Customer – analysis – so they look at past and future customers to see who to target. Product – planning – to see which product did good or bad. Transaction – implementation – how the customers paid for their items cash or credit. Service – maintenance – because the company will continue to make service better. Promotion – design – so that the company knows what products to promote.
HR will select individuals based on there experience, performance appraisal and a pre-screening interview. If applicants pass the pre-screening by HR the Vice President will interview the candidates. Employee records will be readily available as all candidates are being hired internally. The Vice president and HR are in the process of developing a compensation and promotion plan that will consist of a base salary and bonus structure. The training program will focus on the new sales strategy and center around the short and long-term goals of the company.
2. If the Tanglewood redesigns its overall staffing strategy, the first thing they should know from internal staffing gaps. Based on the data, we can estimate the shortage of employees. A forecast shortage of 4505 employees as store associates;they will be transformed into a staffing objective of 4505 accessions to be achieved by the end of the forecasting time interval. On the other hand, in external staffing objectives, Tanglewood stores should conduct job analysis and available formal job specifications that it can use to guide it in establishing qualitative objectives.
(Cascio, 2005) Keeping this in mind, our goal is to have a balance between different pay levels of the sales team, as well as a balance for the employees individually between intrinsic and extrinsic rewards, and financial and non-financial rewards. Salary will be set for each position, for every year an employee is in that position, there will be an opportunity for a pay raise, depending on how positive the employee’s performance appraisals have been for that year. This will be at the manager’s discretion, but each employee will be brought up in an upper management meeting and the reasons for the raise or no raise will be evaluated with the entire committee. Employees will also have an optional rewards package that includes security and health, payments for time not worked, and employee services. Group health care will be available through Kudler Fine Foods; employees will have their choice between a Health Maintenance Organization and a Preferred Provider Organization.
Kudler Fine Foods Frequent Shopper Program Team E Gio Smith University of Phoenix Management Information Systems CIS 205 Sue Julin July 7, 2011 Kudler Fine Foods Frequent Shopper Program Abstract Kudler Fine Foods has identified the need to track the purchases of customers. To do this they are preparing to launch a Frequent Shopper Program. This program will award points to customers to redeem for gifts and other services. To accomplish this, it is crucial to understand the history and make up of Kudler Fine Foods. The background of the company will reveal that they have experienced significant growth and are in need of expanding services.
Abstract Employers implement retention strategies to manage employee turnover and attract quality employees into the organization. Retention programs focus on the relationship between management and their workers. Competitive pay, benefits, employee recognition and employee assistance programs are all part of a company's attempt to maintain employee satisfaction. Human resources specialists utilize feedback they receive from exit interviews and focus groups to improve employee relations and reduce turnover. Transitional development issues plague corporate America daily with the ability to hire and retain quality people; costs associated with training new hires, and conversely seek avenues in improving employee dissatisfaction.
a) What are the consequences of telling the president of your gross miscalculation? In order to determine the sales and income projection, it is useful to forecast the budget based on prior performance of the company. The business performance of the current year will shows how the company is actually performed and this is a good indication to expect the company will perform better in future. As to obtain an accurate sales projection, we collected all the information from the company because each area of business operation might have a separate budget. For example, Fernetti Conductor has a specific budget for advertising, purchasing, sales production and cash budget.
(20 points) MGMT 303 Week 6 Case Study Case Study This week, you will be playing the role of a senior manager whose business is growing and is considering bringing on additional staff. However, the HR manager has suggested hiring potential employees on a temp-to-perm basis. Many organizations are recruiting permanent employees using this policy. Read the case: “The Temptations of Temping.” See the case toward the end of Chapter 14. After reading the case, answer Questions 1, 2, and 3.
The most information the group can collect from company can result in a better decision on a company that can assist with quality versus price options and customer support of products in demand. 3. If one was looking for alternative approaches for Petrie’s customer loyalty program, I would start with each company’s websites. One can obtain customers that have used them and talked with their clients, and look at their track record including customer satisfaction. From there I would narrow the finalists to the top two or three depending on statistics needed to make an informed decision on which company to use.
ABC project, employees had to estimate how they distributed their time among the various activities they performed. Kemps senior management wanted to assign each month's operation expenses to the products and orders processed for customers. Question3 How should Kemps deal with the customer decisions described on page 8 of the case? a. Kemps should places on the concepts of customer centricity, responsible selling, customer support, product quality, and innovation will set in stone the character of the organization. The