Customer relationship mangement
Excellence in CRM To ensure successful business operation in a corporation, well-developed and quality Customer Relationship Management is a key factor. It assists companies to cope with customers’ needs and concerns. In aspect of CRM, I think Customer Life Cycle is the most important. “…you must devise and implement a customer strategy that builds, fosters, nurtures and extends relationships with your customers” (Terry H. Hill, How do you sustain and grow your customer relationships?). According to Mr. Hill, who is a speaker; consultant; author and founder of Legacy Associates Inc. (a business consulting and advisory services company), it is necessary to attract and retain most profitable customers by customer strategies. Also, he said, “Successful businesses capitalize on every stage of the customer life cycle-from customer selection, to customer acquisition, customer retention, and customer growth”, as when there are trust and comfort formed, most customers are not willing to change. They may be loyal to those companies. Therefore, Customer Life Cycle is an essential issue. In customer’s perspective, to achieve customer selection and acquisition, advertising is a remarkable way. It is a media to deliver messages to targeted audiences. Most of us contact different media, such as newspaper, television, radio or Internet, everyday at any time. Due to the
Human Resource Mangement
.1 HUMAN RESOURCE MANAGEMENT 'All management decisions and actions that affect the nature of the relationship between the organization and its employees.' (Beer et al.) Human Resource Management (HRM) is the function within an organization that focuses on recruitment, management, and providing directions for the people who work in an organization. Human resource management can also be performed by the line managers. HRM is the organizational function that deals with the issues related to people such as compensation, hiring, performance management, organizational development, wellness, benefits, employee motivation, communication, administration, and training. The hard-soft dimensions in HRM exist primarily within normative, or prescriptive models of human resource management. The earliest examples where this terminology is used are in the work of David Guest and John Storey. Guest in seeking to define HRM, identifies two dimensions, hard-soft and loose-tight. Similarly, Storey plots existing interpretations of HRM along the two dimensions of hard-soft and weak-strong. Guest and Storey in their definitions of soft and hard models of HRM view the key distinction as being whether the emphasis is placed on the human or the resource. Hard HRM, stresses 'the quantitative, calculative and business-strategic aspects of managing the "headcount resource" in as "rational" a way
Organisation mangement
A comparison Of The Education System In Saudi Arabia And Australia Prepared by: Badria Ziadi Prepared for: Michael Submission date: 9\12\2009 Education is very important in a person's life. It is the best way to success and opening a child's mind to new ideas. Children need education to understand the system of earth, their bodies, communities and to train their mind to think. Education is vital for children in order to achieve success in their future. Therefore, it helps children to get a good job, more confident, knowledge and get people's respect. It affects children's whole mind, soul, their creation and how to deal with their society. The education system differs from country to another country. Each country has a unique education system to achieve development and progress for their children. Although the education systems are different in most countries around the world, the aim of this education is similar. The purpose of this report is to outline the similarities and differences between Saudi Arabia and Australia in the education system. There are some similarities in the education system between Saudi Arabia and Australia. In both countries, the early childhood education is not compulsory such as: kindergarten which starts from age 3 to 5 years old in order to develop their skills and knowledge. Also, children wear a school uniform, which varies from one state
A British county council - Human resource mangement
A BRITISH COUNTY COUNCIL HUMAN RESOURCES MANAGEMENT A REPORT Date: 11th October 2004 TABLE OF CONTENTS * Executive Summary * Introduction * Impact of External Change in Relation to HRM Strategy * Performance and Reward * Recommendations * Conclusion * References Executive Summary This report examines the role of human resources management function in helping deliver the 'modernizing agenda' for ABC, a County Council in England. The transformation process discusses the shift from a bureaucratic and inefficient County to one that is customer driven and values its employees. This is elaborated further in context of the external environmental changes in the government. ABC had to cope with two major reorganizations in six years. A study of the impact of external change on the County Council, especially in respect of its HRM strategy and policy, the report analyses the overall Human Resource strategy of the case study organization. This was further related to ABC's business strategy. In the next part, the linkage between performance management and reward policies and practices has been established with respect to both core and peripheral workforce. The last part of the report suggests collective measures for changes in the linkage at both the core and the periphery. The concept of these proposals adding value has also been established. This part also suggests
Performance Management/ Motivational Theory Performance Management
Performance Management/ Motivational Theory Performance Management The main purpose of performance management is to help businesses, such as IKEA to remain competitive. To do this, the organisation needs to measure the performance of its employees. There are number of ways, in which IKEA can measure the performance of its employees. However, the most common method that the organisation often uses is called the appraisal system. Appraisals- performance reviews One of the ways in which employers can get feedback on employee performance is through appraisal. Appraisal can be open or closed. If the appraisal is open, the appraisee can actively take part in the review process and discuss the results. If the appraisal is closed, the report remains confidential. The appraisal looks at what an employee's job is, how well it is being performed and at what action should be taken into account for the future. The appraisal is made up of several stages. Setting up the appraisal system Businesses, such as IKEA need to decide the purpose of the appraisal system and must ask themselves, 'What are we trying to achieve by appraising staff?' The organisation needs to aim to identify areas where the employee can become more effective and to set new targets both for performance and for personal development. The organisation should set up an appropriate scheme which will achieve the
The Development of Systems for Use in Facilities Mangement
HIGHER EDUCATION RT2102 MODULE: Venue and Facility Management TUTOR: Tom Lister 2007 Assignment Two Siobhan Griffiths Table of Contents . Introduction 3 2. Purpose of FM Systems 4 2.1 Why are Management Systems necessary.......................................................4 2.2 What Purpose do they serve.............................................................................4 2.3 What is the importance to Venue and Facility Managers (VFM).......................5 3. Systems 3.1 Building Inspections / Utilisation 6 3.2 Tendering and Contracting ................................................................................6 3.3 HR Responsibilities............................................................................................7 3.4 IT Systems.........................................................................................................7 3.5 In-House Provisions...........................................................................................8 3.6 Services ............................................................................................................8 4. Affects 9 5. Conclusion...........................................................................................................10 5. Appendices..........................................................................................................11
Logistics performance
. Introduction: Performance in logistics is an important function of management. Although performance in assessing logistics hasn't been urbanized to a greater extent. If a comparison is done between the contributions and the expected productions, there is no real illumination of most favourable logistics performance. Logistics performance has had several concerns not nationally but internationally. The rationale for such issues are inflation in costs and deflation in services. With addition of poor trade management, strict Customs Rules and transport structure, the pain is just increasing and making the logistics performance decline. 2. Logistics Performance: Logistics performance measures the efficiency of logistics management. In easy words it can be defined as, logistics can be named as "physical Internet." The Aim of Logistics Performance is to deliver goods and services between 2 points in a speedy, consistent, and inexpensive way. Logistics management had always been improved with Technological factors, and it has helped overpass the hole between successful logistics management and other issues connected with it. With the advancement in technology, Opportunities have also increased among countries and this has lead to advancement in global marketing strategies. This concept came around 1950s. As the trading was becoming global, the supply and demand became
Performance management.
Performance Management Performance management refers to the practice of setting targets, measuring performance against these and suggesting courses of action. The performance management process gives an opportunity for the employees and performance manager to discuss development goals and jointly create a plan for achieving those goals. Development plans should contribute to organisational goals and the professional growth of the employee. A number of methods may be used to check performance. Appraisals - performance reviews A very important way of getting feedback on employee performance is through appraisal. An appraisal may be closed in, therefore kept confidential. More usually the process is open, in which case the employee takes an active part in the review process and then discusses the results. The appraisal looks at the employee's job, how well it is being performed, and at what action should be taken for the future. The Benefits of Performance Appraisal * It helps to identify training needs * It may reveal other problems - for example, there may be workplace difficulties with other staff * It may reveal useful skills * It improves communications between employees and managers. * It provides disciplinary documentation. * It helps fix pay rises. The actual appraisal will be carried out in stages: - * Identify criteria - The employer must be sure
performance measurement
This essay explains the meaning of performance measures, importance of performance measurement in organizations within the public and private sector. Performance measurement is the process of quantifying the efficiency and effectiveness of action. It is the periodic measurement of progress toward explicit short and long run objectives and the reporting of the results to the decision makers in an attempt to improve program performance (Neely et al, 1995). Global competition and technological developments have combined forces to destabilize the environment, resulting in many threats as well as opportunities. To prosper in this environment companies have to be innovative, fast, effective and efficient to give these changes a chance to succeed, management has to develop a set of effective performance measurement that will guide and monitor the progress of the company. By finding out what has actually been happening, managers can determine with considerably certainty which direction the company heading towards. Performance management systems should help employees understand their responsibilities and how their day-to-day work contributes toward meeting their agency's strategic goals as well as providing a mechanism for giving employees candid, specific feedback on how well they are meeting their rater's expectations. The development of an effective measurement system is a
Performance Management
Performance Management The performance management process provides an opportunity for the employees and managers to discuss goals and develop plans for achieving those goals. Therefore, communication involve between managers and employees that they have to identify job roles and functions related to the company objectives. They get together to devise some performance appraisals to enhance the company overall performance. The performance manager responsible for supervising workforce and the group educates and develops employees' potential in order to improve workforce performance. Moreover, rewards is directly Employees performance. The following graph is the performance management process. Essential Managing Performance to the Group Explain how managing performance is a critical element in the success of a business. Employees need to understand their roles clearly An effective Performance Management system is based on these concepts: * Employees need to understand their roles clearly * Performance may be managed * There is a direct relationship between performance and rewards * Employee involvement is critical to performance development * Performance expectations must be set in advance and there must be agreement * Performance management requires on-going coaching, feedback and planning * Performance management can be a positive experience * Facilitate a
