such a company. The human resource functions possess a significant status when it comes to adding value to the human resource department about the vision and mission of the Maximum Extermination Pest Control Company. The human resource functions also influence the process of recruitment, compliance, and the aspect of benefits and compensation. For the company to acquire the right skills and the specific staff, it should come up with an aptitude to train and develop the needed skills.
The management may have to devise an in-house team for the recruitment process to enable the right strategies in developing the workforce of the company. As with the external recruiters, the responsibilities and their roles need to be advertised to the market to source for the right candidates, screen the applicants, and undertake interviews. The human resource department needs to coordinate with the different managers to influence the final selection of the desired candidates. The success found in the recruitment process and the significance of the roles of the individuals involved is meant to develop the company’s workforce. The different efforts of the individuals found in the human resource department tend to have a positive and desired contribution to the success of the company (Nyberg, Moliterno, Hale Jr, & Lepak, 2014). The company needs to develop a reward system to boost their morale and influence high performance. The performance measures may have a basis on the number of the positions that they need to be filled and the amount of time required filling the positions. The second function of the human resource may comprise of the benefits and compensation function ...
HR Strategies
HR Strategies
Maurice Hill
HR Strategies
12/01/2019
The company’s goal increasing market share in the mobile market. The mobile industry is growing each day with new innovations that offer new business opportunities for the company. An increase in market share in the mobile market will create additional revenue and growth at Intel Corporation. The mobile industry is the fastest growing sector in the communications industry. In order to achieve these goals a staffing plan will be required.
Employees will be needed to be confident, ambitious and reliable in order to achieve these goals. A confident employee is able to take risks and this is a new project for a new goal in the company that requires one to deal directly with clients and solve any arising issues. An ambitious employee will go an extra mile in order to achieve the company’s goal. New goals are usually full of surprises in the market and such an employee will give their best. The company requires an employee that follows instructions. A reliable employee will follow instructions and listen to the needs of the client.
In attracting qualified employees, the company will use clarity in communicating our new goal. This will offer career opportunities to potential employees and new experiences to grow with the company. Another strategy the company will use is being flexible and unique. This is by offering potential employees what they cannot get from competitors like flexible working hours and even working from home. These strategies will fit with my chosen goal as the mobile industry keeps changing and it requires innovative staff that can go an extra mile in increasing the market share of the company in that industry. The staff has to be dedicated in order to achieve the desired goal.
A diverse work force will be catered for as the company strategy of being unique and flexible will offer opportunities to all potential employees. the strategy is to make sure that all candidates know the value of diversity in the company. These methods will attract diverse staff. The goal of increasing market share in the mobile market will make sure that the growing mobile industry attracts staff from everywhere. A diverse staff will be able to build the company’s brand and have a global impact on the company.
Employees will be trained online due to the global impact of the company. This will enable the company the cut training costs associated with travel and accommodation. The mobile industry touches all comers of the globe and employees need to be trained on sales and about the product. Sales training will improve the sales skills of the employees and help them gain new knowledge about available markets. Product training offers employees a look at the product they are selling its benefits and features. Existing employees need to be trained on both the product and leadership skills. They need to learn about the products and leadership skills to encourage growth within the company. Tr ...
IntroductionWe all know that the four factors of producti.docxvrickens
Introduction
We all know that the four factors of production are land, labor, capital and entrepreneurship. By skillfully combining all of the above factors, we have been able to create goods and services which in turn have created economic value.
Through this presentation we would like to provide some impetus on the second factor of production i.e.Labor.
The basic definition of labor can be stated as the human effort of one or more individual which is required to create goods and services. It is the responsible of the entrepreneur to bring together the labor resources so as to be able to create value. (Unknown)
-Contd
Labor as a factor of production can mean different things in different circumstances. For example a doctor treating patients in his clinic can be considered an entrepreneur as well as labor. On the other hand, a receptionist hired by the same doctor would be considered labor.
The doctor hires some support staff to be able to perform his or her tasks more efficiently while being able to maximize returns after paying the salaries for the staff. This can only happen if the staff is qualified and can work according to the expectations of the employer.
In this context, it becomes necessary to properly assess the hiring process for any organization so that they can maximize returns while controlling costs.
Hiring Best Practices
Here are some of the best practices that we believe, all employers should employ
Identify Need – The first step towards hiring somebody is for an individual in charge of hiring to identify a need. This may seem easier than it sounds but in many cases we have seen that organizations being overstaffed, carrying high salary costs and having highly unproductive resources.
Define Job description – Once a need has been identified, the employer must spend time to define what tasks are expected to be done by the prospective employee. Failure to do this causes friction between the employer and employee and may hamper performance of the employee.
Best Practices - contd
Plan the Hiring – Once the description and requirement have been established, it is necessary to outline how the process is expected to be completed right from the time of posting the job on various platforms to the point of onboarding the employee. It is helpful to identify the internal resources which are responsible for driving the process to completion and make sure they know the expectations.
Market Availability – Once all the internal planning is in place, the firm must actively market the open position. It is often experienced that openings go unfulfilled due to the lack of awareness among the job seekers. The firm should aggressively market the position on various job portals, newspaper classifieds, social media as well as their own website. The more awareness created, the more applicants and higher chances of fulfilling the position.
Best Practices - contd
Review CV’s – A strong marketing campaign would ...
Similar to OBJECTIVES PHASE ONE STEP ONEFastCat is a small to medium s.docx (20)
This modules animation What Is Communication provides background .docxhopeaustin33688
This module's animation What Is Communication? provides background for this assignment.
The six characteristics from which you should choose are:
Involves interdependent individuals
Is inherently rational
Exists on a continuum
Features verbal and nonverbal messages
Exists in varied forms
Varies in effectiveness
Write a 1-page essay that explains 2 of the 6 characteristics of interpersonal communication and illustrate how each one is demonstrated in your communication style. Include at least one quotation from your research. Cite your source in APA format.
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▪Nursing Theory PowerPoint Presentation.This is a group project .docxhopeaustin33688
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Nursing Theory PowerPoint Presentation.
This is a group project this is my part…
Lydia Hall The 3 Cs Nursing Theory. (im doing the CORE, and the strengths and weakness of the whole theory)
WIKI Project Guideline:
1
4 to 6 slides plus a reference slide on the nursing theory
(THE CORE & the strengths and the weakness)
2 responsible to
create 2-3 voice-over PPT (FEMALE VOICE)
slides on their designated topic area.
3Please note that
APA
format is required within the PowerPoint presentation. Reference slides are required at the end of the presentation.
This assignment will be graded according to the following rubric:
Criteria
Points
WIKI content 8
APA in-text citation and reference page 4
Multimedia Inclusion 3
Total
15
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••You are required to write a story; explaining and analyzing .docxhopeaustin33688
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•
You are required to write a story;
explaining and analyzing
how a certain independent variable ( at the individual, group or organization levels) affects a
dependent
variable (
behaviour
or attitude),
•
You will freely select your story from “ life” : from college, home, neighborhood, a book , a video/ movie, TV…etc. as long as the
story has two clear dependent and independent variables.
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You will finish with
a conclusion
that lists
both variables
and their
relationship (cause and effect).
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•Required to read American Mashup A Popular Culture Reader. Ed. A.docxhopeaustin33688
•Required to read American Mashup: A Popular Culture Reader. Ed. Aaron Michael Morales. Boston: Pearson, 2012.
After reading Richard Willig’s “ ‘CSI Effect’ Has Juries Wanting More Evidence” in
American Mashup
on pages 204-210. Consider the types of sources Willig uses to support his main claims. please present at least four (4) specific examples of Willig’s sources. For each source, please identify what that person’s professional ability is and explain how that person’s position of authority helps Willig build his own credibility with readers.
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• ntercultural Activity Presentation Final SubmissionResourc.docxhopeaustin33688
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ntercultural
Activity Presentation Final Submission
Resources
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Intercultural Activity Presentation Final Submission Scoring Guide
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Writing Feedback Tool
.
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APA Style and Format
.
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Using Adobe Connect
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By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
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Competency 3:
Demonstrate knowledge, skills, and attitudes to increase intercultural competence.
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Compare differing cultures.
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Discuss the potential impact cultural differences have on communication efforts.
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Competency 4:
Analyze how nonverbal communication (body language) influences intercultural communication.
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Analyze how nonverbal communication affects intercultural communication.
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Competency 5:
Communicate effectively in a variety of formats and contexts.
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Integrate cross-cultural experiences with course material.
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Write coherently to support a central idea in appropriate format with correct grammar, usage, and mechanics.
Instructions
This is the second part of your course project. For this assignment, create a 5–7 minute Adobe Connect video presentation with a visual component (PowerPoint) in which you narrate and describe an intercultural activity and experience. Complete the following for your presentation:
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Engage in an intercultural activity or activities with a culture other than your own. You may focus on the same culture you investigated for your Unit 9 paper or choose one that is new to you; however, you must choose a different culture than the one from whom you interviewed someone in Unit 5. Some suggestions for activities to engage in include:
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Eating at an ethnic restaurant.
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Visiting a courthouse, jail, military installation, school, retirement home, and other ethnically-diverse institution.
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Visiting a part of town that is culturally different.
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Visiting or attending a service of another world religion.
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Attending a celebration or an ethnically diverse craft fair.
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Going to a shop that is associated with a particular ethnic group.
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Visiting a school that teaches ESL (English as a Second Language) or ELL (English Language Learners).
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Visiting an international student organization at a college or university.
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Visiting or socializing with people from other cultures.
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To add perspective and context to your presentation, gather resources such as informal interviews with people from the respective culture, corresponding text readings and articles, Web sites, and media presentations.
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In your presentation, specifically address the following, using examples and illustrations from your intercultural experience(s) and the resources you collected:
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Compare the culture you engaged in with your own.
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Discuss the potential impact cultural differences have on communication.
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Analyze how nonverbal communication affects intercultural communication.
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Summarize your thoughts, questions, and viewpoints regarding your experience.
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•Read Chapter 15 from your textbookEthical Controversy Ident.docxhopeaustin33688
•Read Chapter 15 from your textbook
Ethical Controversy
Identify a current ethical controversy that you want to learn more about in business, media, technology, medicine, or bioethics. Write a
three-page analysis
on the major sides in the controversy. In your analysis paper, you need to:
Define the issue and include the following details:
People involved
Field (business, media, technology, medicine, or bioethics)
Purpose
Time period
Discuss the major positions being taken in the debate.
Conclude with your own reflections and opinions on the subject.
Submission Requirements:
Write the paper in APA format including introduction, body, and conclusion.
Add the following sections in APA format:
Cover Page
Header
Page Numbers
References Page
Use 12-point Arial font and double space.
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· ResearchWorks Cited Page (minimum of 5 reputable resources.docxhopeaustin33688
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Research/Works Cited Page (minimum of 5 reputable resources And 5 Pages or 1400 words )
:
I need someone to write my research paper with minimum of 5 reputable reseources and 5 pages or 1400 words . And the the research topic is
Gay Issues.
Research
Clearly defined academic research
:
Did your display/project provide Theory, Data, Studies, Organizations,
Solution
s, Forms of Activism and/or Awareness?
Organization
is your information presented in a way that is well organized and coherent? When you verbally share what you know do you demonstrate an educated knowledge of the topic?
Time
did you put in time for planning, developing your project and to educate the class?
On the attachment I have attached my Presentation about
Gay Issues and My old work of writing so that you can write with same level of writing.
Gay Issues
.
‘The Other Side of Immigration’ Questions1. What does one spea.docxhopeaustin33688
‘
The Other Side of Immigration’ Questions
1. What does one speaker in the film mean by migration is not the problem? Do most Mexican immigrants want to stay in the US?
2. Describe how undocumented immigrants create a fantasy for those Mexicans planning to immigrate.
3. How does NAFTA (North American Free Trade Agreement) play a part in the rural Mexicans’ inability to make a living? Be specific.
4. What is the significance of government not providing subsidies or revealing funding opportunities to the agricultural/pastoral communities?
5. Name two solutions to reducing undocumented immigration that were mentioned in the film. How would they work?
From the movie '
The Other Side of Immigration'
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•Topic What is an ethical leader and how do ethical leaders differ .docxhopeaustin33688
•Topic: What is an ethical leader and how do ethical leaders differ from other leaders? What are the factors that promote or hinder the development of ethical leadership in organisations (e.g., personal characteristics of leaders and what characteristics of a leader‘s environment)?
• 2500 words (+/- 10%) in essay format
•Requirements: MINIMUM of 8 peer reviewed academic journal articles
–Text book or reference books are additional references
–General websites/blogs , newpapers, magazines are not acceptable references
•Submission method: Upload a soft copy of a Microsoft Word Document ( .doc or .docx format) to Turnitin on Moodle
•Correct Harvard Anglia referencing is important
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·Term Paper International TerrorismDue Week 10 and worth .docxhopeaustin33688
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Term Paper: International Terrorism
Due Week 10 and worth 200 points
Choose an international terrorist group from the following list, and use the Internet or Strayer databases to research the origin, purpose, and effects on the U.S. or targeted countries.
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Hezbollah
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HAMAS
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Al Qaeda (AQ)
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Al-Shabaab
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Haqqani Network (HQN)
Write a ten to fifteen (10-15) page paper in which you:
6.
Provide a brief description of the group, and summarize its origins.
7.
Explain the group’s major motivation(s) (beliefs or causes), and / or its justification for engaging in terrorism.
8.
Describe the group’s major sources of both financial and non-financial support.
9.
Evaluate the importance of the group’s use of media to aid in its terrorist activities. Indicate, at a minimum, the group’s purpose for using the media, the image being portrayed, and the preferred methods of communication.
10.
Determine whether or not the group has a legitimate complaint or demand. Defend your response.
11.
Determine whether or not the group and its activities are of importance to the U.S., and explain the key reasons that they are or are not significant.
12.
Analyze the response of the U.S. to the group or its activities, regardless of whether or not either the group or its activities directly threaten or target the U.S. Determine whether or not that response has been effective. Support your answer with examples of such effectiveness—or the lack thereof.
13.
Suggest the major changes you would make geared toward increasing the efficiency of the U.S.’s response to the group. Justify your response.
14.
Use at least five (5) quality resources in this assignment
And
·
Assignment 5: Senior Seminar Project
Due Week 10 and worth 200 points
In Week 1, you chose a topic area and problem or challenge within that area. Throughout this course, you have researched the dynamics of the problem. The final piece of your project is to develop a viable solution that considers resources, policy, stakeholders, organizational readiness, administrative structures and other internal and external factors, as applicable. Using the papers you have written throughout this course, consolidate your findings into a succinct project.
Write a ten (10) page paper that as a minimum, your project should include:
1.
Identify the topical area (e.g., local police department, community jail, border patrol)
2.
Define a problem or challenge within your topical area that you understand in some depth or have an interest in (examples include high crime rate, poor morale, high levels of violence or recidivism, high number of civilian complaints of harassment, inadequate equipment). Outline the context of the problem or challenge, including the history and any policy decisions that have contributed to the situation.
3.
Describe how internal or external stakeholders have influenced the situation in a positive or negative way. How will you consider stakeholders in your so.
•Prepare a 4-5 page draft Code of Ethics paper sharing the following.docxhopeaustin33688
•Prepare a 4-5 page draft Code of Ethics paper sharing the following:
1) your world view; how you see good and bad, right and wrong, and how you respond to issues. Examine human resources management and
2) share your organization’s core values or principles.
Comment
3) on the validity of those values (are they consistent?).
4) How does everything you shared (#1, 2, 3) impact HR decisions in the workplace? Comment on how you see truth?
Is there such a thing as absolute truth? If so, what is it?
I want her on Wednesday morning at 10
.
·Sketch the context for, define, and tell the significanceafter.docxhopeaustin33688
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Sketch the context for, define, and tell the significance/after-effect of each, in terms of late-19th & early-20th-century American history & culture: from Sinclair book (The Jungle)
200 word:
1-
1-
National Labor Relations Act (1935) & Fair Labor Standards Act (1938)
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give the context for, define, and tell the significance/after-effect of each of the following, in terms of 20th-century US culture/history: from Englehardt book (The End of Victory Culture)
200 word:
1-1-
anti-war protests (1967-71) and the "counter-culture"
2-
2-
Vietnam Veterans Memorial (dedicated 1982) [not covered in book; see
http://virtualwall.org/
]
3-
3-
"Authorization of Use of Military Force against Terrorists" Resolution (Sept. 14, 2001)
·
Essays : 250 to 300 word please
choose one of these as you like:
1.
Why was Socialism considered a "radical" ideology and why didn't it flourish in early 20th century America?
2.
In what ways was the Progressive Era (1906-20) truly "progressive" or not; and the "New Deal" (1933-38) really "new" or not, especially in regards to the health, safety and daily lives of U.S. workers and consumers?
.
• Each thread is 650 words• Each thread and reply references at le.docxhopeaustin33688
• Each thread is 650 words
• Each thread and reply references at least 3 peer-reviewed sources and 1 biblical integration.
• All sources are cited in current APA format.
• Proper spelling and grammar are used.
• Sentences are complete, clear, and concise.
***Pepsi Launched a new global Branding campaign based on the cocept of live in the moment called "Live For Now." It did extensive research prior to the campaign's lauch. What research should be done to determine if the campaign is resonating with worldwide audiences?***
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ØFind a Food borne epidemicIllness that occurred in the U.S. in.docxhopeaustin33688
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Find a Food borne epidemic/Illness that occurred in the U.S. in the last 5 years
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Describe what caused it, how it happened, and how it could have been prevented
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What steps were taken to rectify the situation, both short term and long term
1-2 pages
.
Organizational BehaviorDisney Animation - John LasseterThe case focu.docxhopeaustin33688
Organizational BehaviorDisney Animation - John LasseterThe case focuses on John Lasseter, who currently is the creative head of Disney Animation Studios and Pixar Animation Studios, both of which are owned by The Walt Disney Company. The case chronicles Lasseter’s interests in animation from a young age, the relationship he developed with the Disney organization, his developing interest in computer-animation and consequent demise at Disney Studios, his subsequent award-winning success with computer animation at Pixar Studios, and his recent ascension to creative head of Disney’s Animation Studio as part of the Pixar-Disney merger.The case provides a marvelous illustration of the many types of interpersonal power ¾ reward, coercive, legitimate, referent, and expert that exist within an organization. The case also shows how power can be used to promote the well-being of the organization and its members or to benefit specific people’s interests at the expense of others’ interests. Herein, the two faces of power positive and negative come into play. Another linkage between the chapter material and the case occurs in the form of concerns about the ethical versus unethical use of power. Finally, the case can be used to explore the concepts of organizational politics and political behavior in organizations. Organizational politics often has a negative connotation, and some of the case facts lend themselves to reinforcing this negative connotation.Power and Politics in the Fall and Rise of John LasseterJohn Lasseter grew up in a family heavily involved in artistic expression. Lasseter was drawn to cartoons as a youngster. As a freshman in high school he read a book entitled The Art of Animation. The book, about the making of the Disney animated film Sleeping Beauty, proved to be a revelation for Lasseter. He discovered that people could earn a living by developing cartoons. He started writing letters to The Walt Disney Company Studios regarding his interest in creating cartoons. Studio representatives, who corresponded with Lasseter many times, told him to get a great art education, after which they would teach him animation.When Disney started a Character Animation Program at the California Institute of Arts film school, Lasseter enrolled in the program after encouragement from the studio. Classes were taught by extremely talented Disney animators who also shared stories about working with Walt Disney himself. During summer breaks, jobs at Disneyland further fueled Lasseter’s passion for working as an animator for Disney Studios. Full of excitement, Lasseter joined the Disney animation staff in 1979 after graduation. However, he soon met with disappointment.According to Lasseter, “[t]he animation studio wasn’t being run by these great Disney artists like our teachers at Cal Arts, but by lesser artists and businesspeople who rose through attrition as the grand old men retired.” Lasseter was told, “[y]ou put in your time for 20 years and do what you’r.
Organizational Behavior Case Study on LeadershipName Tan Yee .docxhopeaustin33688
Organizational Behavior Case Study on Leadership
Name: Tan Yee Li Fiona
Student ID: S3447594
Course: RMIT Business (Management)
Leadership, ethics and organizational failure in a post-colonial context: a case study of genocide in Rwanda.
Introduction
Groups, teams and states are major characteristics of organizational life. It is believed that majority of the organization’s practices need a lot of coordination through working as a team and a group.The leadership of an organization is important in terms of the development of the goals and objectives. Leaders within an organization are responsible for developing the goals and objectives of the organization. In most cases, the success of an organization is usually attributed to the leaders of the organization. The genocide in Rwanda was instigated by the hostility between the Hutu and Tutsi as a result of polarization of the two ethnic groups by the colonial era. The colonization process favored one group over the other. It is believed that the leadership of Rwanda at the time played a major role. Leadership in every country plays a major role in the unity of the nation and in fostering peace and co-existence between different ethnic groups. Therefore the leadership of Rwanda at the time failed to quell the existence of animosity between the Hutu and the Tutsi leading to the experience of genocide that led to mass killings. The paper aims at discussing leadership, ethics and organizational failure in a post-colonial context with a case study of genocide in Rwanda. Main emphasis is laid on organizational failure that instigated the genocide and in particular the correlation between the key leaders and geo-political relations (Scott, 1998).
Leadership traits and concepts
Leadership is considered as the ability to influence the followers towards the achievement of set goals and objectives. Leadership is closely related to management which is aimed at ensuring compliance from the organizational members. The trait theory of leadership is important in terms of defining leadership. The characteristics of the leader can be used for the determination of their leadership styles. According to the behavioral theories of leadership, the specific behaviors of the leaders differentiate the leaders from the non leaders. According to the traits theory of leadership, social, physical, personality or intellectual traits can be used for the purpose of differentiating the leaders from the non leaders. According to the theory, the leader is also supposed to be qualified and open. The contingency theory on the other hand analyzes the environment in which the leader operates. Situational leadership theory examines the ability of the followers to readily accept the instructions of the leaders. There are also various styles of leadership and it plays an important role in determining the potential of the leaders. The charismatic leaders usually portray unconventional behaviors and usually understand. On the other.
ORGANIZATIONAL ASSESSMENT WORKSHEET
Organizational Profile
This category is a snapshot of the organization, the key influences that affect how it operates, and the key challenges that it faces.
- Briefly describe the organization, including its services; its size; its geographic community; its key patient or customer groups; the number of patients it services; and its current facilities, equipment, and technology.
- Briefly describe the organization’s key challenges
Leadership
This category examines how the organizational leaders address values, directions, and performance expectations as well as how focused they are on customers, stakeholders, empowerment, innovation, and learning. This category also examines how the organization addresses its responsibilities to the public and how it supports the community.
- Based on the above indicators, describe one to three key strengths of the organization’s leadership.
- Based on the above indicators, describe one to three areas in which the organization’s leadership can improve.
Strategic Planning
This category examines how the organization develops strategic objectives and action plans and how progress toward the chosen strategic objectives is measured.
- Based on the above indicators, describe one to three key strengths of the organization’s strategic planning.
- Based on the above indicators, describe one to three areas of the organization’s strategic planning that can be improved.
Focus on Patients, Other customers, and Markets
This category examines how the organization determines requirements, expectations, and preferences of patients, other customers, and markets. It also examines how the organization builds relationships with patients and other customers and determines the key factors that lead to their acquisition, satisfaction, loyalty, and retention and to healthcare service expansion.
- Based on the above indicators, describe one to three key strengths in how the organization focuses on patients, other customers, and markets.
- Based on the above indicators, describe one to three opportunities that the organization can take to improve how it focuses on patients, customers, and markets.
Measurement, analysis, and Knowledge Management
This category examines how the organization selects, gathers, analyzes, manages, and improves its data, information, and knowledge assets.
- Based on the above indicators, describe one to three key strengths of the organization’s measurement, analysis, and knowledge management approaches.
- Based on the above indicators, describe one to three opportunities that the organization can take to improve its measurement, analysis, and knowledge management approaches.
Staff Focus
This category examines how the organization’s work systems and staff learning and motivation enable all staff to develop and utilize their full potential in alignment with the organization’s ove.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
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OBJECTIVES PHASE ONE STEP ONEFastCat is a small to medium s.docx
1. OBJECTIVES PHASE ONE STEP ONE:
FastCat is a small to medium sized company that provides
medical software to healthcare establishments to assist them
with the ease of accessing information for the office staff as
well as their patients. Since FastCat is competing with much
larger companies and the industry is experiencing increased
demand due to government regulations they must be aware and
fulfill their objectives to ensure success. FastCat must improve
the flow of information and data reporting to be certain patients
are receiving the correct treatment.
The first objective is to improve the care of patients and make
sure that doctors and patients have the information they need
when they need it. To do this they will need to focus on the
patient-physician interface, provide web and mobile services,
ensure the ease of communication between physicians and
patients, provide privacy to users, and make their systems error
free.
Supporting this objective is the objective to make sure they
keep cost down; not only to help them increase revenue but to
make their software affordable to customers. To help increase
revenue FastCat will try to shave off or better train customers
who are requiring a lot of resources and making the company
little to no profit. Implementing training programs for medical
staff,physicians, and patients will be important to make sure
they know how to properly use the products on their own. This
is also related to the company objective of efficiency. FastCat
will try to move some of their support and manufacturing
offshore in hopes to lower cost, but not quality. FastCat wants
to be cautious that lowering cost will never lower quality or
efficiency; two things they believe the company is established
2. off of.
Keeping cost down for the customers will be extremely
important in retaining current customers and acquiring new
customers because the demand is increasing.
This leads me to another major objective of creating a
competitive advantage that is sustainable. FastCat wants to offer
their customers customized packages while their competitors
only offer standard packages. Right now the demand is at its
peak but when everything settles down FastCat hopes to have
created an advantage that they can sustain and drive out
competitors who entered the industry during the growth.
The HITECH Act provides FastCat with an incredible
opportunity to grow their customer base and increase profits in
a short period of time. In order for FastCat to compete in the
health information technology boom, they need to attract many
more quality employees to their company. With the $30 billion
dollars the government is investing into the HITECH incentive
program, Fastcat will be able to spend more on human capital,
in order to keep future employees from going to other
competing companies.
Another staple objective is the goal to grow the company.
FastCat wants to acquire new customers as well as retain old
ones. They hope to create new features and products, take them
nationwide, and explore international potential. The company
also understands that without the talent of its employees,
growth is not possible. FastCat wants to ensure that they have
enough employees to allow them to take advantage of growth
opportunities. They want to promote from within for upper level
positions hoping this will help them retain talented and quality
employees; another objective of the company. FastCat wants
their employees to not only be satisfied but also engaged in the
company. They know that this will also help support their
objective of sustaining a competitive advantage. In addition to
3. retaining employees FastCat wants to make sure that their
compensation strategy will help differentiate them. They want
to provide employees with a strategy that will attract, retain,
motivate, and comply with company values. They know that in
the upcoming time it will be especially important to retain and
maintain quality software engineers and marketing people.
Although the company wants to fulfill all of their objectives, it
is also extremely important to them that the values of the
company, the environment, employees attitudes, and customer
care is not jeopardized. It is a number one priority when making
a decision to ensure that it is the best thing financially, meets or
exceed customer expectations, and is up to their high quality
standards. In order to be the best medical software available
they must operate efficiently, be consistently reliable, and have
high quality standards.
B.) How detailed/tailored? AND C.) Hierarchical versus
flat?
*Based on Cases in Compensation book
We recommend a tailored structure along with hierarchical. One
of Fastcat’s objectives is for current employees to feel engaged.
One way to do that is by providing clear expectations through
detailed job descriptions that specify the tasks of each job. A
tailored structure would allow for stream lining policies and
procedures in order for all employees to be aligned with the
companies objectives and mission. This also encourages
teamwork among various departments which will create stronger
sense of commitment.
We recommend a hierarchical pay structure because it would
help the company retain talent and create a positive and
collaborative environment. If we have many levels in our
structure employees will feel there is a greater opportunity for
growth within the company and will be able to see clear career
4. paths. This structure will help to identify the difference in the
levels of all jobs. Also, this structure is more transparent for
employees because they will be able to see they are
compensated based in their contribution to the company. This
will be viewed as an equitable process.
PHASE ONE STEP TWO:
· job based structure -
· one structure - means it includes all job families as one and
uses the same plan to evaluate them all
A. DESCRIBE THE PROCESS USED TO DESIGN THE PLAN:
B. SPECIFY WHETHER YOU RECOMMEND A SINGLE
VERSUS MULTIPLE STRUCTURES.
We decided to use a single plan for our internal structure which
will include all job families and use a point based job
evaluation method. Point based evaluations communicate a
common value system and will allow us to evaluate employees
equally which is what this company needs in order to retain
good employees. We want to be as transparent and fair as
possible. This evaluation system also aligns with our
hierarchical structure.
Compensable Factors: reflect how work adds value to the org.
They flow from the work itself and the strategic direction of the
business.
Define it, how were they chosen? How are they scaled? How are
they weighted?
3 CF From Exercise 16:
1. Skills (knowledge, experience, special training)
2. Relationships (with peers, with superiors and subordinates)
5. 3. Responsibility (latitude/scope, for product output, control
exercised over others, for safety of others)
CF selected on own:
4. Complexity of duties (decision making, judgement,
innovation- standardized vs nonstandardized duties)
Bus strategy, work and values
CF #1:
Preparation and Training:
The compensable factor of preparation and training relates to
the minimum level of skills one needs to fulfill a position. It is
assumed that these skills and knowledge are either acquired
through formal school and experience. The software industry is
constantly changing and FastCat must recognize this and be sure
to update the training of their employees in order to help them
stay one step ahead of their competitors. Most of the jobs
require either education or experience and it is really important
that employees have an understanding of the industry to help
the company move forward and innovate new products. FastCat
wants to be able to promote from within and to do this they
must give the employees experience and the proper training in
low level jobs in order for them to progress within the company.
Since most employees are involved with customers they must be
well prepared to answer questions and provide quality service
while resolving the issue. Hiring and firing can be costly to a
company so perhaps instead of firing employees they just need
more training on the task.
they want to have an error free software and they want to hire
within the company. They had hired a lot of employees and the
productivity went down.
CF#2: Contact with others: customer relations, presentations,
helping co workers, interpersonal skills needed for most jobs
6. Contact with others involves meeting with, dealing with, and
influencing other people internally and externally. It is
important that the employees recognize this factor and be held
accountable for it in order to make the company to provide
excellent customer service and have accurate flow of
communication. If all jobs had this responsibility customer
relations would become more personable forming a loyalty from
customers resulting in better reviews, referrals, and high
retention rates. Most of the jobs require teamwork and customer
service. Even for lower level jobs such as entry level
technicians who can be hired with little to no work experience
must possess the quality of strong interpersonal skills. This
could also help improve productivity because communication
would be increased and employees would have a better
understanding of the company and the products.
CF#3: Responsibility/Accountability: to help them feel a strong
sense of commitment to the org.
The compensable factor of responsibility and accountability can
be defined as a way of preventing errors that have a higher
probability of occurring. FastCat is trying to establish a
software that is error free and wants to ensure that their
customers can get any issues resolved immediately upon calling
the company for customer service. Most of the jobs within the
company require the employee holding positions ranging from
low to high level for the work they produce, the service they
provide, and the communication of facts internally. This would
increase productivity because it would provide them with a
sense of importance and motivate them to work with a high
quality standard in mind, one of the most important company
values.
CF#4: Productivity/Results
7. Productivity and results can be related to and defined as the
quality of the output of work and service to customers. We
selected the compensable factor of productivity and results
because FastCat has recently hired more people but yet are less
productive than they have ever been. It is important we know
how to measure productivity or results for each position to
ensure that money is not being wasted on unnecessary positions.
The whole company is working to fulfill the objectives and have
the same goals in mind. The company wants to emphasize the
importance of cutting cost but not quality. Making sure each
employee is productive and producing quality results would
result in not only saving money and creating quality but also
creating a sustainable competitive advantage. FastCat jobs
range from administrative, customer support, marketing,
management, technicians, consultants, and engineers. With so
many different positions it is easy for unproductive workers to
go unnoticed, a problem we hope this compensable factor will
solve.
Compensable Factors:
Preparation and training - 20%
· Skill level - 5%
· education - 5%
· experience - 5%
· goal and standards setting - 5%
Degree
Weight
Total
Skill level
8. Education
Experience
Goal setting
Totals:
contact with others - 30%
· Internal - 5%
· external - 5%
· teamwork/collaboration - 10%
· communication: verbal and written skills - 5%
· conflict resolution 5%
Degree
Weight
Total
Internal
External
10. Impact Internally/Externally
Totals:
productivity and results - 20%
· job complexity - 5%
· development skills -5%
· decision making - 10%
Degree
Weight
Total
Job Complexity
Development Skills
Decision Making
Totals:
11. Implementation Plan
Develop recommendations for how your internal structure plan
is to be administered and maintained over time:
In order for the new compensation plan to be implemented and
maintained over time we must properly implement our new
internal structure. We know that by ensuring proper training for
employees and hiring qualified candidates we can improve the
overall quality of the company’s products and services.
Although implementing new training programs can initially cost
money in the beginning, we will be saving money in the long
run. If we can train current employees and create less errors,
this can save us the cost of a lost customer or complaint and
ensure employee knowledge. Having an employee who is
confident and comfortable with the company values and
products will help increase sales and satisfaction levels. In
addition, it is cheaper to invest in the growth of promoting
current employees rather than to hire from external sources. If
we remain invested in our employees and their success we will
profit from higher retention rates.
Ensuring the communication internally and externally, will help
us fulfill the value of outstanding customer service and
productivity. In addition, we will maintain an open environment
that will ensure employee satisfaction and involvement,
encouraging them to share creative ideas or make suggestions
on improvements without fear of punishment. The people
performing crucial roles within the company everyday often
have solutions to things that others do not even know are a
problem. This would only benefit the profitability of the
company and would cost little to nothing to implement, it is
simply a shift of internal culture. This would allow us to spend
money on other areas of the plan that may be more costly.
Responsibility and accountability is one portion of the plan that
12. could increase cost but would benefit the company as a whole.
We want to be a company that pays employees well, allows
them growth, and provides attractive benefits but at the same
time we cannot do that unless we operate effectively. Hiring
new manager or training current ones to identify and manage
this factor could increase our cost but will be necessary. We are
confident that by holding employees accountable and
responsible they will feel a sense of commitment to the
organization, benefiting not only FastCat but our employees as
well.
A recent survey showed that FastCat's productivity was on the
decline even though there was an increase in employees. This
correlates with the results of the “Employee Engagement”
survey in which employees felt there was a lack of commitment
and the organization was not well managed. It is crucial to a
successful organization that they consistently have high
productivity levels outputting quality results. The key to
maintaining a competitive advantage are the people involved in
sustaining high quality and affordable products with superior
customer service behind it. In order to complete this, we have
to be one step ahead of the competition, and part of doing that
is by ensuring that our employees are productive. Quarterly
reviews and clearly assigned tasks and checkpoints will be
necessary along the way. Having a company compiled of
unproductive employees will only discourage others to operate
in the same way. If employees are successful at achieving this
factor, it is only fair that we compensate them to show our
appreciation and respect for their commitment. Increasing
expenses in compensation can only be justified if we can assure
that the company is meeting objectives and values.
Implementing the plan is equally important to maintaining it
over time. With that being known, the whole company will be
involved in the implementation process and must understand
why these changes are being made and how it will benefit them.
13. The plan will be flexible enough to handle new jobs. Employee
training or development programs will be clear. Having the
employees involved in determining the knowledge, skills and
abilities to be learned will help achieve success in the jobs. In
addition, new employees that join the company will need an
understanding of how these decisions were made.
Communicating the plan verbally is important to us because we
want an environment that welcomes employee feedback.
Releasing updates and surveys periodically is also important to
ensuring the plan continues to work and evolves with the
industry. Human resource managers are able to adjust the plan if
employees feel as though it is failing them due to its flexibility.
Employee training or development programs will be done
frequently to keep up with new skills needed or changes being
made. We will also ensure that the training was successful by
gathering feedback from employees and observing how they use
the information. We will ensure managers make decisions
consistent with the plan by providing constant guidance and
training for decisions that are made. We feel that surveys have
proved to be a great tool to ensure the company is on track..
Also, we definitely want to encourage employees to provide
feedback on how to grow the company and how to improve the
work environment.
What about the appeals procedures and legal compliance?
Developing a Complete Compensation System:
A Term Project
PHASE I: Internal Alignment
STEP 1: RECOMMEND COMPENSATON STRATEGIES AND
OBJECTIVES
Read pages 1 - 12 in Cases in Compensation (CIC) to get
14. familiar with this step. Develop a set of objectives that you
will use in later steps to guide your development of a
compensation strategy. Focus your efforts on specifying the
performance, labor cost, attitudes/behaviors, and legal
compliance objectives that FastCat should pursue. Here are two
examples: (1) Generic compensation system objectives are to
attract, retain, and motivate employees. (2) Another set of
objectives is that a compensation system should be Efficient
(performance, quality, customer and stockholder, and cost),
Fair, LegallyCompliant, and Ethical. These come from the pay
model in your textbook.
At this stage, you are looking to link organizational objectives
to HR objectives to compensation objectives. Page 48 in your
text provides a 4-step model on how to do this. Exhibit A
shows another approach. You choose which one best meets
your needs.
NOTE: the terms “objectives” and “strategies” are difficult to
define. In some instances they are the same. In other
situations, they are different. Generally speaking strategies
ought to lead to objectives. But, these terms are relative. For
example, HR objectives may serve a “strategy” for an
organization objective.
Deliverable #1: A written report on objectives for FastCat’s
compensation system. In CIC, page 10, the section on “Your
First Project at FastCat: Recommended Objectives” sets the
stage for this report. Pages 11 to 12 act as a general guideline
for the rest of your report. Your write-up ought to be 1 to 2
written pages (single-spaced, 1 inch margins, minimum font size
of 12). This is due at the same time your internal alignment
report is due.
STEP 2: RECOMMEND AN INTERAL STRUCTURE
I strongly recommend you continuously refer to page 14 in CIC
for an overview of Phase I. (The remaining pages are
sometimes very confusing.) Refer to pp 13-26 in Cases in
Compensation (CIC) for details on completing this step,
15. EXCEPT for the following deviations:
· Do not develop an evaluation system from scratch. Instead,
select three factors from the job evaluation system in “Exercise
16”. (I will explain in class what Exercise 16 is.) You will find
Exercise 16 in the “Term Project” Folder. It constitutes two
PDFs, Exercise 16, part I and Exercise 16, part II. Refer to
pages 470 – 478, showing different compensable factors.
IMPORTANT NOTE: I encourage you to print both PDFs of
Exercise 16. We will refer to many pages in it. If you don’t
print it, you will find it very difficult to stay up with class. An
electron version takes a long time to scroll through pages. It is
unbelievably slow.
· Then add one additional compensable factor of your choice.
This factor should be chosen to capture whatever is uniquely
important about what is needed to perform the most important
jobs at FastCat (in terms of being central to achieving its
objectives and executing its strategy).
You need not change the definitions of the 3 factors you choose
from Exercise 16, nor the definitions of each level. However,
you will need to rescale levels and the weights of the three
factors from the “Exercise”.
· Total number of evaluation points of the four compensable
factors should equal 1000.
· Develop a job-based structure. Do not develop a person-based
structure.
· Use only one structure.
STEP 3: RECOMMEND AN IMPLEMENTATION THE PLAN
Refer to p. 24 in CIC for detailed ideas to include in this step.
Also refer to p. 14 in CIC for a summarized version of this step.
Deliverable (due on final-exam date): A Report on the
Development of an Internal Structure. Your report should
16. include the following general elements:
1. An executive summary (to be placed after your cover sheet)
2. A recommended internal structure (with tables and/or graphs)
3. Recommended implementation plan
4. A manual on how to use the system
5. A summary and rationale
In addition to above, I offer a checklist of items below to
include in Deliverables 1 and 2: Reports for Compensation
Objectives + Internal Structure, respectively. For grading
purposes, I will look for these items (which are merely specific
items in the five elements listed above), and the quality of
them.
· Does the internal structure strategically align with business
(and HR) and compensation objectives?
· Does the report (internal structure) define consistency
decisions?
· Does the report discuss the relationship between resulting
structure and compensation objectives?
· How does the structure help managers?
· How will the structure affect employee behaviors and
attitudes?
· How does the structure affect fair treatment (Compliance)?
· Is the job evaluation adequately linked to the internal
17. structure?
· How well is the developed factor constructed? Defined?
Levels defined and scaled?
· How well are all four factors weighted and rescaled?
· Does the report spell out how the structure will be evaluated
for its effectiveness?
· Does it account for costs?
· Is there a manual included?
Report Dimensions: Limit your executive summary to no more
than a page (single-space, font size of 12, 1 inch margin). Limit
your internal structure report between 4 to 6 typewritten pages
(single-spaced, 1 inch margins, font size of 12). Use up to 3
exhibits. One exhibit should report job evaluation points (total
and for each compensable factor) for each job. Keep in mind
that the most important part of the assignment is to explain how
your recommended internal structure will help FastCat achieve
its objectives. For more ideas, see the sample table of contents
of a previous class below.
SOFT-DUE DATE: Your report for Phase I must be submitted
on 10/7 if you want feedback. I will not accept them after this
date. The report must be better than 50% completed or I will
not review it. I will return it ASAP so you can address my
comments. The final version is due on your final-exam date.
Side Note: The Phase I report will ultimately be integrated with
the Phase II report to form one comprehensive report. (The
integration should be seamless)
For Your Information: Establish internal equity by ensuring
jobs worth more to the organization are paid higher than jobs
worth less. Job evaluation achieves this end by identifying a
hierarchy of jobs. Several job evaluation exists. The job point
18. method is most popular and the one we use in this class. This
approach contains compensable factors with points deemed
important to compensation objectives being achieved. Four
factors are adequate for most applications: Skill/Knowledge;
Responsibility/Accountability; Effort, and Problem Solving.
Obviously, other factors are possible
Developing a Complete Compensation System:
A Term Project
PHASE II: External Competitiveness (Pricing the jobs)
You will need several sources to complete this Phase: CIC,
Belcher Ch11.pdf, Belcher Ch 12.pdf, Exercise 16, and your
Textbook.
STEP 1: RECOMMEND STRATEGY FOR
COMPETITIVENESS
· Skip this step.
STEP 2: DESIGN A SALARY SURVEY
· Identify benchmark jobs. Benchmark jobs are internal jobs
that serve as market anchor points because they closely
resemble job performed in other organization and/or industries.
Additionally, these jobs should: (a) be important in the
organizations’ internal hierarchy; and (b) represent many
organizational levels.
· Identify the labor market. This step constitutes selecting
organizations who compete for similar jobs in the organization
under study. Common criteria include: organizations in the
same industry, size of company, location, and similar positions.
Companies use salary surveys for acquiring salary data to price
benchmark positions. (Note: Not all benchmark jobs have
market equivalents. Make sure to include the highest and
lowest valued benchmark jobs.) Several types of salary surveys
19. exist for this purpose. A salary metric must also be decided.
This is simply an aggregation statistic of salaries collected from
competing organizations. Three common metrics exist:
weighted mean, average, and medium. The compensation
specialist must identify the best metric, with a rationale for his
decision. Moreover, a rationale for identifying the “labor
market” must be stated.
· To determine your labor market, refer to the term project
folder in Black Board. There are several reports with salary
data related to market jobs (or “Jobs Included in the Survey”).
Note: these are text files that can be opened in MS Word. The
documents have salary data for all surveyed jobs. Below is a
list of reports containing these salary data:
· Finance Industry, includes all companies (finance industry.rtf)
· Finance-Small Firms (Finance-small.rtf)
· Hardware Industry, includes all companies (Hardware.rtf)
· Manufacturing Industry, includes all companies
(Manufacturing Industry.rtf)
· Manufacturing-Medium firms (Manufacturing-Medium.rtf)
· Semi-Conductor Industry, includes all companies. (Semi-
Conductor Industry.rtf)
· Software Industry, includes all companies (Software
Industry.rtf)
· Software – Small Firms (software-small.rtf)
· Software- Medium Firms (Software-Medium.rtf)
· Software- Large Firms (software-large.rtf)
· Surveyed job in the market contain two dimensions: Industry
by organizational size. For example, Software industry,
Software-small companies, Software-medium sized companies,
Software-large companies. You must describe which salary
surveys/data serve you best. Include which data you used and a
20. rationale for your decisions.
· NOTE 1: These documents with salary data are analogous to
the salary data on page 496 in Exercise 16, part II (PART C,
Form 12 Salary Survey Data for Six Small Municipalities in the
Northeast United States)
· NOTE 2: Each Word document has multiple pages. You’ll
find it easier to collapse the data and eliminate superfluous
pages.
STEP 3: CHOOSE PAY POLICY LINE
· Refer to p. 56 in CIS and Belcher Ch11.pdf. In this step, you
determine the initial market line as an anchor. (See below on
how to complete this) Next, you decide if you want to change it
to meet your pay policy. Three policies are as follows: Lead the
Market” (Shift the initial market line upward by a factor index);
Lag the Market (Simply leave the initial market line as it is),
and Lead-Lag the Market (Shift the initial market line slightly
upward by a factor index). Note: this decision usually occurs
AFTER you develop the initial market line.
STEP 4: INTEGRATE INTERNAL AND EXTERNAL
STRUCTURES
· Plot benchmark jobs on a scatter diagram. NOTE: You can
skip “Use of Microsoft Access” section. Or, any reference to
the computer program in Phase II. Instead, we will use
Microsoft Excel. We will spend time in class on how to do this.
That said, the Y axis constitutes market salaries. The X axis
represents job evaluation points. Once the positions are plotted,
a market line can be established. This is accomplished with
linear regression. How does this work? Using Excel > Data
Analysis > Data Toolbar > Regression, highlight Y column with
salary data for the benchmark position. Then highlight the job
evaluation points for the same positions. Check “create chart
with trend line”. Decide what other things to include. Press
Enter. You will see a table with regression data and a chart.
Inspect the data. The regression line constitutes the initial
market line. Finally, you must decide on your pay policy-lag,
21. lead, lead-lag. (See Step 3 above. Also refer to Belcher
Ch11.pdf to understand the difference between these
curves/lines.
· Establish salary grades. The number and width of salaries
depend on various policies. A common way to accomplish this
is to locate clusters of jobs. This may constitute a salary grade,
assuming the jobs are the same. Different jobs should be placed
in different grades. For example, an Accountant I and Human
Resource Generalist I, if clustered together, should be placed in
the same salary grade. Conversely, two different positions
closely clustered (e.g., Engineer 1 and Engineer 2) should be
placed in different salary grades. One way to remedy this is to
change the points on one of the jobs. (Don’t worry about
redoing the entire JE points. Just change the overall points). I
recommend using the equal point method (or the cluster
method) to establish salary widths. (See Belcher Ch11.pdf for
details.)
· Determine salary minimum, midpoint, and maximum. For
simplicity, salary grade widths are 100 points. The center is
half way. For example salary one is 0 to 100 points. The salary
half-width-half is 50 point. First we establish the midpoint for
each salary range. (If you use the cluster method, grade widths
may differ from one grade to the next) We plug in the mid-
width figure into the regression formula and determine the
dollar value of the midpoints for any salary grade. Maximums
and minimums are calculated using Exercise 16, page 468.
YOU must decide the salary range. Phase II on page 57, Cases
in Compensation, Exhibit 23 can help you. However, YOU
must provide a justification for your decision. Check R2 for the
degree to which the internal structure mirrors the external
market. An R2 above .85 is a good indicator.
· Slot FastCat non-benchmark jobs (jobs without market
equivalents). When a company position does not have
an external benchmark, you simply slot that job into a salary
grade based on its job evaluation points. For example, a
FastCat job has 460 points. Locate the salary grade whose
22. width (the range of job evaluation points) includes that figure.
Slot the job into that salary grade. There is no single dollar
attached to the slotted position. Instead, it has a range from the
grade maximum to the grade minimum.
· Develop a salary schedule. See page 497 in Exercise 16.
Include all information except % overlap (the last column).
You must include all Fast Cat positions.
STEP 5: EVALUTE YOUR DECISONS
Evaluate the wage structure. All jobs should be placed in a
salary, within the maximum and minimum. If a job resides
outside, you must decide how to handle it. These are known as
Read-Circle Rates (overpaid job or employee) and Read-Circle
Rates (underpaid jobs or employee). Read CIC, p. 67, Step 2:
Assess current salaries. Or, page 247 of “Belcher Ch12.pdf” for
suggestions. As mentioned above, one way to remedy this in
the initial stages of developing the salary structure is to move
jobs up or down to the adjacent salary grade (allocate more or
less points in the evaluation of that job).
STEP 6: DECIDE ON INDIVUAL PAY: Starting Pay, Pay
Increases, and Promotions.
· Decide on how to pay individuals for different reasons.
Decide on starting base salaries. Should a new employee be
paid at the minimum of the salary range, or somewhere above?
Prepare a policy on how you will decide this. Also, state how
pay increases will be decided. These include, but are not
limited to, cost of living adjustment (COLA), merit pay,
seniority, incentive pay, bonus pay, and/or a combination of
these. Make sure to describe how and why you decided this.
Also, explain how promotions will be handled. How will you
decide what to do with jobs that fall outside a salary grade?
Develop a policy for this. Finally, how will you audit/evaluate
that the compensation system is achieving its goals? See
Belcher Chapter 12, CIC for ideas on how to complete this step.
Deliverable: A report describing Phase II in its entirety. This
23. report includes, but is not limited to, the following elements:
· A graphic of the salary structure using MS Excel or another
medium. No matter what method you use to graph your salary
structure, it must look professional.
· A salary schedule. This is a table that includes various salary
information for all jobs at FastCat. Refer to Exercise 16, part II
for an example of this table. (Specifically, page 497, Part C,
form 13, Part I: Salary Structure for Six Eastern Shore Jobs)
· Description and rationale for all important decisions listed
above
· The professional look of the entire report.
· How well are Phase I and Phase II integrated?
· Does the combined report have a table of contents?
· Summary.
STEP 7: FINAL REPORT: INTEGRATING PHASE I AND
PHASE II
This is your final step. I want you to integrate both phases.
Below is a sample of table of contents of a paper from a
previous class. The group produced an outstanding product.
They posed themselves as consultants giving FastCat
recommendations. The group’s name is Association of
Compensation Experts (ACE). This is very clever approach. I
provide this for illustration of a comprehensive report of a
group going above and beyond expectations. Sufficient to say,
the group received a grade of A+
· Report Dimensions: Limit your external structure report
between 4 to 6 typewritten pages (single-spaced, 1 inch
margins, font size of 12). Use up to 3 exhibits. A graphic of
the salary structure using MS Excel or another medium. (No
matter what method you use to graph your salary structure, it
24. must look professional.) Keep in mind that the most important
part of the assignment is to explain how your recommended
external structure integrates with the internal structure. For
more ideas see the sample table of contents below.
FastCat Complete Compensation Plan and Recommendations
Table of Contents
Executive Summary
Our Company
Association of Compensation Experts (ACE)
Compensation Plan 2015
Recommended Strategy and Objectives
Recommended Job-Based Internal Structure
Design of Plan
Pay Structure
Single Structure with Multiple Job Families
Compensable Factors
1. Complexity/Problem Solving
2. Extraordinary Service
3. Knowledge/Experience
4. Supervision Exercised
Point-Based Evaluation Picture
25. Evaluation of Job–Based Structure
Recommended Implementation Plan
Application Plan Manual
Maintenance of Structure
Management of Process and Communication of Issues
Recommended Strategy for External Competitiveness
Best Alternatives for FastCat
Pay Level and Mix of Forms
Integration of Internal and External Structures
ACE Ideas
Select Key Benchmark Jobs
Defining the Labor Market
Complete Table of Pay Grade Strategy
Graphs
Rationale for Phases II Graphs
Appendix A
FastCat’s Compensation Implementation Plan Manual
FINAL DUE DATE: Your final paper must be submitted on the