Outdoor-lifestyle retailer Essay Example for Free

Outdoor-lifestyle retailer Essay Executive Summary BBQfun will be the leading outdoor-lifestyle retailer, catering to the growing need for furnishing new and renovated dwellings in the greater Brisbane area. The assortment offer of BBQs, outdoor furniture and BBQ accessories will position BBQfun as best inclass for outdoor-lifestyle retailing. BBQfun will reinvent the way people shop for outdoor-lifestyle products. BBQfun will build its reputation on offering the fullest assortment of products possible in our chosen fields, incorporating both local and imported goods with products sold on easy to manage long-term payment plans. Our after sales service and 3 year guarantees will find traction with a market dominated by low-quality. Situation Analysis BBQfun is close to entering its fifth year of operation. Te initial rollout of stores has been well received, and marketing is now critical to its continued success and future profitability. The store offers wide-ranging outdoor-lifestyle items on easy to manage payment terms and supplies a three year guarantee on every item sold. The basic market need is for quality, fashionable and unique outdoor-lifestyle items that caters to the house-proud needs of our market. Market Summary BBQfun possess good information about the market and knows a great deal about the common attributes of our most prized and loyal customers. BBQfun will leverage this information to better understand who is served, their specific needs, and how BBQfun can better communicate with them. Market Demographics †¢ Accessibility. The patron can gain easy access to the store with minimal wait. †¢ Customer service. The patron will be impressed with the after sales service and Guarantees. †¢ Competitive pricing. All products/services will be competitively priced relative to comparable high-end outdoor-lifestyle lines. Above all, BBQfun believes that easy to access stores with extensive choices in our chosen fields, that are sold on an easy to manage payment plan with a three year guarantee are the keys to our customer’s needs and wants. Market Trends The market trend for outdoor-lifestyle stores is headed toward a more sophisticated and informed customer. The outdoor-lifestyles patron today relative to yesterday is more sophisticated in a number of different ways. †¢ Item quality. The preference for high-quality items is increasing as customers are learning to appreciate the qualitative differences. †¢ Unique. Our patrons appreciate the opportunity to include outdoor-lifestyles in their home that stand out from the mass produced and sold low quality items. †¢ Selection. People are demanding a larger selection of choices, they are no  longer accepting a limited offer in outdoor-lifestyles. The reason for this trend is that within the last couple of years there has been an explosion of media in the form of TV shows and magazines that have promoted exotic and different outdoor-lifestyles. Our patrons no longer need to accept a limited number of options. With more choices, patrons have become more sophisticated. This trend is intuitive as you can observe a more sophisticated patron in larger city markets such as Sydney or Melbourne where there has been more choices available. BBQfun strongly believes that customers are more interested in range of products, after sales service and easy to manage payments than any other issues. These are the reasons that they will shop with us and become loyal patrons. Technological developments with the broadband rollout across greater Brisbane and Australia is opening up significant opportunities for internet shopping and for providing information for our customers about our product range. Market Growth In 2008, the National outdoor-lifestyle market reached $300 million dollars. Outdoor lifestyle sales are estimated to grow by at least 6% for the next few years. This growth can be attributed to several different factors. The greater disposable household income from the two income families, the greater availability of affordable and interesting quality imports with the high value of the Australian dollar and the marketing by popular TV shows like ‘Homes Beautiful’ and ‘Better Outdoor-lifestyles’. Economy Based on economic forecasts, BBQfun assumes that interest rates are staying steady and so will have no affect on disposable income. The same assumption is made about employment levels, where BBQfun assumes that unemployment levels remain the same at 4.7%. Political From research carried out, BBQfun identified that the Government focus and emphasis in future legislative direction will be about ‘growing the economy’ and ‘population base which BBQfun sees as a positive for their business model. There is also a strong push for environmentally sound business practices in the legislative framework. BBQfun, as business operating in Australia, will abide by the law in all its dealings and comply with all legislation that impacts on its business activities. SWOT Analysis The following SWOT analysis captures the key strengths and weaknesses within the company, and describes the opportunities and threats facing BBQfun. Strengths †¢ Excellent staff who are highly skilled and knowledgeable about outdoor-lifestyles. †¢ Great retail space that is bright, functional and efficient for a commercial urban district. †¢ High customer loyalty among repeat customers. †¢ Assortment offerings that exceed competitors offerings in quality, range and accessibility. Weaknesses †¢ A limited marketing budget to develop brand awareness due to the lack of critical mass and store cover. †¢ The struggle to continually fund the growing long term repayment plans taken out by our customers. Opportunities †¢ A growing market in a high growth area with a significant percentage of the target market still not aware of BBQfun’s offer. †¢ Increasing sales opportunities outside of our target area – greater Brisbane. Threats †¢ Competition from local independents that can reduce prices as owner operators lower than our staff run stores. †¢ Competition from National chains moving into the Brisbane market. †¢ A slump in the economy reducing customers disposable income spent on outdoor-lifestyles. Competition National Competition †¢ The Yard: has a limited selection but significant depth. All Australian made. No significant marketing or promotion. The price point is high, but the quality of products are quite good. Not in Brisbane. Mostly in Sydney and Melbourne. †¢ BBQ’s R us: Broad range of outdoor-lifestyle products including trinkets and furnishings. Lots of cheap imports. Concentrating on established markets. Strong in the replacements segment. Not in Brisbane. Mostly in Melbourne and Adelaide. †¢ Outdoorz: Large operations of only a few stores per city. Mass markets outdoor lifestyles at good value prices. No imported goods. Extensive advertising. Low to medium quality. Not in Brisbane. Strong in the replacement segment rather than new and refurbished  dwellings. Strong in other capital cities. Local Competition †¢ All independents. These stores are owned by individual owner operators. Ranges vary according to owner preferences. Very little imports. Mostly retailing Australian manufactured goods. Collectively their average item sale price is $250, have a market share of 48%, and are growing at about 8% per year. BBQfun do not see the competitors changing their marketing strategy or product offer in the foreseeable future. Growth and Share Analysis New dwellings – growth in potential customers 10%. Estimated Brisbane customer numbers in 2010 is 95,000. Renovations – growth in potential customers 7%. Estimated Brisbane customer numbers in 2010 is 35,000. Replacement – growth in potential customers 5%. Estimated Brisbane customer numbers in 2010 is 120,000. Service Offering BBQfun has created a outdoor-lifestyles range of retail products that are differentiated and superior to competitors. Customers can see the quality of the product as it is displayed in the stores. The following are characteristics of the product: 1. BBQfun’s credit offer is backed by a top tier bank. 2. Imported products make up 33% of the assortment. 3. The 3 year guarantee is unique in the market place. 4. Broadest possible range in chosen fields. BBQfun’s prides itself on providing service that is on par if not better than any of the local independent stores and far in excess of the national chains. BBQfun will ensure that all aspects that are involved in the delivery of satisfaction to the customer will work using an integrated approach. At a GlanceThe Prototype BBQfun Store: †¢ Location: a commercial, suburban neighbourhood, or urban retail district. †¢ Design: bright and functional. †¢ Size: 1,000 to 1,500 m2. †¢ Employees: 15 to 20 full time plus casuals †¢ Types of transactions: 60% cash, 40% on long term repayment plan. Keys to Success Location. BBQfun’s site selection criteria are critical to success. Scott Bremmer, former partner of an international chain, helped us identify the following site selection criteria: †¢ New dwelling populations. †¢ Shopping patterns requiring easy access. †¢ Customer car parking counts. Critical Issues BBQfun is still in the speculative stage as a possible franchise concept or joint venture. Its critical issues are: †¢ Committed to sales growth which allows for greater options in import assortments and in reduced price with volume buys. This will promote our uniqueness and contribute to improved profit margins. †¢ Continue to finance the easy manage long term repayment plan for customers. †¢ Locate in easy access sites close to the growing markets in new dwelling development. Marketing Strategy BBQfun’s advertising budget is set at $250,000 for the year. The advertising program will target local letter-box drops, radio and magazines. BBQfun’s will do direct mail and local advertising, with coupon inserts in the BrisNews magazine likely to be the most successful of the campaigns. BBQfun will try to get articles about BBQfun into the BrisNews magazine. Previous features in the BrisNews magazine has seen a dramatic increase of sales immediately after the article was published. Mission BBQfun’s mission is to provide customers with the most extensive assortment of quality outdoor-lifestyle products available in the market. Our after sales service is second to none supported by our easy to manage long term repayment plans which make unique, imported and high quality outdoor-lifestyle affordable to all. BBQfun exist to attract and maintain outdoor-lifestyle customers wishing to purchase products that give our customers pride in their homes. Our services will exceed the expectations of our customers. Marketing Objectives 1. Increase sales from $15million per year to $20million per year in the next  three years 2. Increase our loyalty customers list from 10,000 to 16,000. 3. Establish brand recognition in Brisbane so that at least 2 in 3 people recognise our brand in a random survey taken in 18 months time. 3.3 Financial Objectives 1. A double-digit growth rate for each future year. 2. Reduce the overhead per store through disciplined management of expenses. 3. Continue increase our gross profit margins. Target Marketing The market can be segmented into three target populations: †¢ New dwellings – generally want to purchase entire suites. Typically shopped as couples. Price sensitive to a point but co-ordination is the highest priority. †¢ Renovations – demand for high quality and different items. Unique and exotic over rides price concerns. †¢ Replacement – basic functional products that replace and broken or worn item. Single shopper. Cheap price required. The BBQfun customers are mostly aged between 20 and 50, making up 50% of the new and renovated dwelling market. Outdoor-lifestyle stores have been very successful in stand alone, extensive car park access, close to new housing estates being established. These areas have families who have household disposable incomes of over $40,000 per year. Combining several key demographic factors, BBQfun arrives at a profile of the primary customer as follows: †¢ Sophisticated people who are house proud. †¢ Shoppers who will drive to an easy to access store. †¢ A customers who requires payment plans to spread their commitment over an extended period. †¢ Renovators and new home builders †¢ 20-50 year olds Positioning BBQfun will position itself as a broad assortment, quality, unique outdoor-lifestyle retailer. Brisbane consumers who appreciate high-quality and uniqueness will recognize the value and unique offerings of BBQfun. Patrons will be single as well as families, ages 20-50. BBQfun’s positioning will leverage their competitive edge: †¢ Product. The product will be wide ranging, quality and unique. It offers the house proud customer a different  option from the cheap mass produced offer prevalent in the market †¢ Service. BBQfun offer the only 3 years guarantee in the market. Our easy play payment scheme is just what our mortgage repaying customers welcome. Our experienced staff can assist with product knowledge second to none in the industry. By offering a superior service in range and uniqueness, BBQfun will excel relative to the competition and achieve our objectives. Strategy Pyramids The single objective is to position BBQfun as the premier outdoor-lifestyles store in the greater Brisbane area, commanding a majority of the market share within five years. The marketing strategy will seek to first create customer awareness regarding their services offered, develop that customer base, and work toward building customer loyalty and referrals. The message that BBQfun will seek to communicate is that BBQfun offers the widest, most exotic, easy access outdoor-lifestyle products in Brisbane. This message will be communicated through a variety of methods. The first will be direct mail. The direct mail campaign will be a way to communicate directly with the consumer. BBQfun will also use ads and inserts in Brizzy magazine.The last method for communicating BBQfun’s message is through a grassroots PR campaign. This campaign will invite people from Brizzy for lunch to get articles written about BBQfun into the news. Because of this level of effectiveness and low/zero cost, BBQfun will work hard to get press in the Brizzy. BBQfun also believe that the local patrons far prefer to receive information from the store via flyers in the letterbox. Marketing Mix BBQfun’s marketing mix is comprised of these following approaches to pricing, distribution, advertising and promotion, and customer service. †¢ Pricing. While BBQfun will price at comparable prices for comparable quality, it will not be cheap. We push value over cheap and back this up with a 3 year guarantee. †¢ Distribution. BBQfun products will be distributed through a chain of retail stores which customers can access easily via the large car parking arrangements. †¢ Advertising and Promotion. The most successful advertising will be ads and inserts in the Brizzy as well as a PR campaign of informational articles and reviews also within the Brizzy. Promotions will take the form of in store entertainment and competitions with prizes to exotic overseas destinations. †¢ Customer Service. BBQfun’s philosophy is  that whatever needs to be done to make the customer happy must occur, this investment will pay off with a fiercely loyal customer base who is extremely vocal to their friends with referrals. Product development It is envisaged that new products will be developed on a regular basis in line with changes in customer taste which is targeted at every 12 months. The plan for product testing is to engage market research firms. By getting feedback from these firms, changes can be made or products ‘canned’ so that only tested and proven products make it onto the store assortment list. Marketing Research During the initial phases of the marketing plan development, several focus groups were held to gain insight into a variety of patrons of outdoor-lifestyle stores. These focus groups provided useful insight into the decisions, and decision making processes, of consumers. An additional source of market research that is dynamic is a feedback mechanism based on a suggestion card system in store. The last source of market research is competitive analysis/appreciation. BBQfun management will continually visit local outdoor-lifestyle stores for two reasons. The first is for competitive analysis, providing BBQfun with timely information regarding other store’s service offering. The second reason is that local business owners, are often part of an informal fraternal organization where they support each others business. Financials, Budgets, and Forecasts This section will offer a financial overview of BBQfun as it relates to the marketing activities. BBQfun will address Break-even Analysis, sales forecasts, expense forecasts, and how those link to the marketing strategy. Break-even Analysis The Break-even Analysis indicates that $1.1 million in sales per year will be needed to reach the break-even point. Fixed costs are estimated at $150,000. Variable costs are 40% of sales, therefore sales of $1.0 million will be sufficient to pay for the fixed and variable cost. Sales Forecast The first year of the plan will be used to get the cafe up and running. By year two things will get busier. Sales will gradually increase with profitability being reached by the beginning of year two. Gross profit is  anticipated at 50%. Ongoing sales forecasting will be to use the services of Cannon’s Consultants who will advise on all aspects of the marketing function that BBQfun will be engaged with. Cannons will also be given access to the marketing cost data so that they can periodically examine and validate marketing costs in line with industry benchmarks. They have always been the preferred consultants because they are locally based unlike the national group of consultants, Brown Holingsworth, based in Melbourne.

HRM Effectiveness In Improving Performance

HRM Effectiveness In Improving Performance This article examines the strategic role of HR and its main practices, describes the outcomes of the respective category of HR practices, explains the critical reasons for measuring HRs efforts, and proposes a framework for assessing HR. Ultimately, organizations would be able to utilize the information to determine how particular HR practices correlate with better business results; determine potential areas for investments, expansions, and reductions; justify budget allocations; and be more accountable for each dollar spent within the organization. The framework proposed does not merely explain the cost for each of the major HR activity, but demonstrates the value of the activity and hence, the opportunity to determine if it is a worthwhile investment and strategy for creating a competitive advantage. What value does the human resources (HR) function contribute to the bottom line of the organization? Over the years, there has been tremendous emphasis placed on HR practitioners becoming strategic business partners and being a value-added source within organizations. Traditionally, HR professionals could talk generally and conceptually about employee morale, turnover, and employee commitment being outcomes of HR efforts. Furthermore, the HR function is often viewed as an expense-generator and an administrative function and not as a value-added partner. Ulrich (1997b) reiterated that to fulfill the business partner role of HR, concepts need to be replaced with evidence, ideas with results, and perceptions with assessments. This article examines the strategic role of HR and its main practices, describes the outcomes of the respective category of HR practices, explains the critical reasons for measuring HRs efforts, and proposes a framework for assessing HR. Ultimately, organizations would be able to utilize the information to determine how particular HR practices correlate with better business results; determine potential areas for investments, expansions, and reductions; justify budget allocations; and be more accountable for each dollar spent within the organization. The framework proposed does not merely explain the cost for each of the major HR activity, but demonstrates the value of the activity and hence, the opportunity to determine if it is a worthwhile investment and strategy for creating a competitive advantage. The framework has proven its effectiveness at many companies showing how HR creates value, utilized the information collected to increase investments in specific HR strategies and eliminating ineffective investments, and used as a critical resource in the strategic business planning and budget allocation. The companies include Fortune 500 and smaller companies from retail, transportation, and financial industries. Understanding the Strategic Role of HR In todays business environment, organizations need to be constantly evaluating their internal and external environment for challenges and opportunities to remain competitive and to sustain growth. Political, economic, social, and even psychological changes within our societies create significant impact on organizations. Given any significant change or event, how ready are we as an organization to react in order to remain competitive? Many factors are driving changes in organizations today including the use of technology, globalization, changes in workforce demographics, eliminating the bureaucracies in organizational structures, and balancing work-family issues. Understanding the potential of an organizations resources and optimizing the output of such resources given the changes, provides the impetus for HR being the key source of creating the competitive advantage for the organization. Insert figure 1 about here To create value and deliver results, HR professionals must begin not by focusing on the work activities or work of HR but by defining the deliverables of that work. HRs roles in building a competitive organization include management of strategic human resources, management of transformation and change, management of firm infrastructure and management of employee contribution (Ulrich, 1997a). Although these roles are valid and have proven to be value-added in recent years, there is now the critical need to move beyond the strategic business partner role to players in the business (Ulrich Beatty, 2001). Players, according to Ulrich Beatty, contribute to the profitability of the organization, they deliver results and they do things to make a difference. The roles of players are to a) coach b) design, c) construct, d) change the organization, e) creating followers, and f) playing by the rules. Another perspective on the role of HRM suggests that in leading-edge companies, HR profession als play four key roles: a) strategic business partners, b) innovators, c) collaborators, and d) facilitators (Schueler Jackson, 2000). As a strategic business partner, HR professionals should understand the nature of the business from a strategic, operational, financial, and other aspects necessary to be part of an effective team managing an organization. Functioning as an innovator, HR professionals are challenged to continuously search for strategies that will create value for the organization and not merely function in a reactionary mode. Furthermore, HR professionals will also serve as collaborators with senior leaders and all employees to implement business strategies forming the strategic link throughout the organization. As facilitators, HR professionals function as the change agent providing rationale, support, and readiness for planned changes designed to support the business strategies. The fundamental role of HRM is essentially to maximize profitability, quality of work life and profits through effective management of people (Cascio, 2003). Given this premise, it can be easily inferred that HRs role is to help create value to the organization. Figure 1 illustrates some of the external challenges and changes facing organizations, their impact on the organization, and how HR is impacted. The Importance of Measuring HRs Activities Even though HR professionals are convinced that their efforts add value to the organizations bottom-line, there is frequently little evidence to demonstrate such belief. A recent survey of 54 companies in the Midwest, USA conducted by the author revealed that 51 of the 54 companies conducted little or no assessment of their HR departments efforts and therefore could not have provided any quantitative measures of HRs value to the organization. In addition, a study conducted by Becker, Huselid, and Ulrich (2001) indicated that less than 10% of the 968 firms that participated in their study had a formal estimation procedure to measure HRM. Measurement in most HR departments is usually restricted to processes measuring costs and not showing value added (HRPS, 1993). There is now the imperative need to justify each dollar invested, compare strategies to determine maximum worth, and to decide on where to invest especially as companies scramble to survive after the September 11 tragedy. Pepitone (1997) reiterated that HR leaders should know how to prove the value-added of their services because management is increasingly requiring departments to give evidence of their worth. In addition, Sorensen (1995) stated that the best way for HR to gain credibility so that it can make meaningful changes is for practitioners to measure the cost and effectiveness of what they do. And they must put that into language that senior executives understand: financial results. HR managers need to measure the cost and effectiveness of their activities far more closely than they have in the past. Many organizations have been forced and are conti nuing to determine ways of being more cost-effective. Many of the other functions including finance, accounting, and marketing are able to show a return on investment for their respective efforts, so given the increased emphasis on HR practices, it is imperative for HR to be able to show its effectiveness in creating value for the organization. The new HR is a transformed role comparing itself to any other function, not only through espoused value creation strategies, but through outcomes, qualitative and quantitative measurements, and direct relationships to profitability. The simple option of showing HRs value or becoming extinct as a department presents itself to HR professionals and given the strong belief of HR as a source of added value in organizations, there is no choice than for HR professionals to be able to quantitatively and qualitatively explain its strategic role in the organization. There has been substantial evidence over the years to show the relationship between HR and organizational performance as summarized by (Yeung Berman, 1997). Some of the studies include MacDuffie and Krafcic (1992), US Department of Labor (1993), Pfeffer (1994), Arthur (1994), Huselid (1995), and Ostroff (1995). Even though these studies exist, there still lacks a framework that is grounded in theory, yet practical enough for practitioners to use that shows the major HR activities, outcomes of the respective activities, and how they can be measured. The framework describes clusters within the HR function and encompasses: a) strategic planning, b) selection, c) training and development, d) organization development and change, e) performance management, f) rewards system, and g) organizational behavior theory. HRs Activities Outcomes Even though there are several classifications or groupings of HR activities, the author uses seven groups of activities seen as being most strategic and influential in realizing the strategic business objectives of the organization. Todays economy dictates that organizations continually assess the external and internal environment and make relevant changes in order to remain competitive. The author examines each of the clusters and provides a description of each, its importance in achieving the business strategy, and how it can be measured to determine its effectiveness. Insert figure 2.0 about here Strategic Planning The role of the HR function has changed tremendously over the past 10 years where HR functions have previously been viewed as not being an integral core of the business and merely viewed as an administrative function to todays economy where HR practitioners are more frequently considered business partners. Being a business partner, the ideal situation would be the inclusion of the HR leader in the strategic business planning (SBP). In the most fundamental sense, SBP involves choosing how an organization will compete (Rothwell, 1994). The questions of what product to produce, where should the product be sold, how many to make available, how the products and services differ from the competition are included as part of the business planning process. Business strategy can also be defined as the process by which the basic mission and objectives of the organization are set and the process by which the organization uses its resources to achieve the objectives(Tichy, Fombrum, Devanna, 1982) . Why is it important for HR to be involved in the strategic planning process? In developing strategies in todays complex and dynamic business environment, there is the critical need for business leaders to continually assess their talent pool to determine if the appropriate expertise needed to accomplish the business strategies are available within the organization. If not, where and how can the organization acquire the necessary skills? Another critical area is to identify what skills are needed to be developed internally for current employees to perform at the level necessary for the organization to be competitive. Does the organization need to change any of its current policies and practices in order to derive the intended behaviors of employees? How should performance be measured and what types of rewards should be given for the intended behaviors? These are all fundamental areas of effectively managing an organization and imperative to be addressed at the strategic planning stage . Typically, the HR function has the most experience and knowledge in addressing these critical issues. Strategic planning seeks to identify those organizational decisions and actions, which yield the greatest advantage under various assumptions about the organization and its environment. The integration of human resource function into the organizational strategy provides the basis to enable the human resource function to support and implement the strategic plan to achieve a competitive advantage (Wofford, 2002). This strategy provides for the maximization of human capital, reduction of wasted and inefficient labor and other financial investment, and eventually maximizing profitability. By addressing these issues at the strategic planning stage with HR included, there is the higher likelihood of more efficiently reaching the business outcomes and avoiding chaos, massive layoffs, crises resulting from not having skilled employees to carry out particular tasks and not having the right fit among employees, corporate strategies, and business environments. C.K Prahalad (Prahalad, 1990) in describing the roots of competitive advantage, stated that the real sources of competitive advantage are to be found in managements ability to consolidate corporate wide technologies and production skills into competencies that empower individual businesses to adapt quickly to changing opportunities. Moreover, Tichy et al., (Tichy et al., 1982) reiterated that there are three core elements for organizations to function effectively and include mission and strategy, organization structure, and human resource management. Clearly, the HR function plays a pivotal role in determining the busi ness strategy through the assessment of the organizations capabilities to successfully compete through a particular strategy, determining the appropriate rewards system, determining appropriate organization structures, and developing strategies to increase employees performance. Given the definition of strategic planning as how an organization will compete, the question arises as to how would an organization be able to assess the effectiveness of its strategic plan. Indicators of a successfully crafted strategic plan include creating advantages that are sustainable over a long period of time. Has the planning resulted in a) the attainment of the organizations goals and objectives, b) financial profitability, b) positioning to create advantages for the short-term and long-term, and d) created a sense of social responsibility? In essence, this process determines the decisions and actions an organization will undertake to create and sustain competitive advantages. Acquisition of Employees In the era of increasing globalization and the struggle to create sustainable competitive advantages, organizations are continuously evaluating their strategies to ensure that they have the expertise needed to help achieve the mission of the organization. The economic challenges due to the consequences of the 9/11 terrorists attacks on the United States also continue to affect organizations financial position and subsequently on recruitment and selection strategies. Gatewood Feild (2001) define selection as a process of collecting and evaluating information about an individual in order to extend an offer of employment. Fitz-enz (2002) described ways of measuring the cost per hire, source cost per hire, and interviewing cost. Indeed, these are critical metrics in deciding the cost in acquiring employees. Nevertheless, to fully understand the value and effectiveness of the selection process, one has to analyze the impact of the employees contribution to the organization not only from a cost factor, but the performance in the short-term and long-term. Has the employee been able to contribute to the successful implementation of the business strategy? In examining the efforts that are part of the acquisition, one has to examine the effectiveness of the planning process, advertising and recruitment sources, effectiveness of the interviewers in selecting the right candidate, change in the pool of qualified candidates, and performance of the incumbent on the job. HR Planning involves the process that specifies the activities that a firm must use in order to develop its human resources to improve its overall practices (Gatewood Feild, 2001). The process entails determining how many employees the organizations needs to be performing at its optimum and where the employees should be working in the organization given the external and internal challenges and opportunities. With the economy still struggling to improve after 9/11 terrorists attacks, organizations have been forced to layoff even thousands of employees in some cases in order to survive. The real challenge for HR in the upcoming months and even years would be to predict the demand for their products and services and then to determine the need for labor. Nevertheless, one still has to be able to reasonably predict labor demands and determine if employees have to be laid off or how many employees have to be recruited within a specific period. In addition, HR Planning should involve the s kills and competencies currently available within the organization and what other intellectual capital would be needed in the future to adequately meet the needs of the stakeholders. Another aspect of the acquisition process involves the advertising and recruitment sources. Given the high costs of advertising in newspapers, internet websites, journals, employment agencies, and direct and indirect costs associated with advertising, there is a definite need for HR professionals and other senior leaders to be aware of the effectiveness of the respective sources being used to advertise and recruit their candidates. In assessing the effectiveness of recruitment and advertisement sources an organization uses to recruit its employees, it is imperative to relate the actual performance of the incumbent to the advertising and recruitment. Some of the factors that should be included in this evaluation are historical employee turnover data, absenteeism, actual performance on the job, and ability to advance in ones career. There may also be a high level of correlation with specific school, number of years of work experience, education major, GPA, and other such factors with o nes performance. Given the collection and analysis of this data, HR is much more likely to invest their advertising and recruitment budget to where real value is created for the organization. Fitz-enz (2002) described the need to ensure that the recruitment function to be efficient and further stated that it is better to measure recruiters as a team than as individuals whenever applicable. In determining their efficiency as a team, Fitz-enz stated that the measurements should focus on the productivity of their interviewing techniques, the average length of interviews for the respective job groups, number of interviews needed to make a quality hire. Another means of determining the effectiveness of the recruitment function is a measure to show the change in the number of qualified candidates that is available for selection. This could be a significant cost reduction strategy given that advertising costs can re reduced if there are qualified candidates available for future openings and other jobs currently available. Training and Development The American Society for Training Development estimates that US organizations are spending more than $60 billion annually on employee training and development. Given this significant investment, it is reasonable for one to ask about the benefits of such investments, especially since more companies are seeing a need for lifelong learning and are integrating technology in their strategies. Swanson (1995) defined employee training and development as the process of systematically developing expertise in individuals for the purpose of improving performance. The argument as to whether T D helps to create a competitive advantage has shown that conceptually, it can be a source of competitive advantage. Nevertheless, there still is a critical need to develop frameworks and strengthen the argument for being aware of the actual benefits provided by this intervention. Developing a framework for assessing the financial benefits of T D, Swanson (2001) listed three questions that provide the vari ations on the assessment of HRD, of which T D is a major category. What is the forecasted financial benefit resulting from the HRD intervention? What is the actual financial benefit resulting from the HRD intervention? What is the approximate financial benefit resulting from the HRD intervention? (Approximate financial benefit is used whenever there is some level of uncertainty of the exact value created by the intervention). The framework describes three perspectives to assess the benefits including positive benefits, relative benefits, and return on investment. The positive benefits are those indicators that show the benefits exceeding the costs. The key issue in this perspective is to determine that the benefits at least equal the costs. It may also mean the inability of the measurement to show a financial benefit, but demonstrates the benefit of for example, strengthening the culture and maintaining the tradition of the organization. Return on investment (ROI) is a ratio that expresses the relationship of every dollar of performance value to every dollar expended to achieve that value. In understanding the impact of the training, it is imperative to determine what difference, if any, the investment made in supporting the business strategy of the organization. The assessment of the training should focus on the difference of the performance of the employee, the department, the process, and the overall performance of the organization. Furthermore, were there adequate opportunities for the employee to practice what they learned in the classroom, were they rewarded for improvements made as a result of attending the training, and can a relationship be demonstrated with the training and the organizations performance? Fitz-enz (2002) suggested that in addressing the results of the training process, the following questions be answered: How well did the employee learn? How effectively did the employee apply the learning from a business standpoint? What difference did it make to the business perspectives? In sum, measuring the impact of a training initiative regardless of the scope, size of investment, and number of employees involved, there is the imperative need to determine the purpose of doing the training and if the goals have been met at various intervals after the intervention had been completed. To determine the benefit, ROI, or whatever terminologies we choose to describe the outcome, one has to consider the direct costs of developing and implementing the intervention, in addition to the indirect and opportunity costs. This total cost would then have to be compared with the intended benefits and actual benefits immediately after the training and at different intervals after the intervention based on its nature. It is therefore imperative to address the following questions given the critical need to understand the impact of the intervention: Has the employees attitude changed since the training? Did the employee acquire knowledge and expertise in an area that would enable him/her to perform more effectively on the job? Has the employees performance changed after the training? How has the change in the employees performance affected the business strategy and performance of the organization? These are all areas to be integrated in assessing the impact of training and development in todays economy. With answers to these questions, it is relatively simple to determine if the training investment was worthwhile and to articulate how training and development supports the business strategy and contributes to the bottom-line of the organization. Organization Change and Development Given the continuing changes in the global economy, demands of customers, preferences and values of employees, it is a necessary component of the HR strategy to ensure that the organization is adapting to the external and internal variables it current faces and would likely face in the future in order to meet its stakeholders expectations. The pace of global, economic, and technological development makes change an inevitable feature of organizational life (Cummings Worley, 2002). A growing importance and competency expected from the HR professional, therefore, is his or her ability to plan and implement the necessary changes for the purpose of improving performance. Swanson (1995) defined organization development (OD) as the process of developing and implementing planned changes in organizations for the purpose of improving performance. The opportunity for HR through its organization development interventions is to create organizational effectiveness at the individual, department, f unction, process, and organizational levels. Many OD practitioners may argue that OD is not a measurable effort, at least quantitatively. The challenge arises again as to what value do the change efforts really have on the bottom-line of the organization. Should OD be excluded from quantitative measurement? Given a downturn in the economy and the need to reduce labor cost, are OD practitioners able to justify their worth to the organization? In answering these questions, it is necessary to examine the outputs of OD. In many instances, the outputs should be an improvement in performance at the individual, process, and organizational levels. Fitz-enz (2002) suggested that OD can be measured through productivity, quality, service, responsiveness, development, and survival. How efficiently are products and services delivered to the customer? These factors are indeed critical in assessing the effectiveness of ODs efforts and therefore, should be part of the process of making changes in organizations. Some of the key measurements can be derived from the following questions: What is the quality of the output and does it meet the customers expectations? Does the service offered by the organization provide a competitive advantage as compared to its competitors? How effectively does the system respond to changes in the external environment? Does the organization allow for maximum sharing of information, leveraging each employee and work unit, and resolving any internal or external challenges? Are the values and ethics of each employee and work unit representative of the overall culture of the organization and supportive of the business strategy? The responses to these questions based on the respective organization provide the basic measurements in assessing the readiness and effectiveness of the organization to function effectively in its current and anticipated internal and external environments. Should the responses indicate less than optimal performance at the individual, process, and organization levels, the opportunity exists for HR to conduct an analysis and develop, and implement planned changes to improve performance at all levels. As pointed out by (Becker et al., 2001), HR professionals too often want to measure their success by their activity rather than the actual business results. By having concrete answers to these questions, there will be appropriate responses in answering the role of OD in achieving the business strategy of the organization. Performance Management Performance management systems make clear to employees what is expected of them and assure line managers and strategic planners that employee behaviors will be in line with the companys goals (Noe, Hollenbeck, Gerhart, Wright, 2003). Many organizations still rely on the performance appraisal viewed as an annual ritual and primarily the responsibility of the HR function. In todays economy and the utmost of managing performance to create a competitive advantage Noe, et al (2003) grouped performance management into three categories of defining performance, measuring performance, and the feedback aspect of performance. Performance management systems are geared to ensure that each employee within the organization, based on previously conducted job analyses, is performing the tasks intended at the expected level to support the strategic business objectives of the organization. The thinking of HR practitioners and other business leaders that an annual performance appraisal is performance management must become obsolete. Effective performance management entails a process where each employee is fully aware of his or her role in the organization, what type of output is expected, and how the output will be measured. How would one determine the effectiveness of the performance management system in creating competitive advantages for the organization? In answering this key question, the following areas should be addressed: Ensuring that job descriptions are developed through timely and effective job analyses. Job descriptions are updated on a regular basis to reflect to changing business environment. Feedback is shared continuously among all stakeholders. Every employee is fully aware of his or her role in the organization, which can easily be accomplished in the performance planning phase of the process. There are measurable outcomes assigned to every task reflecting the role of the position and incumbent in achieving the goals and objectives of the organization. There must be congruency and consistency in performance measures across the entire organization and performance standards should always be measured consistently. The process and the system must be viewed as credible, fair, valid, and reliable. A survey with numerical ratings can be used by employees and supervisors to assess if ones role and responsibilities are fully aligned with the goals of the organization, satisfaction with the actual process and satisfaction with the supervisors management of the performance management process. An aggregate of the responses produces an assessment of the performance management system and its effectiveness in improving individual and organizational performance. One of the critical strategies in performance management is to understand the fundamental role of each employee in achieving the mission of the organization. By mapping a process through the identification of the purpose and role of each incumbent, one is easily able to identify where the deficiencies may exist and to develop corrective actions, identify the strengths of each individual and to maximize each employees potential and hence their contribution to the financial contribution to the bottom-line of the organization. Rewards System The starting point for any reward system design process needs to be the strategic agenda of the organization (Lawler, 1990). By understanding where the organization is positioning itself for various intervals in the future, an organization could design the reward system to provide incentives specifically designed to foster behaviors, attitudes, and outcomes among the workforce that directly correlate with the strategic agenda of the organization. As indicated by Lawler (1990), numerous studies including (Vroom, 1964, Lawler, 1971, and Kerr, 1975) have shown that effective rewards systems can significantly increase the motivation of individuals to increase their performance. As inferred from these studies, the fundamental intent of rewards in organizations is to provide incenti

Women for Women International - Fighting for Women’s Rights Around the World :: Exploratory Essays Research Papers

Women for Women International - Fighting for Women’s Rights Around the World Women for Women International is an operation that aides women survivors of war, civil conflict, and injustices, and helps them to become self sufficient and educate them on rights awareness. They promote stability, peace, and self sufficiency through matching programs, donations and micro credit loans (WomenforWomen). I chose to write about this organization because I had just finished the book â€Å"Honour Lost† by Norma Khouri. This is a love story in modern day Jordan between a Muslim woman and a Christian man; and though all they did was spend time together talking, the woman was killed by her father for disgracing her family. Her murder was classified as an honour killing and her father faced minimal to no punishment. Women for Women International addresses the problem of honour killings and tries to educate people of the tragic issue through their website. Under the â€Å"Women in the World Today† link on the top of their homepage there is a column of issu es, and you click on the issue of your interest. â€Å"Honor killing is a practice in which men kill female relatives for activities where the female dishonors the family reputation, including†¦ rape. Thousands of girls and women all over the world are murdered by their families each year in the name of family honor†¦flirting, being a victim of rape, or even failing to serve a meal on time can all be perceived as disgracing the family's honor†¦women are killed on the basis of a mere suspicion and are never given an opportunity to contest†¦In one extreme case, a man's dream of his wife's adultery was enough to elicit lethal violence (WomenforWomen).† The organization was started in the early 1990’s by Zainab Salbi and Amjad Attallah who were moved by the plight of women in Yugoslavia that had been forced into and survived the rape and concentration camps. Under the â€Å"Our Heritage† link found at the top of the homepage you learn that Zainab and Amjad were disappointed to be unable to find an organization that helped these women and they joined The All Souls Unitarian Church traveling and providing aid in Croatia. After their trip they returned to the United States and decided to form their organization. They started off small and have grown to connect over 40,000 women worldwide (WomenforWomen).

The Computer Industry Essay -- Technology, Apple Inc., Steve Jobs

Technology is the world’s leading industry today because of the fact that it has changed society in every field. Well, why has computer technology prospered through recent years? The answer is very simple, Apple Inc. Apple products have a significant impact on our society due to their stellar design and unique shape, their durability, and their many creative applications. Apple was started and 2established by Steve Jobs, Ronald Wayne, and Steve Wozniak on April 1, 1976. Since then the CEO of Apple has been Steve Jobs. Throughout his career in the computer industry, Steve Jobs has been called tyrannical, mercurial, brilliant, and a revolutionary man because he has brought the world a Mac, an IPhone, and a new way of living with technology (Collins 1). Apple made its biggest turning point on October 23, 2001 when the first generation IPod was released. This changed the industry of MP3 players and the way people listen to music. IPod has influenced people's lives because you can take it everywhere you go, download music on the go, and pick the perfect one that suits your personality. "The new IPod chromatic range brings some great new features to the IPods, with fantastic colors, and a design that makes other Mp3 players hang their heads in shame† (Harrison 3). People love iPods so much that they started writing poetry about them. A man named Phil Chapman, wrote the poem "Life with an IPOD", which describes all the features in an iPod, making it sound like a "l iving thing." The poem is narrated in the first-person point of view. The poem is directly related to my topic because my topic is about how the Apple industry changed the world of technology and the poem also explains how an Apple product has benefited society. The author of... ..., but let's face it for most users, a Mac cost more than a PC† (Pegoraro 1). Most users are not looking for a top of the line computer, but one that will work for their limited use for a reasonable price. None the less, the commercials are just a television advertising campaign created for Apple Inc. These commercials have many reasons why a Mac is better than a PC. There are many reasons why Apple has been prospering through the years, but the biggest reason is that the engineers at Apple build their computers and products with high quality. All of the different operating systems that their products use are very clean, smooth, and fast. People who want to stand out from the majority buy Apple gadgets because they are the newer technology on the market. They also have that great feeling walking around with that nice apple carved on the back of their iPhone and iPod.

The Great Gatsby Film Essay -- omnipotent feelings, classic novel

Class distinctions often determine actions. People who believe themselves as better than others will strive to garner, or even just associate themselves with, wealth in order to feel omnipotent. Through the classic novel The Great Gatsby by F. Scott Fitzgerald, film Washington Square, based off the novel by Henry James and cover of the October 12th, 2009 issue of The New Yorker, the authors show that money will result in perversion. Because some people have delusions of superiority, they are more likely to be corrupted by money as its power appeals to them. It is only those who are humble and do not desire the power money bestows who can remain uncorrupted. Tom Buchanan, Doctor Sloper, and the woman from the cartoon all boast their â€Å"superiority† over others. Tom, a man of â€Å"old money† (family wealth), owns a home that indicates his status to all who pass by. Described as a â€Å"Georgian Colonial mansion overlooking the bay† (11), the home is located in East Egg, the more â€Å"fashionable† place where â€Å"White Palaces... glittered along the water† (10). Nick even mentions that Tom is one of the few men of his generation who was rich enough to own â€Å"a string of polo ponies† (10). Tom, along with being ostentatious, uses force to assert his power over those who are not wealthy like him. This is foreshadowed from the beginning of the novel when he asks Nick if he read The Rise of the Coloured Empires. The title alone indicates that it is a novel that only a power-hungry and egotistical man would read. Even his wife refers to his as a â€Å"brute of a man† (16). However the r eader does not get a true feel for his barbarity until the great fight in his apartment. The small New York City loft located on 158th street serves as a meeting place for Tom and... ...iman goes to formals with the family, dresses in extravagant dresses, and interferes with Catherine’s life. When Catherine is away, Mrs. Penniman tries to transform Mr. Townsend into her perfect man, rather than Catherine’s. As a result, she corrupts him with money by helping him find a high-paid job and letting him live the high life while the Slopers are in Europe. When Catherine confronts her, she replies, â€Å"I thought of him as my own†¦ my own son† (1:29:40). Work Cited Fitzgerald, F. Scott. The Great Gatsby. New York: Scribner, 2013. Print.

What Has to Kill a Mockingbird Taught You About Prejudice and Justice?

What Has To Kill a Mockingbird Taught You about Prejudice and Justice? After reading this book I had a great knowledge of prejudice and justice in the Deep South in the 1930s. In 1861 – 1865 war was on. Parliament abolished slavery in America in 1865 but the south needed slaves for their trade. So they carried on mistreating blacks, disobeying the law. After the war (with the North winning) blacks were still treated with injustice and inequality. The blacks still had bad jobs and most of them worked for the whites for instance a cleaner or maid. When Tom Robinson was on trial in the court there were no black people in the jury.The black people who wanted to watch the trial had to sit on the upper tier where there were limited seats so most of them stood. †Your fathers no better than the niggers and trash he works for† Miss Dubose told Jem. This is an extremely racist and somewhat unnecessary comment for Miss Dubose to make. This implies that Atticus is worse than, in her opinion, the blacks and other lower class of the town. Whites treated blacks like dirt and looked down on them whenever they would pass them in the street. There was a clear social hierarchy in Maycomb; the whites viewed themselves significantly higher than the blacks.All of Tom Robinson’s evidence in the court case showed that he was not guilty but because he was black the jury sentenced him to prison. Judge Taylor did not want to sentence Tom Robinson but the majority of the jury agreed on him being guilty. They all thought that just because he was black he lied and was cruel to people. Aunt Alexandra had a somewhat haughty attitude towards things like this. Atticus and Aunt Alexandra had very different views on the way of life and the way people should live. For instance they both had very different perceptions on the word trashy.Atticus uses the word trashy to describe a stuck-up white man being racist towards a black man but Aunt Alexandra uses it to describe Walt er Cunningham and his family. The clear distinction between these two very different uses of the word is that Atticus uses it to describe people who are generally ignorant but Alexandra uses it to describe people of the lower class who are dirty. This reveals that the whole way through the story Alexandra sticks to her views and not even after Tom Robinson’s court case does she change her mind. In a way Atticus does the same thing and throughout the novel fights to uphold justice.Atticus is the only white man apart from Judge Taylor who is not racist or prejudice towards the blacks. In the middle of the novel when Tom Robinson is in jail, Atticus guards him himself all night and when Mr Cunningham and a group of other men ambush him all Atticus does is try to keep the peace. Miss Dubose constantly has a moan about Atticus and what he stands for and Atticus completely ignores it and is extremely polite to her. He is an extremely kind and gentle man who is loyal to Tom Robinson . At the start of the novel Scout is incredibly naive, angry and violent.She also has no respect for other people like Walter Cunnigham. Scout finds it odd and strange that Walter Cunningham pours syrup all over his meal and she isn’t afraid to express her opinion vocally. This upsets not only Walter but Calpurnia as well and Scout gets a good telling off from her. This shows that Scout is not only disrespectful and rude but can also be slightly snobby. When she first heard of Boo Radley she pictured him peculiar looking and was awfully scared of him. Then when Boo started leaving gifts in a tree for Jem and Scout she thought that he could maybe be alright and not creepy like she thought.Then towards the end when Boo kills Bob Ewell to defend the children, Scout realises that he is a kind and not at all freaky. In fact she takes him by the hand and talks to him with high regard. These series of extremely shocking events changes Scouts character throughout the story. To Kill a Mockingbird has taught me a great deal about Prejudice and Justice. I have especially learned about Justice from the way that Atticus acted ,the way that Scout changed but most of all Tom Robinson and the people involved in the court case.

Planning Vacation

Krista Curtis Professor: Shelley St. Ange-Sheldon Essay: Problem Solving April 7th, 2013 Vacation time â€Å"A penny saved is a penny earned. † â€Å"A job worth doing is worth doing right. † We apply both of these sayings to the working world all of the time. Why not apply them to our vacationing world as well? Like most people, I look forward to a vacation, but planning it can become overwhelming if you’re not prepared. Planning a vacation should be fun and exciting.Vacationing is not always a priority to many families due to economic distress, but as little as a few hundred dollars you can plan a weekend getaway that’s inexpensive but a lot of fun! Figuring out what you’re interested in is a major factor in your planning. Not everyone is into car shows, bike rallies or the typical Disney vacation. Don't overlook major cities. Metropolitan areas like Jamestown, Norfolk, and Washington, D. C. offer families a variety of cultural and historical even ts that are child-friendly as well as interesting for adults.Look for destinations with sights, sounds, and adventures that match with your kids' interests like sports, theatre, art, history or architecture and choose a place that offers something for each one of your family member. First I would like to mention which states we would like to visit as a family, secondly I will discuss my finances and other requirements that best suit my family, and finally I would like discuss which state that I feel best meets those requirements.