...|[pic] |Syllabus | | |School of Business | | |MGT/431 | | |Human Resource Management | Course Description This course focuses on the strategic role of human resource management, personnel planning and job analysis, personnel selection, performance appraisal, compensation, training, and development from the vantage point of the manager. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly...
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...|[pic] |Course Syllabus | | |School of Business | | |BCOM/230 Version 3 | | |Business Communication for Accountants | Copyright © 2012, 2010 by University of Phoenix. All rights reserved. Course Description This course introduces students to the foundations of communication in a business accounting setting. Students are exposed to various topics related to interpersonal and group communications within the context of applications to the accounting field. Students will develop skills in the forms of written communication, including memos, e-mails, business letters, and reports. Other topics include communication ethics, collaboration, information utilization, critical thinking, and professional competence and values. Policies Faculty and students will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document...
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...TAKE-HOME GRADED CASE ANALYSIS ASSIGNMENT: “PEOPLEAHEAD MARKETING PLAN” 1. DEFINE each of the following sections of the PeopleAhead Marketing Plan: a. Executive Summary: An executive summary, sometimes known as a management summary, is a short document or section of a document, produced for business purposes, that summarizes a longer report or proposal or a group of related reports in such a way that readers can rapidly become acquainted with a large body of material without having to read it all. It will usually contain a brief statement of the problem or proposal covered in the major document(s), background information, concise analysis and main conclusions. b. Strategic Objective: Strategic business plan objectives provide the specific details about what a company's expectations are for meeting there identified goals. While goals are broad, objectives must be clear enough that, after the plan has been implemented, two independent observers can tell whether or not the objective has been met. c. Situation Analysis: Second step on the Marketing Plan; uses SWOT analysis that assesses both the internal environment with regards to it Strengths and Weakness and the external environment in terms of Opportunities and threats. d. Marketing Strategy: A firm’s target market, marketing mix, and method of obtaining a sustainable competitive advantage. e. Marketing Mix: (Four Ps) product, price, place, and promotion. The controllable set of activities that a...
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...DIX Writing a Marketing Plan Have a plan. Follow the plan, and you’ll be surprised how successful you can be. Most people don’t have a plan. That’s why it’s easy to beat most folks. —Paul “Bear” Bryant, football coach, University of Alabama 2A for the firm, marketing objectives and strategy specified in terms of the four Ps, action programs, and projected or pro forma income (and other financial) statements—enables marketing personnel and the firm as a whole to understand their own actions, the market in which they operate, their future direction, and the means to obtain support for new initiatives.2 Because these elements—internal activities, external environments, goals, and forms of support—differ for every firm, the marketing plan is different for each firm as well. However, several guidelines apply to marketing plans in general; this Appendix summarizes those points and offers an annotated example. WHY WRITE A MARKETING PLAN?1 A s a student, you likely plan out much in your life—where to meet for dinner, how much time to spend studying for exams, which courses to take next semester, how to get home for winter break, and so on. Plans enable us to figure out where we want to go and how we might get there. For a firm, the goal is not much different. Any company that wants to succeed (which means any firm whatsoever) needs to plan for a variety of contingencies, and marketing represents one of the most significant. A marketing plan—which we defined in Chapter...
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...Marketing Plan Have a plan. Follow the plan, and you’ll be surprised how successful you can be. Most people don’t have a plan. That’s why it’s easy to beat most folks. —Paul “Bear” Bryant, football coach, University of Alabama WHY WRITE A MARKETING PLAN?1 A s a student, you likely plan out much for the firm, marketing objectives and strategy in your life—where to meet for din- specified in terms of the four Ps, action programs, ner, how much time to spend study- and projected or pro forma income (and other ing for exams, which courses to take financial) statements—enables marketing per- next semester, how to get home for winter break, sonnel and the firm as a whole to understand and so on. Plans enable us to figure out where we their own actions, the market in which they want to go and how we might get there. operate, their future direction, and the means to For a firm, the goal is not much differ- obtain support for new initiatives.2 ent. Any company that wants to succeed (which Because these elements—internal activ- means any firm whatsoever) needs to plan for ities, external environments, goals, and forms a variety of contingencies, and marketing repre- of support—differ for every firm, the marketing sents one of the most significant. A marketing plan is different for each firm as well. However, plan—which we defined in Chapter 2 as a written several guidelines apply to marketing plans in ...
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...Function Helping the Organization Reach Its Goals Efficiently Employing the Skills and Abilities of the Workforce Providing Well-Trained and Well-Motivated Employees Increasing Employees' Job Satisfaction and Self-Actualization Achieving Quality of Work Life Communicating HRM Policies to All Employees Maintaining Ethical Policies and Socially Responsible Behavior Managing Change Managing Increased Urgency and Faster Cycle Time Who Performs HRM Activities Outsourcing The Interaction of Operating and HR Managers HRM's Place in Management HR Department Operations HRM Strategy Clarifying Meaningful HRM Objectives HRM Policy HRM Procedures Organization of an HR Department Plan of the Book Summary Key Terms Questions for Review and Discussion Notes The Human Resource Manager and Managing Multiple Responsibilities Careers in HRM A Strategic Management Approach to Human Resource Management A Model to Organize HRM How to Take a Diagnosic Approach to HRM External Environmental Influences Government Law and Regulations The Union Economic Conditions p. iv p. 1 p. 2 p. 5 p. 7 p. 9 p. 10 p. 11 p. 11 p. 12 p. 12 p. 12 p. 12 p. 13 p. 13 p. 13 p. 14 p. 14 p. 15 p. 16 p. 16 p. 16 p. 17 p. 19 p. 19 p. 19 p. 21 p. 22 p. 22 p. 23 p. 23 p. 25 p. 28 p. 30 p. 33 p. 34 p. 35 p. 35 p. 36 p. 36 Competitiveness Composition and Diversity of the Labor Force Geographic Location of the Organization Internal Environmental Influences Strategy Goals Organization Culture Nature of the Task Work Group Leader's...
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...Week 3 Learning Team Reflection Summary MGT/230 Management Theory and Practice January 6, 2013 Linda DeYampert Week 3 Learning Team Reflection Summary Learning Team B collaborated and discussed the previous week’s objectives, which included the planning function of management, and the various factors that influence planning. Planning can be affected by legal issues, ethics and corporate social responsibility. A companys planning is also influenced by strategic, tactical, operational, and contingency planning. As a team we determined that learning about the steps of planning from the textbook’s learning objectives increased our knowledge through the learning activities and the instructor’s teachings. Since we are all in the process of pursuing our career, planning is an important step to ensure that we successfully accomplish our goals. The textbook defines planning as a conscious, systematic process of making decisions about goals and activities that an individual, group, work unit, or organization will pursue in the future (Bateman, 2011). Planning is an essential tool that can be used either in one’s personal life or a company. The planning function consist of identifying and diagnosing the problem, generating alternative solutions, evaluating alternatives, making a choice, implementing, and evaluation. This is a purposeful effort to accomplish ones goals. Planning provides individuals and work units with a clear map to follow in their future activities; at the...
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...| [ |Course Syllabus | | |College of Humanities | | |Foundations for General Education and | | |Professional Success | | | | | . All rights reserved. Course Description This general education course is designed to introduce the intentional learner to communication, collaboration, information utilization, critical thinking, problem solving, and professional competence and values. The course uses an interdisciplinary approach for the learner to develop personal academic strategies in order to reach desired goals and achieve academic success. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: University...
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...Manager 10 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 10 Globalization and Competition Trends 11 Indebtedness ("Leverage") and Deregulation 12 Technological Trends 12 Trends in the Nature of Work 13 Workforce and Demographic Trends 14 Economic Challenges and Trends 15 IMPORTANT TRENDS IN HUMAN RESOURCE MANAGEMENT 16 The New Human Resource Managers 16 Strategic Human Resource Management 18 High-Performance Work Systems 19 Evidence-Based Human Resource Management 19 19 • EVIDENCE-BASED HR: Why Should You Be Evidence-Based? Managing Ethics 20 HR Certification 20 THE PLAN OF THIS BOOK 21 The Basic Themes and Features 21 CHAPTER CONTENTS OVERVIEW 22 Part 1: Introduction 22 Part 2: Recruitment and Placement 22 Part 3: Training and Development 22 Part 4: Compensation 23 Part 5: Employee Relations 23 The Topics Are Interrelated 23 4 VII viii CONTENTS CHAPTER SECTION SUMMARIES 24 DISCUSSION QUESTIONS 24 INDIVIDUAL AND GROUP ACTIVITIES 25 EXPERIENTIAL EXERCISE: HELPING "THE DONALD" 25...
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...Course Description This course offers guidance and examples on how to communicate effectively in a workplace that is increasingly dependent upon technology as a means to communicate globally. The course provides students with an understanding of technology-mediated communication and the ability to maximize the use of new media to optimize organizational communications. Intranets, Internet, e-commerce, and the impacts upon customer satisfaction of new communications technologies are explored. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Turban, E., King, D., McKay, J., Marshall, P., Lee, J., & Viehland, D. (2008). Electronic commerce 2008: A managerial perspective (4th ed.). Upper Saddle River, NJ: Pearson Prentice Hall. Roebuck, D. B. (2006). Improving business communication skills (4th ed.). Upper Saddle River, NJ: Pearson Prentice Hall. All electronic materials are available...
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...Career Development Plan Kim Stacks HRM 531 June 27, 2010 Patrice Cloutier Career Development Plan This Career Development Plan is to help assist employees in achieving work related goals. The plan and process will benefits many factors within the organization including the likelihood of employee retention. Employees will see the organization and managers pursue and encourage him or her to seek and pursue career and education goals for the organization, establishing retention and seeking happy employees who may seek these goals with another organization. This training and mentoring plan will guide employees set realistic expectations of career growth with specific time frames for each milestone to happen such as noting education and learning in areas that employees need to develop to be eligible for their next career milestone such as a promotion. However, noting Career Development Plans are just that; a plan and are not commitments to the employee from the organization or the manager proposing this plan. Workplace Training Because of the merger, restructuring, and the addition to the focus of the InterClean and EnviroTech sales team, it is vital that each individual as well as the team collectively obtain the knowledge to be prepared to embrace the challenge of the new structure. The new sales team is a mix of employees from both InterClean and EnviroTech. The new sales force has four members moving in from EnviroTech, who all have superior customer service relations...
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...SHAPING HUMAN RESOURCE MANAGEMENT 38 36 • HR AS A PROFIT CENTER: Boosting Customer Service Workforce and Demographic Trends 40 Economic Challenges and Trends 42 40 THE NEW HUMAN RESOURCE MANAGERS 43 Human Resource Management Yesterday and Today 43 They Focus More on Strategic, Big Picture Issues 43 • THE STRATEGIC CONTEXT: Building LL.Bean 43 44 They Use New Ways to Provide Transactional Services They Take an Integrated, "Talent Management" Approach to Managing Human Resources 45 They Manage Ethics 45 They Manage Employee Engagement 45 They Measure HR Performance and Results 45 They Use Evidence-Based Human Resource Management They Add Value 46 They Have New Competencies 47 HR Certification 48 46 THE PLAN OF THIS BOOK 48 48 The Basic Themes and Features CHAPTER CONTENTS OVERVIEW 49 49...
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...SHAPING HUMAN RESOURCE MANAGEMENT 38 36 • HR AS A PROFIT CENTER: Boosting Customer Service Workforce and Demographic Trends 40 Economic Challenges and Trends 42 40 THE NEW HUMAN RESOURCE MANAGERS 43 Human Resource Management Yesterday and Today 43 They Focus More on Strategic, Big Picture Issues 43 • THE STRATEGIC CONTEXT: Building LL.Bean 43 44 They Use New Ways to Provide Transactional Services They Take an Integrated, "Talent Management" Approach to Managing Human Resources 45 They Manage Ethics 45 They Manage Employee Engagement 45 They Measure HR Performance and Results 45 They Use Evidence-Based Human Resource Management They Add Value 46 They Have New Competencies 47 HR Certification 48 46 THE PLAN OF THIS BOOK 48 48 The Basic Themes and Features CHAPTER CONTENTS OVERVIEW 49 49...
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...Career Development Plan Summary University of Phoenix Today’s economy demands that employers face the challenges that are associated with the economy, internal budget pressures, and a highly competitive business environment. Kudler Fine Foods is owned and operated by Kathy Kudler. She currently manages the business by herself which includes staffing, ordering of merchandise, marketing, and personalized customer service. With visions of growing the business, Kathy is stretched to the extreme and needs assistance with the leadership roles necessary to successfully operate and mature the business. Even though Kathy has managers and assistant managers in each store, she needs a team that can not only relieve her of some of her duties, but also assist Kathy in creating a roadmap for the envisioned future state of Kudler Fine Foods. Business Development and Excellence The proposed reorganization in the chart below will give Kudler Fine Foods the leverage and capabilities to offer not only additional products but a full range of new catering services. This proposal strives to reorganize our current staff to best draw from their talents as well as evaluate new employees for the best appointment. Proper department organization and placement of employees is critical to the success of this new endeavor. A new department has been created within the organization and is identified as Business Excellence and Development. The department will consist of five new positions to include a purchasing...
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...CAREER EXPLORATION PROGRAM (PROJECT FIGARO) PROJECT PLAN APRIL 2015 Document versions and key changes: Version | Issue Date | Key Changes | Author | 2.0 | April 25, 2015 | Updated WBSUpdated PERT/CPMUpdated Organizational Chard | Monitoring & Control Committee | Approved by: Version | Name | Function | Signature/Email | 2.0 | Sorono, Terence | Project Sponsor | | TABLE OF CONTENTS Executive Summary of Project 1. Project Title 2. Introduction 3. Background 4. Goals and Objectives 5. Scope 6. Time Frame 7. Cost Management Plan 8. Benefit Analysis 9. Risk Assessment 10. Milestones 11. Assumptions 12. Constraints 13. Critical Barriers 14. Deliverables and Key Users 15. Approach 16. Schedule 17. Communication Plan 18. Quality Management Plan 19. Appendices Executive Summary of Project Project Name: | Career Exploration Program (Project Figaro) | Date: | 29 April 2015 | Submitted To: | Prof. Terence Soroṅo | Objectives:The main objective of this project is to guide the students in choosing their courses in college through established means of exploring their passions, talents, and interests and eventually, pursuing a career they are most interested in. Project Deliverables & Key Users:In summary, this project aims to: 1) Design a seminar program that will help students identify their passion, explore them, and find ways to turn them into career opportunity...
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