...that Dyer has been targeting. Dyer wants to grow his business enough to reach his strategic goal of building a sports complex for his business to occupy. Dyer needs to double his business in order to support this goal. In using S.W.O.T. analysis to evaluate NOCO’s current situation it is clear that NOCO has a number of things working for it already; customer retention is very high, awareness of NOCO in its’ current market is close to 100 percent and Dyer has access to enough trainer resources to continue his company’s growth. Some of the obstacles NOCO faces in working toward expansion are loss of customer base to high school sports programs after they reach 14 years old, a narrow selection of programs for current customers, lack of diversification and limited awareness of the company’s programs and philosophy in adjacent towns. Dyer could employ many operational strategies help reach his ultimate goal of a new sports complex. There are several opportunities available for NOCO to take advantage of with minimal threat or competition to worry about. Dyer has noticed that as the kids in his programs begin high school and start to participate in school sports, they tend to lose interest in the soccer programs he offers. Dyer might try product development by offering camps and training programs for the older students outside of their school and school sport schedules. Summer camps geared toward a general sport theme as opposed to just soccer might appeal to the older kids that are...
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...The way to fruitful long haul contributing is the conservation of capital. Warren Buffett, ostensibly the world's most excellent mogul, has one standard when contributing - never lose cash. This doesn't mean you ought to offer your venture property the minute they enter losing region, yet you ought to remain definitely mindful of your portfolio and the losses you're ready to persevere in an exertion to expand your riches. While it is difficult to stay away from danger completely when putting resources into the business sectors, these five strategies can help protect your portfolio. One of the foundations of Modern Portfolio Theory (MPT) is diversification. In a business downturn, MPT pupils accept a generally expanded portfolio will beat a thought one. Speculators make deeper and all the more extensively broadened portfolios by owning countless in more than one asset class, along these lines decreasing unsystematic danger. This is the hazard that accompanies putting resources into a specific organization instead of deliberate danger, which is the danger connected with putting resources into the businesses by and large. As per some money related specialists, stock portfolios that incorporate 12, 18 or even 30 stocks can take out most, if not all, unsystematic danger. Shockingly, methodical danger is constantly present and can't be differentiated away. On the other hand, by including non-associating asset classes, for example, securities, items, monetary standards...
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...d) How much will Eastbridge receive (in US$) if the share price of Cambridge is £7.50 and the spot rate is US$1.60 in one month time? e) What will happen if in one month time, share price of Cambridge drop to £5.00 and Eastbridge decided to hold on to the shares and sell at a later date when the share price is more favourable? Assume that the spot rate in one month time is US$1.68. Question 2 What types of risk are present in a portfolio? Which type of risk remains after the portfolio has been diversified? Question 3 How, according to portfolio theory is the risk of the portfolio measured exactly? Question 4 Discuss about the integration of market worldwide and its impact on international portfolio diversification. Question 5 Giri Lyer is a European analyst and strategist for Tristar Funds, a New York-based mutual fund company. Giri is currently evaluating the recent performance of shares in Pacific Wietz, a publicly traded specialty chemical company in Germany listed on the...
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...regarding Google’s corporate structure and policies by referencing primary sources and using personal feedback from the authors. Google Case Study In the textbook, Human Resource Management by Gary Dessler (2011), an article on the powerhouse corporation, Google, was written regarding the company’s benefits, human resource strategies and policies, and how the company is able to provide such a work environment. Research will show whether or not Google’s new job candidate screening process is effective, how Google affords to give out such elaborate benefits, how Google recruits its employees, and more. Google has implemented a new candidate screening process that correlates personal traits from current employee’s answers on a survey regarding employee performance (Dessler, 2011, pp. 712-715). Some believe that this strategy limits Google’s ability to find the right candidate, but others argue that it actually helps narrow down the candidate search process. One argument is that Google’s hiring process is way too rigorous. By narrowing down certain qualities so much, the company could be potentially missing out on some stellar candidates without realizing it. The surveys taken by the current employees are great for narrowing down job characteristics and the...
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...Compensation and Benefit Management: A Study on Pacific Bangladesh Telecom Limited (CITYCELL) Submitted By: Submitted To: Mr. A.K. Nazmul In Partial Satisfaction of Requirements for the Human Resource Management Course Fall, 2008 Dhaka, Bangladesh Letter of Transmittal Date: 27th November, 2008 To Mr. A.K. Nazmul Faculty, School of Business American International University- Bangladesh. H: 83/B, R: 4, Kamal Ataturk Avenue, Banani, Dhaka-1213 Subject: Submission of term paper. Sir, We are glad to submit herewith the report for Human Resource Management .We are grateful to you for assigning this work as this has given us an opportunity to make a practical demonstration to relate our classroom theoretical knowledge to a virtual real life scenario and thus broaden our applied knowledge. We have all along enjoyed our working on this project and we shell feel glad to give any further clarification, you desire from us on this paper. With Regards, Acknowledgement I specially thank our faculty Mr. A.K. Nazmul for giving us this wonderful opportunity and approval to submit a formal report...
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... Main Issues (1) AFS was incorporated in State of Victoria in 1984; therefore, AFS is an Australian resident as defined in s6(1) ITAA36. AFS will need to pay tax on its taxable income, being the assessable income less deductions[1]. Assessable income includes ordinary and statutory income derived from all sources[2]; therefore, if the $3,300,000 received from the training contract with TCA Airways is ordinary income under s6-5 ITAA97, it will remain assessable even if it is sourced from New York. The $3.3m, although received as a lump sum, is earned by AFS as a result of carrying on an aviation business as set out in Californian Copper[3]. The diversification of business to a much wider client base does not affect the nature of the income. According to Jennings Industries [4]and Merv Brown[5] case, diversification is only a different method in conducting the business and does not deviate from their original business structure. This amount is regarded as the normal proceeds of a business, based on the fact that it is received as part of their normal business operation by providing aircraft pilot training and specialist instruction services for individuals. Therefore, this recurring receipt is likely to be an assessable income under s6-5. However, it is important to note that there may be double tax agreement between Australia and US that will override s6-5. (2) AFS’s intention with the purchase of land on 1 Oct 2006 was to consolidate the land titles to build a...
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...BANGLADESH LABOUR LAW 2006-(RMG SECTOR) Table of Contents Page No. PART 1: WORKING CONDITIONS ..........................................................................................1 1.1 WAGES...............................................................................................................................4 1.1.1 Definition ................................................................................................................. 4 1.1.2 Persons responsible for the payment of wages ........................................................ 5 1.1.3 Fixation of wage periods and time of payment of wages ......................................... 5 1.1.4 Deductions from the wages ...................................................................................... 6 1.1.5 Grievance procedure in case of illegal deductions or delay in payment ................. 6 1.2 WORKING HOURS AND LEAVES ...............................................................................8 1.2.1 Daily hours............................................................................................................... 8 1.2.2 Interval for rest and meal* ...................................................................................... 8 1.2.3 Weekly hours** ........................................................................................................ 8 1.2.4 Weekly Holiday*** ...............................................................................................
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...that is too easy abused? The FMLA entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave each year for specified family and medical reasons. The FMLA applies to all government workers and private sector employers that employ 50 or more employees within a 75-mile radius (Barth, S. & Hayes, D. K. 2009). Having this particular benefit, allows for employees to take time off in order to care for loved ones. This also guarantees the employee will not lose their job. Besides sick time, having additional benefits such as FMLA can help the employee deal with any family emergency. To be eligible for these benefits, an employee must have worked for an employer for a total of 12 months (not necessarily consecutively) and must have worked for the organization at least 1,250 hours in the past 12 months. These employees are generally guaranteed their current job, or one equal to it, on their return. If, however, an organization can show that it will suffer significant economic damage by having a “key” employee out on FMLA leave, the organization may deny the leave (DeCenzo, D. A. & Robbins, S. P. 2007). There are some guidelines to taking FMLA, and for good reasons. In order to take the FMLA benefit, the...
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...| BENEFITS AND RATES FOR HERITAGE HEALTH FUND MEDICAL AID FUND Effective 1 August 2013 | All Benefits are per Beneficiary | PLATINUM | GOLD | SILVER | BRONZE | BRONZE Lite | ZINC | Global LimitInpatient limitOutpatient limit | 75,000.0052,500.0022,500.00 | 50,000.0035,000.0015,000.00 | 30,000.0021,000.009,000.00 | 15,000.0010,500.004,500.00 | 10,000.007,000.003,000.00 | 8,000.005 600.002 400.00 | Hospital Access | All Pvt HospitalsPres. Suite | All Pvt Hospitals Pvt. ward | All Pvt HospitalsTwo Bed. Ward | All Pvt HospitalsGeneral Ward | Group B,C,D Hospitals Only General Ward | Government & Mission Hospitals, and municipal clinics | Hospitalisation incl. Maternity, Radiology & Pathology | Covered up to limit | Covered up to limit | Covered up to limit | Covered up to limit | Covered up to limit | Covered up to limit | Chronic Drugs incl. ARVs | 1,500.00 | 1000.00 | 800.00 | 500.00 | 300.00 | 200.00 | Acute Drugs | 600.00 | 500.00 | 400.00 | 300.00 | 200.00 | 150.00 | Chronic Nursing | 3,000.00 | 2,000.00 | 1,200.00 | 1,000.00 | 800.00 | 500.00 | Dental incl. dentures | 2,000.00 | 1,500.00 | 1,000.00 | 800.00 | 450.00 | 300.00 | Orthodontic | 1,500.00 | 800.00 | 500.00 | 300.00 | 200.00 | 150.00 | Optical (once in two years) | 700.00 | 550.00 | 400.00 | 250.00 | 200.00 | 15000 | Prosthesis | 4,500.00 | 3,500.00 | 2,000.00 | 1,500.00 | 800.00 | 400.00...
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...Segmentation For marketing purposes, the product V8 V-fusion®+ Energy can be divided into many segments based on the possible customers who would benefit. These segments can be defined using geodemographic and psychographic segmentation methods. Each of the three most relevant segments are described in the following text. The first segment involves women between the ages of 25-30. These women are single, very active and looking to settle down. They are very health-conscious and tend to spend a great deal of time working on their image. The women of this segment typically have a household income of $45,000 to $65,000 and cherish the value of a good bargain whenever they see one. They prefer to purchase items that will benefit their female identity but will spend a great deal of time looking for the most cost-efficient products. Being that these women maintain such busy lifestyles, this product would be great for them as they are “on the go”. The homes of these women also possess many features that are modern and convenient such as Keurig machines, so this product would fit in quite well with their other kitchen products. The women of this particular segment work in an atmosphere that constantly keeps them active. Their benefit from this drink not only includes a simple packaging but the drink itself contains ingredients for a boost in energy, which may appeal to the market substantially. These women value the latest trends in healthy meal choices, especially those that...
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...Is the Difference in Accounting Treatment of Post-Retirement Benefits under IFRS Beneficial or Detrimental to the Financial Position of a Company Currently Reporting Under US GAAP? Megan N. Cook, CPA, CFE Accountancy 521 Professor Lawrence March 9, 2009 The first pension plan offered by an American employer was that of American Express in the year 1875. Amex’s plan did not resemble the plans that we see in today’s time; the first “modern” defined benefit plan was created in 1940 by the automotive behemoth General Motors. These plans of the past still do not resemble plans that we are familiar with today. In the past, employers could exercise a “pension put” option and, in essence, close the plan down at the current level of funding and turn the assets over to the retirees. This is not an optimal situation, as many plans at the time were severely under funded and retirees would be left with pennies on the dollar of what they were counting on for retirement. (Fortune, 2005) Post-retirement benefits are volatile on a couple of different fronts; up until the reforms in 1974 which created ERISA and the PBGC, employees had to put blind faith in their employers to secure their futures after their working years were over. (Fortune, 2005) On another front, these benefits pose a significant accounting problem – how should a company account for the costs and liabilities associated with these benefits they had to give their employees at a later and relatively indeterminable...
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...After watching the tutorials at the end of our lecture, I have found that there are more types of power then I thought of previously. Some of these seem to be effective, while others seem to be less effective. The ones that I find to be the most effective are Referent and Expert powers, I think it is much benefit in a hardworking approach to power, such as with the referent form of power. You can ensure that things get done in an easy and fair manner. Also with the expert form of power, you ensure that you are also on top of the situation, regardless of the surrounding factors, such as people or other stresses. I would like to believe that I have these types of power, but more commonly in my job, I use legitimate power. In most of the time at work I have to be the one to tell all my fellow employees what to do and how to meet our boss demands, therefore meeting our deadline of work is the most important part. Overall I am seen as the authoritative type of management but my boss is more uses of the coercive form of power, which I think is probably the least effective type. It almost makes me want to perform at a lower level when being treated in that way. When he does use this form of power, there are times where I do use some expert power by not responding in a negative way to his coercive attitude. Being aware of these types of power can able to help me identify which types of method I should use when I am the regarding situations, and it also helps me with my leadership skills...
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...ratio. Compensation Methods “Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction.” (HR Guide to the Internet) In this type of economy, many businesses will start to freeze wages and stop giving their employees any type of compensation. However, this may hurt the employee morale. By giving out a reward for an excellent job performance at times, a company could see a bigger profit in this rough economy. There are a few different types of compensation methods. These methods include but are not limited to the following: • Commission • Overtime • Bonus • Expense Allowances Commission can be given to employees if they sell a certain number of items or a certain amount of profit that an employee brings in. Overtime is different at all companies and can be a very big benefit to those who are not on salary pay. Bonuses can be awarded if a certain goal has been met by a particular employee. Finally, expense allowances can be given to those who may have to...
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...1. Define the three different types of Piece Rates. Answer: 1) Straight Piece rate 2) Piece rates with guaranteed time rates and 3) Differential Piece rates Straight Piece rate In this method payment is made on the basis of affixed amount per fixed units produced without regard to the time taken Earnings = Number of units x rate per unit. Piece rates with guaranteed time rates In this system the payment is at the time rates but adjusted to the cost of living. Merit awards for personal qualities, skill, ability, punctuality etc. are also considered. The employer compensates the high labor cost by increasing the price of the products. Differential Piece rates A wage plan based on a standard task time whereby the worker receives increased or decreased piece rates as his or her production varies from that expected for the standard time. Also known as accelerating incentive. 2. Define Sales Commission, and explain the conditions that should exist/be met within a position for this pay-for-performance methodology to be successful. Answer: The amount of money that an individual receives based on the level of sales he or she has obtained. The sales person is provided a certain amount of money in addition to his/her standard salary based on the amount of sales obtained. Conditions that should exist: 1. Organizations must tailor pay for performance systems to their mission and environment 2. A pay for performance system can only be effective if employees...
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...Week Three Team Reflection HRM 531 Week Three Team Reflection Employee benefits and compensation are essential to a successful business. A company’s ability to thrive is often due in large part to the workers it employs. Because of this, it is important that the compensation and benefits the employer offers to the employees are competitive and comprehensive. Week three objectives include explaining how to create these benefit packages, determining the appropriate components of the employee compensation and benefits, and using organizational and market data to conduct human capital management functions. The learning team will explain the topics of struggle for the team, the topics of comfort for the team, and explain how these objectives relate to his or her area of work. Topics of Struggle One common area of challenge for members of the team during week three involves the objective relating to human capital management functions and how to use organizational and market research. Several team members indicate that this topic, which includes the two main fields of human capital management, is more difficult to comprehend. However, the team recognizes decisions on composing a benefits and salary package involves the two fields. The determination of benefits and compensation weigh heavy on this function and making sure that an organization is competitive within the market industry that they are in. If the company is using internal or organizational data, the company...
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