...The current issue and full text archive of this journal is available at http://www.emerald-library.com European Journal of Marketing 33,9/10 926 Received August 1997 Revised January 1998 A broadened conception of internal marketing BNFL Corporate Communications Unit, University of Salford, Manchester, UK, and Manchester School of Management, UMIST, Manchester, UK Keywords Internal marketing, Employee communications, Marketing theory, Case studies, Literature review Abstract Internal marketing has been of interest to practitioners and academics, in marketing and other disciplines of management, for some years, and published papers focus on definitions, the role of internal marketing in organisations, and various empirical investigations. Discusses the elements of a broadened concept on internal marketing, which emerges from: a systematic review and examination of the existing literature; case study material; ``expert'' opinion from leading academics; and interviews with managers. Richard J. Varey Barbara R. Lewis European Journal of Marketing, Vol. 33 No. 9/10, 1999, pp. 926-944. # MCB University Press, 0309-0566 Introduction Explicit discussion of the marketing concept in use in the internal operations of the organisation entered the marketing and service management literature in the late 1970s. However, this concept has origins in published discussions of the organisation of marketing systems from the early years of the twentieth century. It would seem that...
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...Contract number: «ID» Dear «AR_NAME», Thank you for choosing U.S. Bank Equipment Finance for your financing needs. We look forward to providing the tools and information required to manage your account. Payments: Be sure to include remittance stub with payment to ensure accurate postings to the account. Payments must arrive on or before the due date or may be subject to a late charge per the agreement. Contact information: 1310 Madrid Street, Marshall, MN 56258 Phone: (800) 828-8246 | Fax: (800) 328-9092 Email: efcustomersupport@usbank.com Please contact us to: • Change your address: For security reasons address changes must be in writing. To submit the request please use the address change stub provided with the invoice, business letterhead, or company email. • Request a W9: Our Federal Tax ID number is: 31-0841368. • Receive a copy of the agreement: We encourage you to refer to the signed agreement for important details concerning fees or taxes that may be applicable to the agreement. • Provide insurance: Insurance coverage must be maintained to avoid risk of equipment loss. If you have not provided proof of insurance, please do so at your earliest convenience. If no proof of insurance is provided, you will be enrolled in a Property Damage Surcharge program as described below. Beginning with your second invoice, you will be billed a monthly property damage surcharge up to .0035 of the equipment cost as a result of our credit...
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...Input Output Process Performance Control Name of student Total monthly fee Names of parents Amount paid to date Amount of discount on fixed fees Amount outstanding Monthly fixed tuition fee Monthly fixed after-care fee Discounted fixed fees Monthly “drop-in” fees Payment received Outputs Billing and payment system must produce monthly a monthly report summarizing fee collections for tuition and after-care. Billing and payment system must produce one bill per child per month, listing each student’s charges separately. Billing and payment system should produce a separate statement itemizing all drop-in after-care hours and include the student’s name, date(s), and time(s) that are billed. Billing and payment system should produce receipts that contain name, location, and Federal Tax ID number of the school, in addition to customer name and amount paid. Input Teachers must enter drop-in and after-care hours for students on a separate screen. Drop-in and after-care input data entry screen must include child’s name, date, start time, and end time. Billing and payment review screen must show students’ name, parent’s name, amount of discount on fixed fees, monthly fixed tuition fee, monthly fixed after-care fees, discounted fixed fees, monthly drop-in fees, total monthly fee, payment received, amount paid to date, and amount outstanding. Customer record screen must include parent’s name, address, phone, email, and...
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...On-Line Medicaid Billing-Nursing Home Access the Texas Medicaid website, www.tmhp.com to bill Nursing Home claims. Select Providers link (top of screen) and then select Access TexMedConnect (right side of screen). 1. Medicaid a. If pt is utilizing hospice services and has Medicaid, we have to bill and pay for their room and board b. You will receive an email with new admitted patient information from each location c. The nursing home bills a patients private insurances for services d. only bills Medicare for hospice skilled services and Medicaid for Room and Board e. Drew and Troy took over Nursing home billing in July f. A folder for each location is called Medicaid, each office has its own folder, each office folder has a spreadsheet for each Nursing home i. There is also a spreadsheet for Medicaid Primary g. Medicaid hospice pays for different levels of rooms at different rates i. Tile or RUG rates: ranges from $100 to $250 a day depending on the level of care h. There are 25 levels of facilities (25 being the low end facility) i. deals with level 5-12 facilities i. Ex: tile level CA2 = $114 (refer to cross legend) j. Texas Medicaid Website is: www.tmhp.com – Below are features of the site i. MESAVE lets you check patient eligibility ii. Look for NURSING FACILIITY ROOM AND BOARD iii. NEED...
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...Synopsis Topic: A Study of Employer Branding As Strategic Intervention for Attracting Talents Introduction: Employer Branding is one of the most significant developments in the present day context. Depending on the availability of talent, the finding of talent with the “best fit” has always been a challenge to the organization. Most of the potential employees would opt to get into organisations which have the characteristics of achievement, success, leadership, people development initiatives, offering decent, a happy go type work culture while capable of instilling a deep sense of pride and commitment. It is observed that several organisations compete aggressively to attract and retain the best talent. Hence they are increasingly recognizing that directly or indirectly the employer has to brand themselves for attracting talents. The significant observation of the present day situation is that by simply placing an employment advertisement in local paper does not attract quality applicants; rather the quality candidate is more likely to choose their featured organization to work for. Hence corporates try to incorporate more forces of attraction for the best talent, and to do this the need to work on building a powerful employer brand that screams opportunity and prestige is highly called for. As mentioned in the web article in www.unlimited.co.nz “External talent wants to see evidence of a consistent approach to employer experience; they want to know what...
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...topics EMPLOYER BRANDING Maintaining momentum in a recession 1 2 5 7 9 11 13 15 16 EXECUTIVE SUMMARY MAKE EMPLOYER BRANDING A BUSINESS IMPERATIVE JOIN IT UP MEET THE ‘ON A SHOESTRING’ CHALLENGE ENGAGE YOUR PEOPLE COMMUNICATE THINK TO THE FUTURE CONCLUSIONS – AND CIPD VIEWPOINT FURTHER SOURCES OF INFORMATION EXECUTIVE SUMMARY In 2007, the CIPD published Employer Branding: Fad or the future of HR? Two years on, the concept of employer brand is still with us. But is it under threat in the current economic climate? Or is it more important than ever? The birth of employer branding is associated with the war for talent of the 1990s. With the UK in recession, our Labour Market Outlook surveys report an increase in recruitment freezes, and a decline in organisations taking on new staff. But while a focus on recruitment marketing may be where many organisations initially focused their efforts, commitment to a true employer branding approach goes beyond the need to attract suitable candidates in a competitive labour market. The CIPD has defined employer branding as ‘a set of attributes and qualities – often intangible – that makes an organisation distinctive, promises a particular kind of employment experience, and appeals to those people who will thrive and perform to their best in its culture’. For employer branding to be successful, it’s essential it is linked to the overall HR strategy, and in turn supports the organisation’s goals. ‘Now, more than ever, employer branding...
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...'ve compiled a list below I wanted to share with you. The list includes 11 areas for leaders to focus their employer branding efforts on in 2011 based on some of the workforce changes we have encountered by the introduction of new technologies, global economic instability and the requirements of a modern workforce - one that is agile, adaptable and responsive to a constantly changing and highly competitive landscape. It's great to see many more companies appointing employer brand leaders in 2010 to drive their organisation's employer brand strategy. I expect this trend to continue in 2011. It is only with this focus will we see the continued evolution of the employer brand concept and employment offerings which on the whole, works towards achieving a much better match of the needs of employees with those of business. Here is my top 11 1) Establish a real-time career development for employees Today real-time career development can be facilitated with some imagination, technology devices, innovation and focus. Each morning when I wake up, I grab an expresso, my Ipad and find a quiet spot whether it be on the couch (winter) or on an outside table (summer!) and spend an hour on my own personal and career development. This usually involves: * Checking facebook, twitter and linkedin status updates, making comments and responding to overnight messages * Using the apps previously downloaded from publications such as New York Times, Wall Street Journal, International...
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...Lings, 2010). There is so much competition and talent is rare. But how do you know which is the best for your company? More over once a company or a firm acquires the correct talent to retain this talent within the firm or company is becoming even more difficult nowadays. This constant struggle has turned into a fight. This fight is called the ‘war for talent’. Steven Hankin of Mckinsey & Company in 1997 coined the term war for talent (J.L.H.D, 2012). There are a few strategies that people or companies use to attract, recruit and retain talent in their firms. One of these strategies is ‘employer branding’. Employer branding is defined as the benefits of an organization that potential employees associate the organization with (Wilden, Gudergan, & Lings, 2010). With proper employer branding an organization can promote itself in such ways that they can attract proper talent. Employers have to constantly manipulate their branding in order to attract better talent every year. In order to do this organization has to have a good presence on the Internet. They should invest in a proper website and have appropriate pages on Facebook and twitter and such social media forums. They should make sure that their presence in the media is...
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...THE TALENT THRUST FOR ACHIEVING EXPONENTIAL GROWTH September 2007 Introduction This paper outlines the people strategy that can be adopted by a people intensive company that is looking at achieving exponential growth in revenues and business. To illustrate this better, an example of a mid cap IT Company has been taken. The IT Company is focused on meeting the challenges omnipresent in the business environment detailed in the paper, while ensuring the goals of the organization are achieved. The company has set itself very ambitious goals. Achieving these goals would require leveraging of its talent pool. The Context Industry Scenario According to the annual NASSCOM Survey on performance of the IT Software and Services Industry in India, the Indian IT – ITES industry recorded an overall growth of 30.7% as against a projected growth of 27%. They clocked revenues of USD 39.6 billion in FY 06 – 07 up from USD 30.3 billion in FY 05 – 06. The survey also projects that this industry will grow by 24 – 27% whereby revenues will be in the range of USD 49 – 50 billion in FY 08. While India continues to be the preferred destination for Global IT sourcing, due to its talent pool, top quality management and security and quality focus, there are certain challenges that IT organizations need to address immediately. Some of the immediate challenges would include the rupee appreciation, sustainability of available talent, infrastructure development and sustenance of a positive regulatory...
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...AIU University Online MKT 432/Strategic Marketing The Role of Consumer Behavior in Marketing Decisions Abstract A strong employment brand begins with a promise that is creditable, compelling, and connects to the applicant. Once hired, the employee should build an excellent relationship with the employer by embracing the employment brand through everyday employment operations. If the relationship is powerful, the employee will become and engaged employee and ambassador of the brand. The employee will also encourage others to apply for a position at your organization by talking to them about the employment promise and authentic experience it represents. For this assignment, I will recommend a branding strategy to attract new hires. Three solid recommendations will be made based on the knowledge and understanding from three of the previous assigned readings. My understanding of the target market and consumer behavior principle will also be demonstrated in this assignment. Employer branding is affected by the way a company interacts with the public. Examples include advertising, media, websites, and promotional material. Wal-Mart Sam’s Club is an excellent example of public interaction and employer branding strategy. Their slogan is “Lowest Prices, Everyday”. Wal-Mart Sam’s Club Warehouse includes their employees in television commercials advertising their everyday low prices. Team members are portrayed in the advertisements and are talking about their place...
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...Company Strategies and Government Intervention When a business is forming or for one that has been in existence for some time, there are a variety of considerations to be taken into account in order to be competitive within the particular arena for which the business focuses on. This could either be service or product. The product may be sold through the business or the business is producing the product. In any given situation, the business must choose a strategic path to follow that draws in customers and keeps customers loyal. The business professionals within the business must make two kinds of decisions – strategic decisions and tactical decisions (Martiocchia, 2013). Within the strategic decision making process, the decision makers must consider low-cost strategy or differentiation strategy in addition to various governmental laws, in order to remain competitive within the given market. Scilly (2014) indicates that when it comes to marketing a business, there are three generic strategies that include focus, differentiation and cost leadership. The lowest-cost strategy, or cost leadership strategy can be very successful but also more difficult to employ (Scilly, 2014). When a business is using the lowest-cost strategy the business is marketing their products or services at the lowest cost as compared to the competitor. This means that the business would need to minimize all costs and expenses of the business in order to pass on the savings to the customer (Scilly, 2014)...
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...| Transcript: Attracting Talent with Brands | < Back | Let's now step back and just take a little bit deeper look at each of the different employment brands from the examples we've talked about. The first we mentioned was SAS, and SAS, if you know them, they are a small software company, and they are consistently trying to compete with the likes of Cisco, Microsoft, Sun Microsystems, and other large software companies for the best engineering talent and software-development talent around the country or even the world. You would think a small company like this that's relatively unheard of by most of us would really struggle in trying to attract talent. But SAS shows up to their campuses that they recruit at…they tend to have the largest flock of students waiting for them at the career fair, waiting for them at company presentations, and certainly trying to get on their interview schedules on campuses.The real reason behind that is, I think, partly due to the power of their brand as an employer. If we look at the SAS employment brand, the tagline has been, "Trust and respect, more than just a great place to work." Beneath that tagline they really have strong, compelling reasons as to why they are a better place to work.For example, within that tagline, this trust and respect includes things like not having a time clock, not having any monitoring of when you come to work and when you leave—but you have responsibilities for managing your own job. That means that if you...
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...VISION Staples' corporate soul is centered on a rock solid belief in social responsibility and the desire to make a positive impact on our associates, customers, and the world. We act responsibly and with integrity, conducting our global business as a great employer, corporate citizen and neighbor. Staples' soul thrives in the fair treatment of our diverse and talented associates, in our environmental conscience, in giving back to our communities and in our sound business ethics. MISSION "Staples Soul reflects out commitment to corporate responsibility. It's what moves us to embrace diversity, sustain the environment, give back to our communities, and practice sound ethics. Linking these values with our global business strategy and operations contributes to our financial success and helps us become a great employer, corporate citizen, and neighbor.. OBJECTIVES Staples encompass beliefs and objectives that are core to our culture. In fact, we've found that our stakeholders — customers and associates, investors, communities and others — look to us not only for strong performance on price, quality and value, but also for leadership in corporate responsibility Some of the main objectives lies like this Firm financial performance and stability Ethical behavior & environmental awareness Respect of communities both domestically and internationally Develop European division to same profitability levels as its North American Delivery DEVELOPED VISION AND MISSION...
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...Personal development planning can be described as a process of creating a strategy based on introspection, understanding, goal creation and awareness for personal development within educational settings, professional settings or in order to improve oneself (Smith, 2011). Personal development planning (PDP) helps ascertain goals in an educational context, it also highlights strategies to achieve those goals. In Gsm the PDP process can be crucial in developing skills that are needed in pursuit of a student’s educational and career endeavours such as presentation skills, academic writing and so on, there will be an explanation on some of the skills below. An example of one of these skills is self-reflection, it is a process that helps students review how they are developing and where there is room for improvement. PDP in Gsm enables students to be better learners, it also teaches them how to reach their full potential. Paraphrasing can be defined as “Expressing the meaning of (something written or spoken) using different words, especially to achieve greater clarity” (Oxford dictionary, 2015), It is a literary tool that helps a student use their own words to convey or incorporate another person’s idea or message into their work without plagiarism. Some other uses of paraphrasing are. Paraphrasing is necessary for academic writing, Universities students need paraphrasing to produce work in that level(Lebedev, 2014).Paraphrasing is a very useful for academic purposes as it shows an...
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...Infosys: Summary In 1981 Narayana Murthy and six colleagues established Infosys with $250; it is an organization created for professionals by professionals that promised to be fair to its “infoscions” (employees), customers, and shareholders (Delong, 2006, p. 1). The company’s overall vision was to become a “global company” that developed wealth in an honorable manner by redistributing funds to the poor and provide fairness to all (Delong, 2006, p. 3). Infosys worked in the information technology (IT) market via several strategies, body-shopping and offshoring; however; it turned out creating problems than the company planned for which caused a chain reaction of more problems before management finally realized they “fell from grace” (Delong, 2006, p. 10). Therefore, the following paragraphs summarize and analyze Infosys (A): Strategic Human Resource Management written by Delong, Tandon, and Rengaswamy as it relates to Strategic Human Resource Management (SHRM). Case Analysis When Infosys first opened its doors, their strategy known as bodyshop was increasing their labor costs due to the U.S. government limiting distribution on B1 Visas per year. Body shopping is a form of outsourcing in which Infosys recruits IT students straight out of college, place them with clients on project-based assignments until completion (Delong, 2006). Once completed workers are either placed on another project or benched to wait for a new assignment (Darwish, et al., 2010). This is similar...
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