Unit 3 SDM.pdf
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This document summarizes topics related to sales force management, including: 1) Sales organization structure, recruitment and selection, sales training, motivation, and compensation. 2) It outlines the 5 stage sales force staffing process - establishing responsibility, deciding staff needs, defining roles, recruiting candidates, and hiring. 3) Finally, it lists learning activities for students to draft a sales staffing proposal and job advertisement applying the concepts covered.
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Assessment Task Information
Assessment title:Group Report
Module Name:
Business Organisations and Management
Module Code:
FC314
Tutor’s Name:
Dr. Robert (Ratthanava Tivaratchai)
Assessment will be set in:
Week 2
Assessment is due in:
Week 15
Assessment weighting:
40%Assessment Task Instructions:
For this assessment you will work in a small group of 3-4 students (groups will be allocated by your teacher), and you have to write a report that analyses the performance of a specific business organisation for a group of potential investors who are seeking to invest in a major company. You should select a company from the list below:
· Volkswagen
· Procter and Gamble
· HSBC
· H&M
· Walmart
· LVMH Moët Hennessy
· Chevron
· Amazon
First choose the company you are going to research. Your report should include some background information about the company, its performance and market position in relation to relevant internal and external factors in the countries in which it operates.
To successfully complete this task, you should work together as a team: planning, organising, researching, analysing, writing and referencing, to produce an effective written report.
Each team member will be responsible for writing a specific section, or sections, of the report. You must decide, as a team, which sections individual team members will work on.
Report Structure:
Section 1:Introduction –provide some background information about the company, the nature of its business; also include a brief summary of the purpose and content of the report.
Section 2: Operational Overview – this section should provide a summary of the company’s operations: the industrial sector it operates in and the products and/or services it offers; size and scale of the organisation, the methods used to grow the business; the company’s aims and objectives. You should also include your team’s evaluation of how successfully you think the company is achieving or working towards its aims and objectives.
Section 3: Environmental Analysis – this section should contain either a SWOT or a PESTLE analysis for the chosen company. It should also consider how the company has responded to the internal and external factors identified and make recommendations for other possible responses.
Section 4: Marketing – using one or two of the company’s main products or services as examples, this section should identify and describe the marketing mix used for each, and comment on how successful the strategies are and how they might be improved.
Section 5: Financial performance - this section should provide a brief analysis of the company’s financial performance. You will need to locate the company accounts for the last two financial years and comment on financial performance using data contained in the profit and loss accounts and balance sheets.
Section 6: Conclusion –provide a brief overview of thestrengths and aspects for improvement of your company and make recommendations to the group of investors abou.
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Many companies have perceived CRM that accompanied by numerous
uncoordinated initiatives as a technological solution for problems in
individual areas. However, CRM should be considered as a strategy when
a company decides to implement it due to its humanitarian, technological
and process-related effects (Mendoza et al., 2007, p. 913). CRM is
evolving today as it should be seen as a strategy for maintaining a longterm relationship with customers.
A CRM business strategy includes the internet with the marketing,
sales, operations, customer services, human resources, R&D, finance, and
information technology departments to achieve the company’s purpose and
maximize the profitability of customer interactions (Chen and Popovich,
2003, p. 673).
After Corona Virus Disease-2019/Covid-19 (Coronavirus) first
appeared in Wuhan, China towards the end of 2019, its effects began to
be felt clearly all over the world. If the Coronavirus crisis is not managed
properly in business-to-business (B2B) and business-to-consumer
(B2C) sectors, it can have serious negative consequences. In this crisis,
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MGT 430 help A Guide to career/Snaptutorial
The document discusses a needs assessment that a human resources consulting company will conduct for an automobile dealership. It outlines the assignment, which involves proposing needs assessment tools to determine how to design training programs for the dealership's sales force. It instructs writing a 3-4 page paper discussing the process for conducting the needs assessment, possible impediments and how to overcome them, and how the proposed approach compares to standard practices. It emphasizes that the needs assessment is critical to developing an effective training program.
Rec & Sel ppt.ppt
The document defines recruitment as the process of finding and attracting job applicants. It provides several definitions of recruitment from different sources that highlight key aspects like stimulating applicants, creating a pool of candidates, and linking employers to job seekers. The document contrasts recruitment with selection, noting that recruitment aims to attract applicants while selection evaluates and chooses from applicants. It also outlines internal and external sources of recruitment and their advantages and disadvantages. Overall, the document provides a comprehensive overview of the meaning and process of recruitment.
Staffing organization chapter 2
This document discusses Starbucks' staffing strategy and strategic staffing decisions that organizations must make. It explains that Starbucks hires adaptable, passionate team players and treats employees like partners by investing in their development. Starbucks offers competitive wages and benefits to attract and retain top talent. The document also outlines different business strategies organizations may pursue, such as cost leadership or differentiation, and how staffing strategies should support different business goals. It emphasizes that strategic staffing requires understanding an organization's business strategy and life cycle stage.
D3 – Recruit, Select And Keep Colleagues V2
This document outlines steps for a manager to review staff resources and improve recruitment and selection processes. It includes identifying issues with current staffing levels and skills gaps, updating job descriptions with input from external sources, establishing a selection process involving multiple stages to create a shortlist and test candidates, drafting a job advertisement, and implementing a probationary period with criteria to assess new staff. The overall goal is for managers to hire and retain suitable staff to carry out organizational tasks.
Assessment Task Information Assessment titleGroup ReportMod.docx
Assessment Task Information
Assessment title:Group Report
Module Name:
Business Organisations and Management
Module Code:
FC314
Tutor’s Name:
Dr. Robert (Ratthanava Tivaratchai)
Assessment will be set in:
Week 2
Assessment is due in:
Week 15
Assessment weighting:
40%Assessment Task Instructions:
For this assessment you will work in a small group of 3-4 students (groups will be allocated by your teacher), and you have to write a report that analyses the performance of a specific business organisation for a group of potential investors who are seeking to invest in a major company. You should select a company from the list below:
· Volkswagen
· Procter and Gamble
· HSBC
· H&M
· Walmart
· LVMH Moët Hennessy
· Chevron
· Amazon
First choose the company you are going to research. Your report should include some background information about the company, its performance and market position in relation to relevant internal and external factors in the countries in which it operates.
To successfully complete this task, you should work together as a team: planning, organising, researching, analysing, writing and referencing, to produce an effective written report.
Each team member will be responsible for writing a specific section, or sections, of the report. You must decide, as a team, which sections individual team members will work on.
Report Structure:
Section 1:Introduction –provide some background information about the company, the nature of its business; also include a brief summary of the purpose and content of the report.
Section 2: Operational Overview – this section should provide a summary of the company’s operations: the industrial sector it operates in and the products and/or services it offers; size and scale of the organisation, the methods used to grow the business; the company’s aims and objectives. You should also include your team’s evaluation of how successfully you think the company is achieving or working towards its aims and objectives.
Section 3: Environmental Analysis – this section should contain either a SWOT or a PESTLE analysis for the chosen company. It should also consider how the company has responded to the internal and external factors identified and make recommendations for other possible responses.
Section 4: Marketing – using one or two of the company’s main products or services as examples, this section should identify and describe the marketing mix used for each, and comment on how successful the strategies are and how they might be improved.
Section 5: Financial performance - this section should provide a brief analysis of the company’s financial performance. You will need to locate the company accounts for the last two financial years and comment on financial performance using data contained in the profit and loss accounts and balance sheets.
Section 6: Conclusion –provide a brief overview of thestrengths and aspects for improvement of your company and make recommendations to the group of investors abou.
Citibank hrm
The document discusses various aspects of human resource planning and recruitment processes at Citibank. It covers identifying business needs, conducting job analyses and feasibility assessments, recruitment stages including screening candidates, interviews and assessments. It also discusses headhunting processes, competencies for candidates, performance management including scorecards, training and development programs, succession planning and employee benefits.
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Many companies have perceived CRM that accompanied by numerous
uncoordinated initiatives as a technological solution for problems in
individual areas. However, CRM should be considered as a strategy when
a company decides to implement it due to its humanitarian, technological
and process-related effects (Mendoza et al., 2007, p. 913). CRM is
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一比一原版(philau毕业证书)美国费城大学毕业证如何办理
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9 Ways Managers Kill Morale (and What to Do Instead)
This presentation, "The Morale Killers: 9 Ways Managers Unintentionally Demotivate Employees (and How to Fix It)," is a deep dive into the critical factors that can negatively impact employee morale and engagement. Based on extensive research and real-world experiences, this presentation reveals the nine most common mistakes managers make, often without even realizing it.
The presentation begins by highlighting the alarming statistic that 70% of employees report feeling disengaged at work, underscoring the urgency of addressing this issue. It then delves into each of the nine "morale killers," providing clear explanations and illustrative examples.
1. Ignoring Achievements: The presentation emphasizes the importance of recognizing and rewarding employees' efforts, tailored to their individual preferences.
2. Bad Hiring/Promotions & Broken Promises: It reveals the detrimental effects of poor hiring and promotion decisions, along with the erosion of trust that results from broken promises.
3. Treating Everyone Equally & Tolerating Poor Performance: This section stresses the need for fair treatment while acknowledging that employees have different needs. It also emphasizes the importance of addressing poor performance promptly.
4. Stifling Growth & Lack of Interest: The presentation highlights the importance of providing opportunities for learning and growth, as well as showing genuine care for employees' well-being.
5. Unclear Communication & Micromanaging: It exposes the frustration and resentment caused by vague expectations and excessive control, advocating for clear communication and employee empowerment.
The presentation then shifts its focus to the power of recognition and empowerment, highlighting how a culture of appreciation can fuel engagement and motivation. It provides actionable takeaways for managers, emphasizing the need to stop demotivating behaviors and start actively fostering a positive workplace culture.
The presentation concludes with a strong call to action, encouraging viewers to explore the accompanying blog post, "9 Proven Ways to Crush Employee Morale (and How to Avoid Them)," for a more in-depth analysis and practical solutions.
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The findings suggest that by implementing Lean Management practices and addressing key productivity inhibitors, RMG factories can achieve substantial improvements in efficiency and profitability. The study provides valuable insights for practitioners, policymakers, and researchers seeking to enhance productivity in the RMG industry and similar manufacturing sectors.
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Unit 3 SDM.pdf
- 1. Unit - 3 Sales Force Management
- 2. Topics ➔ Sales Organisation structure ➔ Recruitment and selection ➔ Sales Training ➔ Motivation ➔ Sales force compensation ➔ Sales Contest ➔ Negotiation skill
- 3. Sales organisation structure PPT- SOS
- 4. Recruitment and selection- “Choose the Right person” Find one recent news article on salesforce attrition, problem, talent acquisition, mismatch etc.,
- 5. Sales Force staffing process CH-5 1. Establish responsibility 2. Decide the number of sales people needed 3. Outline the type of sales people needed (JA,JD,JQ) 1.Planning 1.Identify sources of sales Recruits ( internal/external ) 2. Evaluate the source of recruits (table-5.3) 3. Contacting candidates through selected source 2.Recruiting 3.Selecting 1.Develop tool & procedure for measuring Applicants 2. Select the salespeople( selection decision) 4.Hiring 1.Make the job offer 2. Acceptance of the Job 5. Socialisation 1. Socialisation 2. Assimilation
- 6. Learning Activity # Being a branch manager of east sales office your company prepare a proposal document to your divisional sales head incorporating the five stages of Sales Force staffing process # Prepare a sales manager job Advertisement for your branch office
- 7. Sales training, motivation and compensation in Unit 3 folder