...The company boasted over $15 billion in revenue five years ago. However, times have changed over the past five years; technology has greatly improved over time. There have been many technological advances that has offered alternatives to CDs. The one thing that has improved the industry some is the government regulations against pirating music, which is essentially stealing the merchandise. 2. E-Sonic’s competition is pretty fierce as the market has been going for quite some time now. It kind of goes along with, don’t reinvent the wheel if it is already working. Consumers might be leery to try on another company, while there are already so many branded companies to choose from. With competitors like iTunes, Pandora, and Sirius, The marketing team will have to have their best to compete with the competition. The other part to that equation is various ways consumers are pirating music and illegally downloading there music rather than paying for their product....
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...Board of Director *Job description A board of directors legally represents the interests of a corporation's stakeholders. Those stakeholders include stockholders of a publicly held corporation, donors to a nonprofit corporation and/or the communities served by either. As their representatives, the board members have the responsibility of establishing, guiding and assessing the overall direction of the corporation. * Job Specification a job specification is a written statement of educational qualifications, specific qualities, level of experience, physical, emotional, technical and communication skills required to perform a job, responsibilities involved in a job and other unusual sensory demands. It also includes general health, mental health, intelligence, aptitude, memory, judgment, leadership skills, emotional ability, adaptability, flexibility, values and ethics, manners and creativity, etc. Purpose of Job Specification Described on the basis of job description, job specification helps candidates analyze whether are eligible to apply for a particular job vacancy or not. It helps recruiting team of an organization understand what level of qualifications, qualities and set of characteristics should be present in a candidate to make him or her eligible for the job opening. Job Specification gives detailed information about any job including job responsibilities, desired technical and physical skills, conversational ability and much more. It helps in selecting...
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...Business 4 Unit 4 [pic] Human Resources By the end of this unit you will understand: ❖ The role of the Human Resources Department ❖ The culture of an organisation ❖ Organisational structures ❖ Working practices available to employees within different types of businesses ❖ The recruitment process ❖ Contract of Employment ❖ Appraisal Part 1 – Human Resources The role of the Human Resources Department The human resources (HR) department is responsible for managing the staffing of an organisation. These responsibilities including hiring new staff (recruitment), providing staff training, carrying out staff appraisal and any other issues relating to staff welfare. The staff in this department will usually have some knowledge of employment law and will be able to advise the organisation in this area. Organisational Culture Different organisations operate in different ways. Some organisations operate in a formal way, whereas others are more relaxed. In the past, the culture of an organisation has been described as ‘The way things get done around here’. While one culture may work for one organisation, a different culture may work for another. It is, however, important that everyone working for that organisation understands, and works well within, the culture of that organisation. TASK 1 Like many organisations, schools have a set of values and everyone in the...
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...against any job applicant on the basis of age, disability, national origin, pregnancy, race, religion, sex or gender, and sexual harassment (EEOC.gov). In order for a company’s hiring process to be effectual and fair to all applicants; HR and the employer are responsible for the designing of job positions along with the explanation of qualifications, duties, and the responsibilities to adhere with ADA, ensure the hiring process presents equal opportunity for all applicants, must contain appropriate and non-bias interview questions and testing procedures, and ensure newly hired employees are orientiented and trained in accordance to the organization to promote and foster good work relations in the organization. Before beginning the process of hiring a person to fill a position within the organization; the organization must appraise and determine the hiring needs (UOI.edu). Within the realm of ADA act of 1990, when determining this new position for a job applicant it is of vital importance to make sure any applicant deemed to have a disability have fair opportunity to apply for this position within the organization. Once the organization has ordained the needs for hiring a job applicant; the hiring process is able to commence forth. The job description sole purpose is to present the cardinal obligations and responsibilities of the position and also to list the skills, knowledge, and capabilities needed to perform all tasks concerning the job (UOI.edu). The job description can be...
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...Executive Summary Most of the organizations face problems when they hire incompetent people for a job. This can be a huge problem for organizations. When an employee is not competent enough for the duties entrusted to him, the employees around him will be disappointed and de – motivated. Not only the employees around him, When the employee realize that his/her competency level was far below to the required standards he/she will also be disappointed in themselves. In this case Global Consumer Products Company wanted to hire a Brand Manager for their newly developed Baby Soap as it was an urgent need for them. In recruiting a suitable candidate for the job they have came across many problem areas. According to this case company haven't been able to attract potential candidates to fit into the job well and they have conduct interviews in a rush manner. Somehow they manage to hire a candidate who is not suitable for this job and had not been exposed to strategic Management initiatives in his previous job. They haven't given proper induction and involved him in business activities from the first day without familiarized with the systems and processes of the company. His competency level was far below to the required standards. His Branding team members were really disappointed and de-motivated. In this case study I have identify the problem areas and recommended solutions for the problems. The case has been examined by identifying the similar cases as literature review...
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...Sample Job Description for Position of Chief Executive Officer Modified by Carter McNamara, MBA, PhD | Applies to nonprofits and for-profits unless noted First-Timers | Library Catalog | Library Home Page | Contact Us | Reprint Permission Authenticity Consulting Home Page | MAP Home Page (The following job description should be reviewed and customized by an organization to meet the needs and nature of the organization.) NOTE: References to a Boards of Directors in the following are in regard to chief executive officers of corporations, whether for-profit or nonprofit. Nonprofit-specific items marked as such. Job Title: Chief Executive Function: · To implement the strategic goals and objectives of the organization · With the chair, enable the Board to fulfill its governance function · To give direction and leadership toward the achievement of the organization's philosophy, mission, strategy, and its annual goals and objectives Reports to: Board of Directors Major Functions/ Accountabilities: 1. Board Administration and Support -- Supports operations and administration of Board by advising and informing Board members, interfacing between Board and staff, and supporting Board's evaluation of chief executive 2. Program, Product and Service Delivery -- Oversees design, marketing, promotion, delivery and quality of programs, products and services 3. Financial, Tax, Risk and Facilities Management -- Recommends yearly budget for Board approval...
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...Bachelor's degree; MBA not required, but preferred. The applicants should have experience in the following area(s): Brand Planning/Development, Marketing. They also mentioned that the candidates should have strong drives to achieve results. Red Bull published the ad in a highly professional way, whereas Dekko Group did not do it. Red Bull mentioned their requirements in bulletin points and in detail, which highlight each and every point and Dekko Group, wrote all their requirements in one paragraph which is little vague. Red Bull mentioned the age limit Dekko Group did not. Red Bull mentioned key results and deliverables (what does success look like) but Dekko Group did not say anything regarding this. Red Bull broadly described about major activities to ensure achievement of key results and deliverables and Dekko did not mention about it. Red Bull did not mention the salary they will give but Dekko Group clearly mentioned it. 1. Dekko Group did not mentioned key results and deliverables (what does success look like) 2. Dekko Group did not publish the add in a highly professional way 3. Dekko Group did not mention the age limit 4. Dekko Group did not broadly described about major activities to ensure achievement of key results and deliverables 5. Red Bull did not mention the amount of the salary Vacancy for Marketing Executive Both Mir Telecom LTD and nature Publishing Group wants...
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...Administrative Assistant Job Description Job Summary The administrative assistant maintains responsibility for all of e-sonic’s clerical functions. Administrative assistants should possess strong multi-tasking abilities, exemplary inter-personal skills, and the ability to work in a dynamic environment which thrives on change. E-sonic requires their administrative assistants to possess at least a high-school diploma, with some college experience preferred. Experience working in the recording or technology industry is highly desired. (Appendix 2 pg.57) Job Duties An administrative assistant basically: • Answer, screen and transfer inbound phone calls • Receive and direct visitors and clients • General clerical duties including photocopying, fax and mailing • Schedule and coordinate meetings, appointments and travel arrangements for managers or supervisors • Resolve administrative problems and inquiries • Open, sort and distribute incoming correspondence Workers Specifications 1. Any one or any combination of the following types of preparation: (a) credit for college training leading to a major or concentration in Business Administration or other fields closely related to executive support functions. (b) two years of work experience as a professional staff member supporting top-level executives in a technology environment. 2. Two years of professional work experience supporting top level executives in addition to the training and experience and experience...
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...planninG Singapore rEcrUitMEnt i OUtSOUrcinG i cOnSUltinG Contents 4 6 8 11 15 16 18 22 24 26 27 29 Executive Overview Introduction Accounting & Finance Banking & Finance Call Centre Engineering & Technical Healthcare & Life Sciences Human Resources Information Technology Office Support Procurement, Supply Chain & Logistics Sales, Marketing & Advertising kelly Services, inc. (naSDaQ: kElYa, kElYB) is a leader in providing workforce solutions. kelly® offers a comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary, contract and permanent basis. Serving clients around the globe, kelly provides employment to more than 550,000 employees annually. kelly has been at the forefront of the recruitment industry for over 60 years and has set the industry benchmark with innovative recruitment and retention strategies. we pride ourselves on delivering a high level of customer service and providing the right talent in accordance with our clients’ requirements. all our candidates undergo a stringent screening process to ensure they are the best possible fit for the job. for more than 30 years in Singapore, and with offices across the island, kelly has in-depth experience working with Singapore’s leading companies and delivering the best talent available. kellyservices.com.sg All rights reserved. No part of this book may be reproduced or transmitted in any form without the written permission from Kelly Services...
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...------------------------------------------------- Art director From Wikipedia, the free encyclopedia | This article needs attention from an expert on the subject. Please add a reason or a talk parameter to this template to explain the issue with the article. Consider associating this request with a WikiProject. (October 2011) | | This article needs additional citations for verification. Please help improve this article by adding citations to reliable sources. Unsourced material may be challenged and removed. (June 2008) | Art director (A.D.) is the title for a variety of similar job functions in theater, advertising, marketing, publishing, film and television, the Internet, and video games.[1] Contents [hide] * 1 General role and job description * 2 Interfacing between information technologies and marketing activities * 3 In advertising * 4 In film * 5 In publishing * 6 In Japanese animation * 7 See also * 8 References * 9 External links ------------------------------------------------- General role and job description[edit] Various artists may create or develop specific parts of an art piece or scene; but it is the charge of a sole art director to supervise and unify the vision. In particular, the art director is in charge of the overall visual appearance and how it communicates visually, stimulates moods, contrasts features, and psychologically appeals to a target audience. The art director makes decisions about visual elements used, what artistic style to...
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...specifics of what Kudler’s expects of them, they will also be provided with job specific training programs and regular individual and group appraisal. Our goal is to provide our customers with the ultimate customer service while retaining our employees by providing career development, effective appraisals system, and fair compensation. “Organizations today are constantly undergoing change in what, and how, work is done, the job description has emerged as a powerful tool for avoiding chaos” (Grant, p.40, 1997). As we are restructuring our firm and developing new strategic and operational plans, several new positions are needed, the combination of these jobs will implement our goals. The main five positions that will be created are: first level service manager, catering service director, customer service relations advisor, marketing manager, and general administrative assistant. “The job description holds great potential for guiding the execution of key human resource management functions” (Grant, p. 36, 1997). To eliminate any confusion the below mentioned job descriptions were written with “the focus on what the employee does, not on how--and not on how accomplishment will be measured” (Grant, 1997). 1) First level service manager- Responsibilities includes the planning and directing all cashiers, conducts team meetings with the catering service director, customer service relations advisor and marketing advisor. Reports to upper level service manager also conducts annual appraisals...
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...Manager’s Job in Context Contents Introduction……………………………………………………………………………………3 The organization……………………………………………………………………………… 3 Job Description of a manager in an organization......................................................................4 Organizational Structure...........................................................................................................6 Internal and external interactions of Managers.........................................................................8 Recommendation......................................................................................................................9 Conclusion...............................................................................................................................10 References...............................................................................................................................10 Introduction Organizations can be considered as a system which consists of a numerous number of people who coordinate and work together to achieve the common goal. Organizational behavior is the set of actions performed by the individuals or the attitudes of the individuals in a particular organization. For a manager it is very essential to study and understand the organizational behavior as it will assist him to identify and correct problems, establish necessary changes etc. Management or managers plays a vital role in organizational behavior and in achieving...
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...Strategic Management Assignment #1 Lynne Schmold 000533167 Case Study - Google Strategic Management Assignment #1 Lynne Schmold 000533167 Case Study - Google Table of Contents Contents Job Description 2 Organizational Chart 2 Plan Development 2 Reason for Plan 2 Competitive Analysis 2 Environmental Scan 2 External Environment 2 Internal Environment 2 Company Assets 3 Physical 3 Intellectual 3 Current Life Cycle 3 Ethics 3 References 3 Job Description The Marketing Manager’s job description includes being responsible for creating and implementing Google’s marketing strategies to successfully represent the company’s goals and main objective. The responsibilities and duties of the marketing manager includes but is not limited to: * Identifying potential markets * Oversee new product introductions * Develop pricing strategies * Supervising marketing department Organizational Chart Board of Advisors Board of Advisors Board of Directors Board of Directors Marketing department Marketing department Business Development Business Development Marketing and Resource Manager Marketing and Resource Manager Management and Administration Management and Administration Plan Development It is expected that the sales of Google are to grow by 10% in the next year. The plan that is going to be implemented is to promote the potential for more mobile options into the current products offered. Instead of offering certain types of phones, like LG, Samsung etc...
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...Management case study of Module II REPERCUSSIONS IN RECRUITING INCOMPETENT PEOPLE Global Consumer Products Company wanted to recruit a Brand Manager for their newly developed Baby Soap ranges and it was a very urgent position to be filled as the marketing condition was very healthy, accordingly the company advertised the vacancy on a week day English newspaper. The advertisement was hurriedly & internally drafted and sent it directly to the newspaper office. Since it was advertised in a hap hazard manner, some of the salient features of a well drafted advertisement were missed out, such as clear Job description and Job specification for the position advertised. Once published only few candidates applied for the job but hardly they found suitable candidates. The Director of Marketing and the Director of HR shortlisted the CVs and called for interviews for 3 candidates. The 1st interview was carried out just before a monthly board meeting and they were rushing to the meeting without paying much attention to the interview, though two candidates were selected for the final interview. The final interview was Scheduled in 10 days after the 1st interview with the CEO and the Marketing Director and his team attended for an exhibition which was attended by lot of multinational and local consumer goods giants. After the exhibition they managed to get-substantial volume of orders for their newly developed Baby Soap ranges. After 10 days’ time the final interview was carried by the...
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...Individual assignment Student: Nguyen Anh Vu Class: EMBA10A Subject: Human Resource Management in Honda Vietnam – Planning and Job design 1. Honda HR planning Human resource planning uses data from the analysis of labor supply and demand to forecast the shortages and surpluses of labor force. In order to build an effective human resource planning, “the organization needs to identify the appropriate goals” and “formulate and implement a planning process gathered”. A model overview the whole planning process has been developed: Figure 1: Overview of human resource planning process (De Cieri, Kramar) At Honda Vietnam (HVN), the manpower plan is often made twice per year. It is one integral part of business & HR strategy. In order to implement the business strategy, they need the skilled workforce. Together with that, the learning & development is also reported to the BOD so as to get approval for budget. “The power comes from inside”, the workforce planning will foresee the sufficient manpower to enforce the company power including the market-share & brand power stand in the automobile market which are its business strategies. “Manpower is the key driver of Honda automobile competitive advantage in automotive industry” Mr. Gan Kok Seng – the deputy general director said to the Vinh phuc Social Invalid & Labor Department in Feb 2009. Referring to the very successful case study “Human resource management in Australia of St. George Bank” Honda Vietnam actually...
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