The success of a company can sometimes depend on the success of its sales team. Despite the best product or service in the world, if your sales representatives don't have effective sales techniques, your customers will not be properly provided for. Exploring different sales training methods will help you pick the best one for your company's needs. * Training Needs To make the right investment in sales training, you need to first identify training needs. If you are regularly recruiting sales representatives, you will need to develop an induction training program.
We can ask questions such as: Who is benefiting from outsourcing? What types of jobs are outsourced? What are the effects of outsourcing on Americans? Where are American jobs outsourced to? The Effects of Outsourcing on the Economy In recent years, outsourcing has become an increasingly popular alternative for some of the largest corporations in North America, who are looking for inexpensive ways of lowering overall costs.
Before starting the interview, I should carefully review the candidate's cover letter, resume, background information and references. It is important to keep questions focused and relevant so they are tailored to individual job candidates. For example, if a candidate for sales position spent the last few years working in finance, I asked her how her background can help her become a successful sales rep. Be Clear About Process Businesses often fail to clearly
2. Why is it important to set up a system to organize, manage and track your job search? What tools will you use? How will you get started? It’s important to set up a system to organize, manage and track your job search because you want to be on point and super-competitive when it comes time that you get a job so that you would be able to make a strong positive impression during your interview for the job.
Many employers utilize personality tests in the employment selection process to identify people who have more than just the knowledge and skills necessary to be successful in their jobs. The work place is full of people whose personalities are a mismatch for the positions they hold. Additionally, understanding one's own personality characteristics may improve one's ability to develop as an employee and manager. Therefore, it is important to understand the different facets of personality and the ways in which they can be measured. As a group we chose the personality traits of adaptability, conscientiousness, extraversion and openness to experience as our focus for this research paper.
Therefore, in order to stay competitive, Satre has decided to focus on Harrah’s core competency, which is customer loyalty. In this connection, he has worked towards hiring a competent team, which in turn has developed a data-driven marketing strategy. While at the time, Harrah’s seems to be reaping the benefit of these efforts with a 100% growth in stock price and profits; Satre is concerned with determining how much these marketing efforts had actually contributed to increased profitability, and whether these improved results were actually sustainable or simply a one-off occurrence. SWOT Analysis Strengths | Weaknesses | - Investment in Information Technology | - Inability to compete on 'innovation' with the newer casinos (eg. Mirage and MGM) | - Excellent customer service (as recognized by Casino Player Magazine) | - It is an over 50-year-old company, making across-the-board facility upgrades difficult & expensive | - 50% growth in revenue (higher than industry average) | | - 100% growth in stock price and profits | | - Patented integration of IT network across Harrah's properties | | - Data-driven
In this case, there are different strategies fro attracting and retaining employees. Achieve, comprehend, esteem and self-actualization are the needs and drives that dominate the most in the article. Some companies provide grow opportunities within the company such as training, so they can get better knowledge and be recognized and promoted. It is recommended from the four-drive theory that any job and/or workplace provide balanced opportunity to fulfill the four drives. Q: If Claire Pignataro and some other recruits earn less pay than people in other industries, to what extent would the attraction and retention initiatives described in this case study reduce feelings of inequity?
Frito Lay Human Resource Functions When taking a look at Frito Lay, I think the company is on the right track when it comes to human resource function in a workforce environment. It can be very challenging in today’s society. This paper will describe and identify the important HR functions and analyze how I view these other human resources activities as essential for growth in Frito-Lay. We will talk about different functions like recruitment and employee selection, utilization of human capital resources, balancing the needs of the organization with those of the employees and advising organizational leadership on all aspects of human resources. I hope this paper will help you to critique human resources as they relate to both objective and subjective elements of managing human capital and apply effective human resources staffing management techniques as they apply to individual performance.
For a business that struggles with collaboration morale, it can help incentivize group work. For a company that strives to combat an individualistic workforce, it can aid in cooperation. Employing a team-based compensation strategy in a company will encourage employees to engage with each other, collaborate and strive towards a common goal together, which creates major business benefits. Also, team-based compensation can help a firm stay competitive within its market. Companies that outline their people as their competitive advantage need a strong compensation system to attract and retain their workforce, and employing a team-based compensation strategy will aid in this.
Usually when employers are looking to fill positions within there organizations they usually like to search within the company first. Organizations recruit existing employees through job posting, or communicating information about the vacancy on company bulletin boards, in employee publications, on corporate intranets, and any where else the organization communicates with employees (Noe, Hollenbeck, Gerhart & Wright 2011). After all the people that are currently working for the organization would be the best most likely be the best candidates for the positions. Next, would be to do referrals because it would be more cost efficient for the organization. Also, if the organization already has a good group of people working for them than the current employees already have an idea of what kind of attributes the organization looks for in its employees.