TLIP4001A ASSESSMENT ACTIVITY 1: How can examining future opportunities and directions help towards the contribution of a shared vision and values for the workplace, and the shaping of business goals and objectives? A customer service delivery plan is a strategic and tactical plan for achieving marketing objectives. It is a detailed document that determines how new business will be acquired and how the existing customer base will be maintained and strengthened. Customer service delivery plans are not just about targets and how to achieve/exceed these targets. ASSESSMENT ACTIVITY 2: Why is it necessary, as part of the planning process for customer service teams, to review previous performance and successful approaches and to identify factors affecting performance?
After the human resource department is aware of the new hire or trainee accepting the job offer, the human resources department will be able to start the background check, and verify the candidate is knowledgeable making sure the applicant is qualified for the position desired. The Human Resources department with coordination of the department manager should be able to set up the date and time for a new hire orientation to relieve the campus recruiter of these duties so he can focus on the various processes of recruiting new
Section one: Develop recruitment, selection / induction policies and procedures Questions Activity 1 1. How can you identify policies and objectives relevant to the recruitment, selection and induction process? You can identify policies and objectives relevant to the recruitment, selection and induction process by what they address and what they include. 2. Give examples of some recruitment, selection and/or induction policies Some examples of recruitment, selection and/or induction policies are: * Application processing * Interviewing methodologies * Job description and evaluation * Recruitment advertising * Training for new staff 3.
As you spend time with other peer marketing managers, you realize that the company does not place an emphasis on planning within the marketing organization. Why is planning important in marketing? What are the essential components of a marketing plan? How would you convince your supervisor that the marketing department should produce formal marketing plans? MKT 421 Marketing Week 2 DQ 1 What is marketing research?
The evaluation can be done on the basis of feedback from the customers and by monitoring the behavior of the employees with certain customers (NC State University, 2009). Rationale behind method of training The new employees will be imparted training using role playing and on-the-job training methods to ensure effective customer service that meets the standard of the company. The combination of these two methods is most appropriate for imparting customer service training to the new employees. In the role playing method of training the new employees will be required to assume different roles and act out the situations that occur in a retail store. For example two employees will be given a situation where one employee will be required to enact a customer and other will play the role of employee.
Recruiting Like many retailers, Tanglewood has high recruiting needs in entry level positions due to a high rate of turnover. Tanglewood’s current recruiting methods vary from one region to the next. By assessing these various methods and comparing their overall effectiveness, we have a good opportunity to improve the recruiting process, thus optimizing the operations of this organization. We will review the target demographics, and look into the methodology of each region’s present recruitment styles. The desire to create a unified recruiting process will be reviewed and evaluated, with an ultimate goal of devising a functional, efficient and profitable recruiting service for this organization.
InterClean Report D. L. H. HRM/531 February 21, 2011 Adam Carr InterClean Report InterClean Sales Position Introduction InterClean is undergoing a new departmental job opening. The new position will be primarily a sales and retention position. Service Representatives for this initial opening need to be well trained, experienced and competent at, not only, making sales goals but also at retaining customers past the sale. As we discuss further we will look into the basic job analysis, selection methods, workforce planning method, and then give recommendation on having gone through that process of which corporate team members to select for this particular position. Job Analysis This new role with InterClean is being designed around a customer centric sales approach, the Relationship Selling approach.
Current Statistical Results (3.1 & 3.2) The Tanglewood Company provides excellent customer service and always strives to maintain quality employees. Recently, several store managers have doubts about the employees hired to work for them. The current methods used in the selection process of new employees received negative reports from managers. Teamwork has been a problem with employees failing to realize Tanglewood’s reputation for organizational culture. This has caused managers to fire employees.
Answer: A Explanation: A) The embedded HR unit assigns HR generalists directly to departments like sales and production to provide the localized human resource management assistance the departments need. If employees are unable to receive the HR assistance they need on a regular basis, then it would be appropriate for the firm to assign HR generalists to each department as a direct line to the HR department. Diff: 3 Page Ref: 6 AACSB: Reflective Thinking Chapter: 1 LO: 2 Skill: Critical
These details would include payroll title, pay, department and purpose of the position (Mathis, Jackson, Valentine, 2013). Marie then will give the personnel department the desired experience, abilities, and education requirements for the position. 1st level screening The personnel department will advertise the position and review the resume's and complete initial interviews of those that meet the preferred qualifications for the position. This process includes a prepared interview format that includes questions to determine job-related skills (Ree, Rayner). 2nd level screening A second level interview is done by the management of the department the position is in.