...Exercise 10-2 Orientation is the role that introduces new and current employees to a new position or new to an organization and the job. In larger organizations, the supervisor, along with human resources share the responsibilities of orientating new employees. Smaller organizations usually have the supervisor conducting interviews and the orientation process (Ch. 10. Supervision: Key Link to Productivity. Rue and Byars (2004). Training employees consist of five steps. Getting the employees ready to learn, break down the work into components and identify the key points, demonstrate the proper way the work is to be done, and let the trainees perform the work, and put the trainees on their own gradually (Ch. 10. Supervision: Key Link to Productivity. Rue and Byars (2004). The purpose of orientating and training are to see where the employee stands on skills, information, and attitudes that are required for the job, and where improvements are needed. Placement tests in the hiring process are also crucial. These tests help to evaluate the employee on a more personal level and decide which department of a business they would be more effective (Ch. 10. Supervision: Key Link to Productivity. Rue and Byars (2004). After the hiring process has taken place. Then the supervisor and training personnel can than move forward with the three day orientation and training process. Classroom Training: The first day of the new orientation and training process for all new sales clerks will...
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...as real people—beyond their ability to complete tasks or solve workrelated problems (Watson, 2003). One of the things that often hurts relationships between supervisors and their employees is misunderstandings. People tend to make assumptions about the words and behaviors of other people in their workplace. A good supervisor can validate the perception that they have about what people are thinking or saying before they react to it. They can remind team members and coworkers about their duties, meetings, and deadlines in positive and subtle ways, which reduces problems and confusions (Watson, 2003). DETERMINING EFFECTIVE ORIENTATION AND TRAINING METHODS In the three-day orientation and training program that we've planned for our salesclerks, we will review personnel...
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...as real people—beyond their ability to complete tasks or solve workrelated problems (Watson, 2003). One of the things that often hurts relationships between supervisors and their employees is misunderstandings. People tend to make assumptions about the words and behaviors of other people in their workplace. A good supervisor can validate the perception that they have about what people are thinking or saying before they react to it. They can remind team members and coworkers about their duties, meetings, and deadlines in positive and subtle ways, which reduces problems and confusions (Watson, 2003). DETERMINING EFFECTIVE ORIENTATION AND TRAINING METHODS In the three-day orientation and training program that we've planned for our salesclerks, we will review personnel...
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...the link below or Copy Paste Link in Your Browser https://hwguiders.com/downloads/mgt-210-week-5-assignment-exercise-10-2-ojt/ For More Courses and Exams use this form ( http://hwguiders.com/contact-us/ ) Feel Free to Search your Class through Our Product Categories or From Our Search Bar (http://hwguiders.com/ ) An important part of any business is the ability to adequately train new employees in all aspects of the job requirements. A good orientation program will help to ensure new employees are up to speed faster and will better align them into positions in the organization in that the need is greater. With this in mind, I have designed a three day training and orientation plan to completely and effectively train new salesclerks. Training will start at 8:00a.m. and last until 5:00p.m. every day for a period of three days. When new hires arrive, they will be given an outline of the training process that briefly describes items to be covered during training, an employee handbook, and all required paperwork. Each section of the training process will be explained in detail by the supervisor. Below is an outline of a three-day orientation and training session that is to be handed out to each new employee before the orientation and training process begins. MGT 210 Week 5 Assignment Exercise 10-2 – OJT Get Tutorial by Clicking on the link below or Copy Paste Link in Your Browser https://hwguiders.com/downloads/mgt-210-week-5-assignment-exercise-10-2-ojt/ For...
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... Week three assignment 7-2 I am a supervisor at a shoe store and I have just arrived back from company headquarters to find my box full of tasks to take care of myself, and /or delegate to my managers or salesclerks. Two job applications were in my box. (No positions are available at this time) What am I going to do, there is nothing I can do except put them in with all the other applicants who have applied, and call the applicants to tell them I have no positions available at this time. My second task is a note to call one of my salesclerks about a vacation schedule. I called Mary, and she told me that she wanted to submit her vacation schedule. Mary submitted her vacation schedule, and there was another salesclerk who I had already authorized her vacation for the same time Mary had wanted to take off. I told Mary that she would have to change her vacation schedule because I have already authorized another salesclerk to take her vacation at that time. The third task in my box is a notice that the mall will be changing hours for the upcoming holiday, and requesting notice of store plans. What am I supposed to do, I will give them a copy of our store plans for the holiday, because this will help coordinate our hours with each other. The fourth task in my box is customer complaint. This task is...
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...March 23, 2012 MGT/210 Supervision and Leadership Exercise 10-2: OJT Presented to: Instructor unknown University of Phoenix Keeping It Cute (KIC) Fashion Inc. Orientation and Training In 2005, an 18-year-old woman left her home in Bowie, MD for the promise of Los Angeles. She arrived with only $2500 dollars in her purse. In the beginning she struggled looking for a job and a place to stay and things were hard. To make ends meet, she worked as fashion designer’s assistant full time and a waitress part time. She was able to put up a few dollars and finally get a place of her own. Things were not easy for Kytemique but she always manage to save money and move forward. She met an older woman name Sonja Jackson and they had a lot in common and she explained the business to her so they decided to open up a boutique together. Sonja helped Kytemique out a lot. In 2008, the two opened their first boutique called, Keeping It Cute in West Los Angeles, CA. This was the start of what would become the retail legend of KIC Fashion Inc. From the beginning, Kytemique’s business philosophy was based on exceptional service, selection, quality and value. The company built a devoted customer base; and in 2009, the partners added their second store. In 2010, Kytemique’s partner retired and sold her share of the company to Kytemique. The company soon grew to become the largest independent clothing chain in the United States. By 2011, KIC Fashion had four stores in Washington...
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...Case 10. INDIANA SALES: Skyline Pigeon Five years ago, Mr.Narciso Cortes was hired as salesclerk by Indiana Sales, a firm engaged in retailing and financing motorcycle sales. He was the first employee recruited by the newly assigned manager of Santiago City branch. When Mr. Cortes was hired, the branch was only one week old. Within five years, the branch had a full complement of twenty persons including the branch manager, a cashier, a credit and collection supervisor, a sales supervisor, and a parts and service supervisor. Mr. Cortes record as salesclerk was commendable and the branch manager was considering him for promotion as sales supervisor. The salesclerk’s job consisted of entertaining inquiries from prospective customers. If a sale is made he prepares the various documents required including the deed of sale, invoice, and receipt. The sales supervisor, on the other hand, was responsible for overseeing the activities of the salesclerk, the utility boy, the driver, the records clerk, the documents clerk, and the stock clerk. Oftentimes, the sales supervisor had to leave office at 8:00 P.M. due to the requirements of the job. Mr. Cortes indicated to the branch manager that he was happy with his job as salesclerk and he did not aspire to have a bigger responsibility. The branch manager, however, was very insistent, and he informed Mr. Cortes that the following month, he would be replacing the current sales supervisor who was going to be promoted as branch manager and...
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...with critical interest her image in the three-way mirrors, unable to decide if this was one of her really good days or only a mediocre（平庸） day. Judging by Oliver’s expression she looked all right, but it was difficult to tell. The salesclerks saw too many beautiful young women to be impressed, though one told Ginny she envied her hair - not just that shade of chestnut red but the thickness too. In the changing room she told Ginny that her own hair was “coming out in handfuls” but Ginny told her it didn’t show. It will begin to show one of these days, the salesgirl said. Ginny modeled a green velvet jumpsuit（天鹅连绒衣） with a brass zipper （黄铜拉链）and oversized buckles（超大纽扣）, and an Italian knit （针织）dress with bunchy sleeves in a zigzag pattern of beige, brown, and cream, and a ruffled organdy “tea dress” in pale orange, and a navy-blue blazer made of Irish linen, with a pleated white linen skirt and a pale blue silk blouse. Assuming she could only have one costume, which seemed to be the case, she would have preferred the jumpsuit, not just because it was the most expensive outfit (the price tag read $475) but because the green velvet reflected in her eyes. Oliver decided on the Irish linen blazer and the skirt and blouse, however, and told the salesclerk to remove the tags and to pack up Ginny’s own clothes, since she intended to wear the new outfit. Strolling uptown, he told her that with her hair down like that, and her bangs combed low on her forehead, she looked like a “convent...
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... BUS 407 Strayer University Professor O. Boateng Milla Brewer July 27th 2013 An important part of any business is the ability to adequately train new employees in all aspects of the job requirements. A good orientation program will help to ensure new employees are up to speed faster and will better align them into positions in the organization in that the need is greater. With this in mind, I have designed a two day training and orientation plan to completely and effectively train new salesclerks. Training will start at 8:00a.m. and last until 5:00p.m. every day for a period of two days. When new hires arrive, they will be given an outline of the training process that briefly describes items to be covered during training, an employee handbook, and all required paperwork. Each section of the training process will be explained in detail by the supervisor. Below is an outline of a two-day orientation and training session that is to be handed out to each new employee before the orientation and training process begins. New Hire - Orientation Process Orientation - Day One New Employee Orientation 1. Welcome new employees. 2. Introduce new employees to each...
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...DATA You May Not Need Big Data After All by Jeanne W. Ross, Cynthia M. Beath, and Anne Quaadgras FROM THE DECEMBER 2013 ISSUE C ompanies are investing like crazy in data scientists, data warehouses, and data analytics software. But many of them don’t have much to show for their efforts. It’s possible they never will. What’s the problem? To begin with, big data ARTWORK: CHAD HAGEN, GRAPHIC COMPOSITION NO. 2, 2009, DIGITAL has been hyped so heavily that companies are expecting it to deliver more value than it actually can. In addition, analytics-generated insights can be easy to replicate: A financial services company we studied built a model based on an analysis of big data that identified the best place to locate an ATM, only to learn that consultants had already built similar models for several other banks. Moreover, turning insights from data analytics into competitive advantage requires changes that businesses may be incapable of making. One retailer, for example, learned that it could increase profits substantially by extending the time items were on the floor before and after discounting. But implementing that change would have required a complete redesign of the supply chain, which the retailer was reluctant to undertake. The biggest reason that investments in big data fail to pay off, though, is that most companies don’t do a good job with the information they already have. They don’t know how to manage it, analyze it in ways that...
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...my elementary years in Manghanoy Elementary School in the year 1994-2000.My secondary years in Manghanoy national high School in the year 2000-2004.I want to pursued in college but sad to said that my family not able to support me because of financial problem. Since, during those times my eldest brother still studying in West Negros University took up BS- marine Transportation. Then, I decided to look a job. I went to Bacolod city. Those times SM Bacolod was a newly building and needed for more employees. I tried to apply and I was blessed that I was hired as pioneer employee. Since, it was only contractual, after my employment there I looked another job. I’m blessed again that I was hired in MSE Company after there in Gaisano city as salesclerk. But I’m not contented because my work was not permanent and my salary was not enough. Until the time my family decided that I’m going back to school again. In the year 2009, I pursue my studies here in NSCA- Moises Padilla campus taking up Bachelor of elementary Education. Now I’m in third year college. Hoping and praying that I can finish my course and find a stable job someday in order that I can help my family and also for my future family. That’s my life, even for the thorns that cause pain, for the darkness that cause of my hardship; I never give up for I know God is with me and there’s tomorrow waiting for...
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...NAVEA, ANTHONY JOHN C. BLK 3 LOT 33, Carnation St. Camella East, San Nicholas, Bacoor, Cavite ------------------------------------------------- Contact No. 09161618610 ajohnnavea@gmail.com OBJECTIVE: To seek an affiliation with an organization which best utilize my education and to work in a firm whose job environment will give me an opportunity to share my professionalism, efficiency and competence through my knowledge, skills and creativity. QUALIFICATION: Can easily adopt to the environment of a company which I can learn more in my skills, knowledge and personal growth, I can operate conventional/non-conventional machines and read measurements with different types of tool. Can easily learn what my trainer will teach me. EDUCATION BACKGROUND TECHNOLOGICAL UNIVERSITY OF THE PHILIPPINES Ayala Blvd, Ermita, Manila Mechanical Engineering Technology TERTIARY SCHOOL 2011-2014 ST. MATTHEW ACADEMY OF CAVITE NIog, Bacoor, Cavite SECONDARY SCHOOL 2006-2010 ST. THERESE OF LISIEUX SCHOOL Orientville, Molino, Bacoor, Cavite PRIMARY SCHOOL 2000-2006 WORKING EXPERIENCE * 720 HRS. OF SUPERVISED INDUSTRIAL TRAINING METALCAST CORPORATION Mountview Industrial Complex Governor’s Drive, Bo, Bancal, Carmona, Cavite * 3 MONTHS WORK AS CNC OPERATOR METALCAST CORPORATION Mountview Industrial Complex Governor’s Drive, Bo, Bancal, Carmona, Cavite SEMINAR/TRAINING/ACTIVITIES ATTENDED * INTELECTUAL PROPERTY RIGHTS – T.U...
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...------------------------------------------------- Internal Control Questionnaire—Sales Transaction Processing Assertions and Questions | Yes, No, N/A | Comments | Occurrence assertion: | 1. Is the credit department independent of the sales department? | Yes | The credit manager in the treasury department is independent of the salesclerks in the marketing department. | 2. Are sales of the following types controlled by the same procedures described below? Sales to employees, COD sales, disposals of property, cash sales, and scrap sales. | N/A | There is no enough information in this report for this procedure. | 3. Is access to sales invoice blanks restricted? | Yes | The invoices are locked in a closet in the billing department, and sheets in the numerical sequences are removed only for billing clerks’ immediate loading onto the computer printer. | 4. Are pre-numbered bills of lading or other shipping documents prepared or completed in the shipping department? | Yes | They are completed in the shipping department | Completeness assertion: | 5. Are sales invoice blanks pre-numbered? | Yes | The billing clerks produce a four-copy sales invoice on a renumbered invoice form. But sales order documents are not pre-numbered | 6. Is the sequence checked for missing invoices? | No | There is no procedure to check if the sequence is missing invoice numbers but there is a processes to where a shipment is pending until copy $ is received before the order can...
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...How the Campustown Redwood and Ross Store Can Increase Sales to University of Illinois Undergraduate Men Prepared for Mark Hoover Manager Campustown Redwood and Ross Champaign, Illinois Prepared by Deanna Chapman Champaign, Illinois December 10, 2001 December 10, 2012 Mr. Mark Hoover Manager Campustown Redwood and Ross 519 East Green Street Champaign, IL 61820 Dear Mark: Here is the report you asked for September 25 about ways Redwood and Ross could increase its sales to University of Illinois undergraduate men. To increase sales, you should • Train all salesclerks to be more helpful, friendly, and courteous to the customers. • Target sales to fraternity members and freshmen. • Run ads in The Daily Illini on Fridays stressing the style and quality of Redwood and Ross's products and stating the store hours and campus location. • Advertise special sales so that price-conscious students will go into the store and become familiar with the products and store qualities. If Redwood and Ross continues its present promotional activities and fits the new advertising strategy into the program, awareness will increase, which will lead to greater sales in the long run. I enjoyed having the chance to apply marketing theory to a real problem. If you have any questions about the material in this report, please call me. Sincerely, [pic] Deanna...
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...NORDSTROM[1] In 1880, John W. Nordstrom left Sweden and sailed to the United States. Twenty-one years later, with a $13,000 fortune struck in Klondike gold, he opened up a shoe store in Seattle. Today that small downtown store is a shoe and apparel empire with almost 100 outlets in more than 10 states. Nordstrom is one of the most successful department stores with 1995 sales of $3.90 billion and net earnings of $203 million. During the 1980’s and 1990’s the company doubled its size from 29 to 89 stores, opening outlets across California and eastward, in Virginia, Washington, D.C. and, most recently, in Paramus, New Jersey. Sales and net earnings grew comparably. In 1995 profits were up 45% and same store sales were up 4.4%. The number of Nordstrom employees has grown to 35,000. Despite its recent expansion, Nordstrom has remained a family operation. Grandsons John, Bruce, and Jim are all co-chairmen and Jack McMillan, a Nordstrom by marriage, is the company’s president. Nordstrom has no chief executive. The company prides itself on having cultivated a family operation among its workers. All employees are made to feel like members of a family sharing in “the Nordstrom Way.” The Nordstrom Way is perhaps what has set the department store apart from its competition. It is customer service like no one else offers, service above and beyond the call of duty. At Nordstrom, service is an art form. The store host gala dinners and fashion shows has valet parking, concierges...
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