...Marketing Management and Planning Module 7 HENDERSON BAS Prepared by: Group D Robert Walker Ladan Jalali Liang Chen Harinder Kaur Balaji July 23, 2010 TABLE OF CONTENTS Table of Contents 2 Problem Statement 3 Situation Analysis 3 Background 3 Objectives and Goals 3 Current Situation 3 Henerson Bas Process 3 SWOT Analysis 4 Market Analysis 5 Segment Analysis 5 Competition Analysis 6 Financial Analysis 6 Case Keys 7 Key success factors 7 Key uncertainties 7 Alternative 7 Alternative Analysis 9 Recommendations 9 Action Plan 10 Contigency Plan 10 Problem Statement: Louisa Morgan needs to Set a price and service level for advertising campaign for Halpernia Industry regard to maintain client relationship and satisfaction. The management at Henderson Bas needs to set up a pricing model to effectively balance company's profitability against customer satisfaction Situation Analysis Background Henderson Bas was founded by Dawna Henderson in 1996 and started as an interactive agency in downtown Toronto. The company developed from a one person operation to a midsized 65 person corporation. The company provided wide range of online services like web design, online advertising, e-mail marketing, database marketing and Technology services. They worked with many large companies including Coca-Cola, eBay, Molson and Nike. Henderson Bas was recognized as a leader in the interactive advertising industry. Objectives...
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...British Airways & Iberia 12 Reasons of merger between the British Airways & Iberia 13 Key motivators and drivers of the merger of British Airways with Iberia 13 Conclusion 14 Bibliography & References 15 Task One 1.0 Introduction Human resource management (HRM or simply HR) is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will typically also serve as the company's primary liaison with the employees' representatives (usually a labor union). HR is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce. The function was initially dominated by transactional work such as payroll and benefits administration, but due to globalization, company consolidation, technological advancement, and further research, HR now focuses on strategic initiatives...
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...working fine or not. In the same way in any organization the most important asset is employees. And to maximize their assets, management should always manage the employees working condition with intelligence and efficiency. If employees of any organization are well managed, the organizations mostly do very well. It is therefore necessary to work on development, building, motivation, enhancement and enrichment of the employees. In general every organization believes that Human Resource (HR) offers them reasonable advantage. These advantages can be Quality work force Quality culture etc. The Strategic Human Resource Management ensures that the employees or human capital of an organization contributes towards its achievements with their performance, knowledge and skills. The Traditional Human Resource is only concerned with the implementation of the policies like: Recruitment, Staffing, Reward, Assessment But when general HRM plug into the organization’s strategy the outcome of HR department more scope to increase the abilities of their workforce and focus on the vision and mission. This connection is made to improve the organization performance and develop organizational culture which in turn facilitates innovation and flexibility. Overall the key principle of Strategic HRM is to achieve organization’s vision and mission. Struggling with your essay? We can help! We can help get your coursework back on track, take a look at our services to learn...
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...Name Instructor Institute Course Name and No Date British Airways: Case Study TASK 1: The argument between BA and its Merge unionized employees has been long-running and nasty. British Airways passage cottage team is to be balloted again over clean attack activity in their long-running argument with the commercial airline. BA said the past poll organized last 1 month, in which team elected in favor of further attack activity, was illegal. The argument between the commercial airline and the partnership extends back again to delayed 2009, and has already priced British Airways about £150m and led to 22 times of hits. When the argument started, it centered on changes to employment stages, pay and operating circumstances. However, following the walkouts in Goal last year, BA eliminated the journey discounts of employees who took part in the commercial activity, with some also experiencing disciplinary activity. The partnership says the argument is now about four problems. It wants a recovery of journey advantages incomplete, mediation through Acas of all cottage team disciplinary situations relevant to the argument, and recovery of pay to those truly fed up during the argument. It also wants a complete conversation about how BA has managed commercial interaction within the organization. Human Resource Technique was dominantly noticeable in the behavior part concept designed by Katz and Khan (1978). Barney (1991) recommended Human Resource on a justifiable reasonable aids...
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...Management student at University of Liverpool | University | : “Universidad de San Martín de Porres” | Middle School | : “Colegio San Agustín” | High School | : “Colegio San José de Monterrico” | | | Professional Experience * * Verizon Enterprise Solutions, – (April 2015 to date)Position: Senior Business Analyst.All of the below BA and Data Quality responsibilities.Initiative coordinator.Agile and JIRA coach. * * Verizon Enterprise Solutions, – (January 2014 to April 2015)Position: Business Analyst – Data Quality Management.OS and CPU information standardization.Process' gap analysis. Maintain the CMDB health and data accuracy within the appropriate levels.Work on the synchronization between the Service Delivery Platform tool and other Verizon applications.Responsible for the automation between the Service Delivery Platform tool and Configuration Management Systems such as: SCCM, Puppet, Virtual Center, VM Scope and HPNA.Plus all of the below BA responsibilities. * * * Verizon Enterprise Solutions, – (February 2013 to January 2014)Position: Business Analyst.On time delivery and quality of requirements, reporting and tracking of project delivery.Identify and clarify the desired business outcome, collect documentation and...
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...Abstract Business strategy is important for organizations to operate, and it significantly impacts on every department of organizations. If the strategy has changed, it will cause many problems. In the process of implementing these changes, there is support or resistance from shareholders. This report focuses on analyzing BA’s strategic changes and dealing with managing these changes. In tradition, HRM is the organizational function that deals with requirement, training, assessment and rewarding of employees, while also managing people and the workplace culture and environment. Now the new role of HRM refers to overcome the challenge form implementing changes of organizational strategies. The case also indicates that the flexible HRM plays a significant role of dealing with the disputes between employees and management. Key words: strategy management, British Airways, change management, labor dispute Implication of strategic change in British Airways 1. Introduction Generally, a company makes strategies based on the changing environment. But if the strategies changes, there are many barriers to conduct. Human resource is performed as the most valuable asset of organizations. How to manage and more efficiently utilize the asset is so significant for organization to operate and develop. Obviously, there are resistance form employees. Therefore, human resource department is responsible for coordination in the organization. Human...
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...Service Request SR-rm-022 Kevin Page BAS 375 April 18, 2016 Susan Ferebee Service Request SR-rm-022, Part 2 Application and Process Design When designing the initial architecture for the application and process you will need to get the definitive interface that will interact with the business needs. This will be one of the most important parts of the program, this process will be essential throughout the System Development Life Cycle(SDLC). After reviewing the current architecture setup that Riordan is Using, I recommend altering their architecture to an N-Tiered design. N-Tiered “data applications are data applications that are separated into multiple tiers. Also called "distributed applications" and "multitier applications," n-tier applications separate processing into discrete tiers that are distributed between the client and the server” (Microsoft.com). Essentially this tier is the most consistent as well when factoring in the SDLC. The diagram at the end will demonstrate the following Application and Process Design for Riordan. Operational Requirements Riordan Manufacturing is one of the major companies that is growing in the industry. This requires most users to be mobile with a thin client server architecture could be used. It is easier to code the program or websites in HTML5. The system will then be able to work with the N-Tier view web based application or mobile apps designed for iOS, Android, or Windows OS. This will require most users to have mobile...
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...Primrose chikwiramakomo: | BA Business Studies (Part time - Saturday Level 5) | March 12, 2016 Student number: 3113644 Primrose chikwiramakomo: | BA Business Studies (Part time - Saturday Level 5) | March 12, 2016 Student number: 3113644 Module Assessment 1: BuyMart Supermarkets: Recruitment and Staff turnover in a Food Retailing Setting Module Assessment 1: BuyMart Supermarkets: Recruitment and Staff turnover in a Food Retailing Setting BuyMart Supermarkets case study analysis 1.0 Introduction The following assignment has been written, following the HRM module principles. This has been done as a component of the BA business studies part time degree programme. This assignment will be analysing a BuyMart supermarket case study, this is to help answer three questions based on the subject of human resource management. The report will consider labour market and recruitment. The case study given looks at the HR challenges faced by BuyMart supermarkets, these challenges include ongoing recruitment and staff retention issues. This assignments aims to make clear of the current external labour market conditions that are making an impact on the organisation’s staff retention and also recruitment challenges . This will done by analysing the supermarket’s approach to recruitment and selection. After carefully analysing the factors causing these challenges this assignments aims to make some key recommendations on how the supermarket can improve...
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...RESEARCH PAPER TOPICS – BA 453 HRM The primary objective of your paper is to do “research” in a specific area of HRM. Such research requires the formation of a “research question” with a narrow focus to facilitate in-depth exploration and often entails a blend of field and literary research. You can elect to do primarily field or literary research. Some suggested topics are below, but you are encouraged to find one which excites your intellect and/or is relevant to your future business career. FIELD RESEARCH – requires contacting a company or companies, identifying their current HR policy issues or HR concerns, selecting only one, developing a list of interview questions based on a brief review of research in that HR area, and then conducting an interview to explore the matter in depth. It is NOT merely a report of the conversational narrative of the interview. It is a thorough critique with recommendation for improvement. 1. Critique a current HR policy or issue in a specific company and make recommendations for improvement. Examples of policies are: recruiting, hiring, orientation, training, succession planning, career planning, team development, performance review, equal employment opportunity, pay incentives, a specific type of employee benefit or perk, corrective/disciplinary action, OSHA compliance, and safety recognition. 2. Describe a current HR strategy in a specific company and how it enhances their competitive advantage in business. Discuss strengths...
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...RESEARCH PAPER TOPICS – BA 453 HRM The primary objective of your paper is to do “research” in a specific area of HRM. Such research requires the formation of a “research question” with a narrow focus to facilitate in-depth exploration and often entails a blend of field and literary research. You can elect to do primarily field or literary research. Some suggested topics are below, but you are encouraged to find one which excites your intellect and/or is relevant to your future business career. FIELD RESEARCH – requires contacting a company or companies, identifying their current HR policy issues or HR concerns, selecting only one, developing a list of interview questions based on a brief review of research in that HR area, and then conducting an interview to explore the matter in depth. It is NOT merely a report of the conversational narrative of the interview. It is a thorough critique with recommendation for improvement. 1. Critique a current HR policy or issue in a specific company and make recommendations for improvement. Examples of policies are: recruiting, hiring, orientation, training, succession planning, career planning, team development, performance review, equal employment opportunity, pay incentives, a specific type of employee benefit or perk, corrective/disciplinary action, OSHA compliance, and safety recognition. 2. Describe a current HR strategy in a specific company and how it enhances their competitive advantage in business. Discuss strengths...
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...451 Invertebrate Zoology (5) BI 474 Biology of Insects (4) Choose One: (Biology of Vertebrates) BI 317 Vertebrate Natural History (4) BI 324 Comparative Vertebrate Anatomy (5) BI 453 Marine Vertebrates (4) Choose One: (General Zoology) BI 326 Developmental Biology (4) BI 360 Animal Behavior (4) BI 432 Immunology (4) BI 434 Comparative Animal Physiology (4) BI 437 Neurobiology (4) Any Upper Division Biology course: (Advisor approved) Hrs 15 15 4 4 4 4 4 4-5 Has Lacks Student Signature: Date: Program notes & Additional Degree Requirements Biology majors, regardless of emphasis, are required to maintain a C average in courses that are used to satisfy biology degree requirements. Students graduating in the various emphases of the biology major are required to take a standardized exit exam in their last year. Each course can fulfill only one specified requirement within the major. BI 406 credit may be substituted for one course in the selected emphasis with pre-approval of the student's Biology advisor. 4-5 4-5 4-5 Minimum degree requirements of...
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...|FOUNDATION CHRP CL&D ASSESSMENT | | | |[pic] | |Resourcing Talent (3RTO) | | | | | |3RTO F204A_June – Optional Unit Assessment – Version 3 June 2012 | | | | | |Student name: | | | | | | |CRITERIA |PASS/REFER |COMMENTS | |LO1: ...
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...training before staring her shifts. Even if she is hard working and leaves a nice touch after her work, she might not be contributing in competitive advantage for KCS over other cleaning organizations. Furthermore, HRM should take place in the early stage of a corporate planning to make it SHRM. It is not about fixing employment problem in middle of organization’s operation. It is integrated with corporate strategy so that organization can have the right people at the right place at the right time(Van Donk, 2001). For example, Ann was struggling about the appraisal system because she was not aware of it while she joined KCS. Finally, authority and HR managers must have a channel for communication. Effectively HR managers will assess the role of a employee to achieve organizational goals. If senior management does not listen to HR managers, employees they will be hiring will not be able to help in organizational mission and vision. For instance, KCS did not plan what they will be doing with Ann for future; instead they employed Ann as their client base got increased. Assessing the purpose of SHRM (AC 1.2)\ Firstly, as discussed earlier, only a committed workforce is not enough to achieve competitive advantage. Ann should have gone through some training process either by Ted or by a professional cleaning trainer. As, Ann’s employment was not strategized, now...
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...1.1 Introduction: We study organizational behavior, so it is very important in an organization. We choose a company which name is Popular Pharmaceuticals Ltd. Popular develops several modern GMP standard production lines and are capable of producing a number of preparations separately in its different plants. Our capabilities and expertise in manufacturing finished formulations are exemplified by its wide range of dosage forms and packages. 1.2 Method : Popular Pharmaceuticals Ltd They follows the custodial model. They have an organization and they follow their rules and regulation. Manager follows their employees they soon recognized that although autocratically managed employees never talk back to their boss. Employee wants to say many things and sometimes they did say them when they quit or lost their tempers. Employees were filled with insecurity, frustrations and aggressions toward their boss. So they could not vent these feelings directly sometimes they went home and vented them on their families and neighbors, so the entire communication might suffer from this relationship. To satisfy the security needs of Employees Company have welfare programs. In this organization they extreme in order to show its emphasis on materials rewards, security and organizational dependence. 1.3 Limitation : In our Pharmaceutical Company here limitation are very few. We can not develop or product at the perfect time of the market due to the shortage of our raw materials. We think...
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...MBA LEARN MORE, DO MORE, BECOME MORE 90 exceptional people who will shape the future of business The IMD MBA Class of 2011 Developing your future global leaders The IMD difference Why recruit at IMD? Find truly global experienced leaders able to address your company’s challenges in today’s complex environment 90 talented pre-screened participants Besides strong academic ability, we assess the leadership potential with a focus on real management capacity in a multi-cultural and complex environment. In total we spend at least 10 manhours per candidate to make sure each one is right for the program. The admission process consists of: - an online application with 12 essays - letters of recommendations - a full day assessment center Once accepted, each candidate goes through a full background check conducted by an independent agency. International and experienced In a class of 90, you will find 40+ different nationalities and 90% of the participants will have spent at least 6 months outside their home country. With a minimum of 3 years of work experience, our participants have on average 7 years of experience prior to IMD. Trained to become truly global hand-on leaders Besides strong academic business fundamentals, our intensive one-year program is designed to constantly push our MBAs beyond their comfort zone. A diversity of hands-on projects takes them through various settings: - a 6-week startup project - a 9-week international consulting project with medium to...
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