...Consulting Assessment of Macy’s Inc. Assignment Matthew Buckman HRM/326: Employee Development September 28, 2015 Dr. Tracey Durden Consulting Assessment of Macy’s Inc. Assignment Macy’s Inc. has been around for over 100 years when they were known as R.H. Macy’s & Co. and then Federated Department Stores Inc. before merging with Bloomingdales Inc. in 2007. Macy’s Inc. is a chain of retail stores under the names of Macy’s, Macy’s Backstage, Bloomingdale’s, Bloomingdale’s Outlet, and Bluemercury with over 885 stores and approximately 167,000 employees in 45 states, District of Columbia, Guam, and Puerto Rico so far as of April 2015 (About Us, 2015). Macy’s Inc. is also one of the nation’s premier omnichannel retailers with iconic brands that help out its customers through its stores, outlets, and online sites. Macy’s Inc’s Focus & Goals Macy’s and Bloomingdale’s are world reknown for their own unique brands , identity, and their customer focus that they each have and Bluemercury is a beauty based business focused on specialty stores (Corporate Vision, 2015). Macy’s Inc. clearly acknowledges that their business is driven by their customers and their unique styles and personalities. They realize that all actions and Omnichannel strategies needs to be directed to provide a localized merchandise being offered and the shopping experience to be stupendous to targeted consumers through places such as online sites. The company’s customer-centered strategies are...
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...Consulting Assessment Consulting Assessment Benchmark Custom Homes (Benchmark) is a Northern Colorado residential home builder with projects located along the Front Range from Cheyenne, Wyoming to Denver, Colorado. While their focus is custom homes, they have expanded their services into building out residential subdivisions in rapidly growing communities. Currently, Benchmark is a company with less than ten employees, but the growth in their building services mandates an expansion of their workforce. In order to align the company’s employee development needs with their organizational goals, an assessment of current training practices was completed, and the results reviewed and discussed as follows. Company Goals Benchmark’s goals are to provide customer satisfaction and to increase their production each year. Their current year-end projection for homes completed is seventeen. This number includes five custom homes, which are completed per contract with the homeowner, and twelve homes in which Benchmark builds a spec home on a lot they own and then sells it through their listing company. Benchmark’s goal for the next fiscal year it to build twenty-five spec homes and complete the three customs they currently have under contract as well as any others they may be asked to build within the year. This increase in production will require additional field managers and administrative assistants as well as an in-house engineer to develop additional house plans. Developing...
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...practice The firm was formed in 1998 by a merger between Coopers & Lybrand and Price Waterhouse.[1] The trading name was shortened to PwC in September 2010 as part of a rebranding.[6] As of 2012 PwC United States is the fifth-largest privately owned organization in the United States.[7] PricewaterhouseCoopers' operations are Global, but with Europe accounting for 42% of the total.[30] PwC audits 33% of companies in the FT Global 500 and 29% of the companies in the Fortune Global 500.[30] PricewaterhouseCoopers is organised into the following three main service lines:[31] • Assurance Services • Tax Advisory, (international tax planning and compliance with local tax laws, customs, human resource consulting, legal services and transfer pricing) • Advisory – mainly consulting activities which covers Strategy, Performance Improvement, Transactions Services, Business Recovery Services, Corporate Finance, Business Valuation, Sustainability and Crisis Management in a range of specialist areas such as accountancy and actuarial advisory. • Academy - providing a wide range of financial, and business skills training to individuals and the organisations they work for. PwC's Academy trains and supports students who are taking professional qualifications in accountancy and...
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...Marketing Opportunities PRACTICAL ASSESSMENT TBS Consulting Fax: (07) 32691143 | PO Box 316 Sandgate Q. 4017 Putting the pieces together | admin@tbsconsulting.com.au PDF Created with deskPDF PDF Creator X - Trial :: http://www.docudesk.com BSBMKG501B Investigate & Evaluate Marketing Opportunities This unit of competency describes the performance outcomes, skills and knowledge required to identify, evaluate and take advantage of marketing opportunities by analysing market data, distinguishing the characteristics of possible markets and assessing the viability of changes to operations. No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement. BSBMKG501B Investigate & Evaluate Marketing Opportunities contains employability skills. Instructions to the candidate 1. Read the relevant chapter(s) of the nominated texts included in your Candidate Study Guide. Read relevant texts from the list of suggested reading websites, industry journals and forums provided. Read each of the practical activity assessments for this unit of competency before commencing. 2. Answer all of the requirements of the practical activities. Keep in mind you are studying a Nationally Recognised Diploma unit of competency. Your answers must reflect the depth of knowledge and understanding expected of a person who can work without supervision and demonstrate a level of judgement and decision making. 3. This assessment is to be conducted in your own...
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...Product Description LDR 531 Week 5, 360 Assessment A 360 Degree Reach Assessment is a web based assessment that helps individuals identify how they are perceived by those around them. It allows individuals the ability to receive critical feedback on both a professional and personal level that can help one expand within career or business (Reach Communications Consulting, Inc, 2009). The 360 degree reach assessment has been used by a number of well-known corporations over the years as part of their talent development process. Using the 360 degree reach assessment, individuals will be able to better understand his or her unique personal brand attributes and their strengths and weaknesses, allowing them to increase their confidence and self-motivation (Reach Communications Consulting, Inc, 2009). In life people wear many different hats depending on the relationship. At home, a parent or spouse, at work as an employee or employer, and as a friend or a teacher. Finding efficient ways to balance the relationships can be challenging. Using an assessment such as the 360° assessment, an individual can get a better understanding of the things that they do right and the things that they can improve on in these different types of relationships. We as people cannot fix things if we do not know they are broken. Self-evaluations can be one-sided and often biased because people tend to view themselves positively without regard to flaws. The 360° assessment allows people 2- Motivational Plan ...
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...practice, professional readiness, and clinical evaluation. Others include screening, assessment, treatment planning, referral, case management/service coordination, implementing the treatment plan, consulting assessment and treatment planning. Possible assessments evaluation instruments are: substance use history, family dynamics, work history, psychological concerns, physical and mental status. Also, educational and life skills, current legal status, use of community resources, and more. Core elements for individual counseling are rapport, empathy, genuineness, attentiveness, respect, immediacy, concreteness, and warmth. Counselor skills go together with the elements of counseling and guide the counselor in the therapy process. Listening, reflecting, questioning, confronting, self-disclosing, interpreting, and clarifying are among these skills. Documentation is the recording of the screening and intake process and the assessment and treatment plan as well as the preparation of written reports, clinical progress notes, discharge summaries and other clinical-related data. Successful charts should be notable for the thorough and accurate charting of all pertinent aspects of patient contact. Responsibility to find a good supervisor, meeting their training needs, is up to the counseling student. They should be monitored with record keeping, counseling activity, referral, assessment and diagnosis, ethics and professional issues, presentations, evaluations and issues of...
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...Illustrate your thinking about assessment by describing three separate assessment tasks/activities your learners have to do in your subject/learning area and which you or your learners have to assess. Your descriptions must be in response to 14 very specific aspects/strategies of assessment. These 14 aspects/strategies are included below as 14 questions. 1. Subject/learning area, lesson topic, and grade to be assessed: Subject/learning area: English – Home Language Lesson topic: The lesson topic is types of writing texts: write a narrative essay. Learners are to plan, prepare and write a narrative essay. The topic will be given in both writing and as a corresponding pictorial representation. Grade: 8 2. Learning outcome to be assessed In accordance with the CAPS document, the learning outcome for this assessment is imaginative formulation, writing and presenting a written essay. To complete this task the learner will need to do/demonstrate the following: • Use language to think and reason out creative ideas • Apply the reasoning process to capturing ideas and transfer them to written words • Write and present a mixed variety of factual and creative texts to suit a variety of purposes. • The learner will know and be able to use the sounds, words and grammar of the English language to complete the task. 3. Assessment standards to be used in this task: • Individual assessment (no group work or collaboration) • Consulting a dictionary, thesaurus and...
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...| Cornerstone Investment Aust. Pty Ltd ACN 082 383 640Australian Institute of Commerce & LanguageLevel 9, 815-825 George Street, Sydney NSW 2000 AustraliaTelephone: + 61 2 8917-6800 Facsimile: + 61 2 9212-0069Web: www.aicl.nsw.edu.au E-mail: info@aicl.nsw.edu.auRTO ID: 5500 CRICOS Provider number: 02048A | Assessment Details | Qualification | Diploma of Business | Term | 4/2013 | AICL Subject Code | DBB05 | AICL Subject Name | Manage recruitment selection and induction process | Assessment Type | Assessment 4Group Assignment Marks: 25% | Time allowed | Due Date : 11/11/2013 | Date | 28/10/2013 | Location | Room# 803/806 | Units of competency | National Code | BSBHRM605506A | Name | Manage recruitment selection and induction process | Student Details | Student Name | | Student ID | | Student Declaration: I declare that the work submitted is my own, and has not been copied or plagiarised from any person or source. | Signature: ____________________________Date: ____/_____/_____ | Assessor’s Details | Assessor’s Name | Tashfiq Rahman | Results (Please Circle) | Satisfactory | Not Satisfactory | Feedback to student: _____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________...
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...changed through the years with regards to assessments, classifications, severities and age grouping. Human Service workers cannot advocate enough on behalf of children. The problem lies on there not being enough advocating for children who really are presumed as not having a voice. Children are the future and it is amazing how little there seems to be done to get help to those in need. This writer believes that the assessment and classification process needs more advocating for change. The assessment and or consultation process is in this writer’s opinion very generic. Questions are asked about certain situations, children are asked to speak in formed sentences and to point at items. The problem with this assessment can arise when the child has certain words engraved for day-to-day activities but might be struggling with basic vocabulary. Some children are good at mimicking and that can be confused for knowledge. The issues and problems carry on. Every child is different and has different struggles; this assessment should be tailored accordingly. A possibly plan to meet this challenge would be to conduct a study with children and create different versions of assessments. Just as there are different levels to severities there should be different approaches to the issue. Special circumstances should also be taking into consideration, for example the child’s mood and parent’s input. This writer also believes that a simple one-hour assessment is not...
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...that goal, you need to profile everyone in the sales group to identify any skills and attributes that are common to the top group but missing from the other groups. Using this information, you'll be able to develop a profile to help you select the candidates most likely to succeed in that position. Remember, you can't tell if you've found a match if you're not matching candidates against a specific profile. 3. Develop a series of phone-screening questions. Compile a list of suitable questions you can ask over the phone to help you quickly identify qualified candidates and eliminate everyone else. Based on the case study, determine two (2) advantages and two (2) disadvantages of using the clerical testing and work sample assessment methods that the consulting firm used within in this...
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...resource staff have select between different types of providers, types of services, level of services provided by the facility and the kind of facility the human resource faculty works. When the need of recruitment and selection process begins, an employment specialist who knows how to understand descriptions of positions, specifications for the position, and the qualifications required. The global workforce struggles to keep up with hiring needs. Talented employees are in demand and the supply of this talent is scarce, so organizations are using strategies to train the workforce from within and recruit as much as possible to keep their competitive edge. Organizations are struggling to keep up with expanding needs. A recent study by a consulting firm showed 60% of the workforce with the knowledge of their jobs in health care will have to be replaced in the coming years. It means the demand of talented people in health care will exceed the supply available. The need of training in health care will be needed more to keep the supply of workers available. With the quality of life health care workers deal with every day, training...
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...Chemical Case Study Achieving operational excellence - in a polythene business In early 2007, a major petrochemical company embarked on a key strategic project to develop and implement a global operations excellence programme. Background The programme aimed to reduce costs, increase plant availability and reduce waste through introducing world class manufacturing practices in a sustainable way. ABB was selected to complete an initial high level benchmark assessment at 10 of their 150 plants. The assessment identified the gaps between present and world class performance, quantified the financial opportunity for improvement and established momentum for action. Building on the learning from the benchmark, ABB worked with the organisation to develop their global operations excellence programme. ABB were then selected as the programme implementation partner, providing ABB’s leading operational excellence methodology and proven delivery experience. ABB’s approach to operational improvement is based on our i2i model. The approach delivers improvement through 3 phases of work; − Investigate (performance, practices and opportunities) − Implement (diagnose problems and identify solutions) − Integrate (embed solutions into normal business) Improvement is driven via 3 ‘streams’ of activity, all of which must be aligned and normally progress in parallel; − Leadership stream (business direction and focus) − Operational stream (manufacturing improvement teams) − Organisational stream (people...
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...Task4.Be able to assess the work and development needs of individuals 4.1The factors involved in planning the monitoring and assessment of work performance It is monitored in order to improve the performance of members of its performance is very important. I should consider the following factors to plan and monitor the performance of members of the workplace. At first I had planned performance required to do so, I should consider the following: - The performance of the program you want. - Should exist in order to help members improve their performance resources - Should be taken to improve performance. - To check the Framework Programme is appropriate. In order to monitor the performance of the following points should be considered a member of: - Provide performance feedback every day. - Create a relationship between performance and incentives. - Good appreciation and performance incentives. - Performance appropriate evaluation. - A tremendous pace, in order to improve performance. There are three factors that always follow in the employee's performance. Performance management, performance management process provides an opportunity for staff and human resource managers to discuss development goals, work together to create achieving those goals. Achieving overall organizational goals requires several ongoing activities, including identifying priorities and expected results plan, build are those committed to making the results of ongoing feedback between the...
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...Psychological Measure Paper Psy 475 May 18, 2015 Psychological Measure Paper It is well known fact that people suffer from various kinds of depression. They might be from some health problems that they have developed and some issues associated with factors that are attributed to the way they feel about themselves. There are many ways to measure depression or how to scale it on the degrees of danger. In our Paper we are analyzing depressions psychological measures. The measure that is analyzed by us is the Depression Inventory for adolescents. The Depression Inventory for adolescents is an auto- report tool that employs a twenty seven item questions. We will be choosing 2 articles that explain the use of the Depression Inventory for adolescents. In our paper, we will be describing who are qualified for administering and interpreting the setting and measure. This means academic, counseling or occupational in which we optimize the usage of the measure. At the end of our paper, we will classify among the populations for whom the Depression Inventory for adolescents is valid or not valid as a psychological measure. Article One Becks Depression Inventory is used to measure many different depression circumstances. Above it (what is it?) discusses how the inventory is used and the measurement of how deep depression can go based on Becks inventory. The following article on Becks Depression Inventory involves the connection between two epidemics including depressiveness among...
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...Reasoning Aptitude Paper: Haywood Lewis University of Phoenix Consulting/MGT 527 Catherine Garcia July 21, 2013 The Aptitude Test is a good tool to help a person determine strengths and weaknesses. They are very useful for individuals considering joining the military or agencies trying to match candidates in the civilian workforce. Aptitude Tests are classified as speed test and determine how many questions that a person can answer correctly in an allotted time. Speed test are normally used for clerical and administrative jobs. Professional and managerial type jobs use the power test. The Aptitude Test confirmed that I work well in careers where success comes from applying practical skills and where thinking is used mostly to solve practical problems. That was a very good assessment. I really enjoy jobs that allow me to think and use my natural skills and leadership ability. It also showed that I place values high on my priority list. I believe that having good values is the key to success. Having good values and ethics in the workplace, helps the organization keep order and allows the company to function smoothly and remains profitable. Individual values should align with company values in the workplace. Integrity is the value that I think is most important in the workplace. It is important to display honesty in the workplace at all time. Employers want to know that they can trust you and that you are going to do the right thing at all times. ...
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