...Dorothy Lucas Marketing Plan for S.T.E.P.S Marketing Management June 3, 2014 Table of Contents 1. Executive Summary --------------------------------------------------------- 3 2. Situation Analysis --------------------------------------------------------- 5 3.1 Market Summary ------------------------------------------------------- 5 3.2 SWOT Analysis ------------------------------------------------------- 7 3.3 Competition ------------------------------------------------------- 8 3.4 Product Offering ------------------------------------------------------- 8 3. Marketing Strategy ------------------------------------------------------- 9 3.1 Mission ------------------------------------------------------- 9 3.2 Marketing Objectives ------------------------------------------------- 9 3.3 Financial Objectives ------------------------------------------------ 9 3.4 Target Markets ------------------------------------------------ 10 3.5 Positioning ------------------------------------------------ 10 3.6 Strategies ----------------------------------------------- 10 3.7 Marketing Program ----------------------------------------------- 10 Pricing Distribution Advertising and Promotion Customer Service 3.8 Marketing Research --------------------------------------------------11 4. Financials -------...
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...Program Design Plan 1. Program Name |Word for Legal Administrative Assistants | 2. Program objective: | |Conditions: | | |Training room with computers, a projector, and a laptop | | | | | |Performance: | | |Use Word to type up legal briefs | | |Criteria: | | |Type up legal briefs using tool in Word | | | | | | | 3. List prerequisite skills...
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...evaluation plan; which looks at the short-term to long-term outcomes of an intervention on the target group. This evaluations will look at information such as community needs, activities and or services, desired results, indicators, method of measurement, type of instrument, minimum level of success, steps, etc. The evaluation will analyse the process and outcome of the program. The evaluation will also discuss the goals and how they are measured.What are the measurement tools you would use? I chose to evaluate the Peace Domestic Violence Agency which is located in the Portland metropolitan area working with families affected by domestic abuse. Peace Domestic Violence Agency is a non-profit organization with in the major metropolitan of Portland. This agency is set up to help the abused, the family and the abuser. Peace’s mission states to reduce victims of trauma, empower survivors, and through direct services promote recovery. They also are committed through education to reduce sexual assault and domestic violence and to stop individual form condoning the behavior and stop making it the norm. According to the city of Portland domestic violence and youth violence assault and road rage have grown in the last five years. The National Foundation’s funding program strives to fulfill the following objectives. To help the young men, women, and children whose lives have been affected by violence whether domestic, or any other types. The National Foundation’s funding program strives...
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...Health Promotion Program & Evaluation Introduction Obesity is a disease that is affecting a great number of Americans at an alarming rate. CDC reports that 35% of men and woman are currently obese in the U.S. Even though the prevalence of obesity is not significantly different between sexes. Female obesity was found in 42% of the women that were 60 and older compared to 32% of woman at the age range of 20-39 years of age (CDC.gov, 2012). In considering these statistics for the years 2009-2010, what are the chances that the number has risen dramatically over these last three to four years. In looking at the percentage in obesity in women, the percentage increases in obesity after 60 years of age. Making women aware of the current issues in obesity and lowering weight at an early age is very important. As they women age, if obese, the trends show that they have a harder time of losing the weight. The CDC reports that for Tennessee specifically adults ages 18 and over, 67% of our population is obese (CDC.gov, 2012). What are the ramifications of this? Women in the southern states are more prone to being obese and carrying it into their later years than most other American woman. Obesity can be a stepping stone to severe health problems later on in life. Issues such as HTN, cardiac problems, diabetes, orthopedic problems, the list goes on and on. Obesity is something that can be changed first; by creating awareness of the existing problem, second; by identifying what needs to...
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...Running head: STRATEGIC PROGRAM MANAGEMENT PLAN Strategic Program Management Plan University of Phoenix Strategic Program Management Paper This document will discuss a hospitality service chain, Friar Tucker International (FTI) that provides management to a chain of 35 entertainment and cuisine establishments. The 35 entertainment and cuisine establishments consist of 10 sports entertainment establishments, 15 cuisine establishments, 8 family entertainment establishments, and has entered into an agreement with two hotel chains. Friar Tucker International employs an estimate of 1200 staff members and generates revenue in the amount of $300 million. Friar Tucker International has a vision of joining the top ten hospitality providers of service and to serve families through the business of entertainment; basing the service on superior levels of marketing and innovation. The Friar Tucker International mission is to “attract more visitors and customers through food and entertainment facilities and ensure a great family experience” (Friar Tucker International scenario, 2010). Friar Tucker International, Chief Executive Officer, Ricardo Bellini negotiated and accepted many contracts with hotel chains. The contracts resulted in the management of the establishments and the to implement and carry out projects and manage the implementation of numerous projects. Over the previous years, this company has increased its success rate and has felt the results of growth. Many...
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...MARKETING PLAN for WELLNESS PROGRAM in: FRANKLIN COUNTY (Columbus, Ohio) HSM-430 Planning and Marketing for Health Service Organizations Instructor Jason Thompson – DeVry University Submitted by: Marsha Brofford October 11, 2009 TABLE OF CONTENTS GOALS 3 OBJECTIVES 3 STRATEGIES 6 PRICE 7 REFERENCES 8 GOALS With many small business owners having difficulty paying higher insurance premiums finding ways to improve the overall health of their workforce is becoming increasing important. With over 39,000 small businesses located in Franklin County Ohio (Franklin County, Ohio, 2008) keeping employees healthy is imperative to the continued growth and success of these businesses; therefore, offering wellness programs that are specifically designed to address the health and well-being of those employed by these businesses is needed. The goal of these wellness programs is to promote and assist employees in developing healthier lifestyles, create awareness surrounding wellness issues and assist small business owners in controlling cost associated with preventable illnesses such as heart disease, stroke and respiratory diseases, which are among the top five causes of death in Franklin County from 2004-2006 (Columbus Public Health Office of Assessment and Survillence, 2005). The Department of Health and Human Services reports that 75 percent of health-care costs are spent on chronic conditions such as obesity, cardiovascular disease and adult onset diabetes...
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...Personal Fitness Program Plan and Contract A. I, am contracting with myself to follow a physical fitness program to work toward the following goals: Specific or short term goals 1. Reduce my time from a 10 minute mile to a 5 minute mile 2. Increase burpees able to complete from 10 to 15 3. Increase plank time from 30 seconds to 1 minute 4. Lose 20lbs in by May 13, 2013 General or long term goals 1. Reach and maintain a healthy body weight and BMI 2. Complete a 5K 3. Reduce risk for preventable obesity related conditions 4. Improve self-esteem and confidence B. My program plan is as follows: Components Frequency Activities CRE MS ME F BC Intensity Duration M T W Th F Sa Su Crossfit X X X X X 70-90% 60 min X X X Jogging/walking or swimming X X 55-70% 60 min X X X Yoga X X X X 50-60% 30 min X X C. My program will begin on March 11, 2013. My program includes the following schedule of mini goals. These mini goals are “stepping stones” for me to achieve one of my main goals from Section A. For each step in my program, I will give myself the reward listed. MINI GOAL DATE REWARD Complete 2 full weeks of program March 25, 2013 5 new songs on ipod 10lb loss March 31, 2013 New workout outfit Complete 3 miles April 5, 2013 New running shoes 25 burpees May 13, 2013 New yoga mat D. My program will include the addition of physical activity to my daily routine (such as walking to class): 1. Take stairs instead of the elevator 2. Park...
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...sales force is a reward program that recognizes and addresses their needs. It is in the company`s best interest to keep the sales force motivated for higher sales revenue and elevated levels of financial growth. To assist in understanding the impact and role played by reward programs, General Motor`s compensation plan will be used as a guide in creating an effective workforce compensation program (Hay Group., 2001). An effective compensation program needs to incorporate the aspect of fairness .This means recognizing each employee`s worth and value contribution to the ultimate success of the company. The reward program needs to be impartial to all employees involved so that it can gain unfailing support from every member of the sales team. An unfair program will create conflict and division amongst employees and cause resentment and discontent amongst those who feel sidelined by the program (Clow & Baack, 2012). It will hinder the smooth running of operations as employees get involved in a battle to counter each other’s efforts thus leading to reduced levels of productivity. The vision and mission of the company should also be considered when hatching a reward program. It is only by aligning it to the core values of the company that it will attain sustainability. The rewards program will be a reflection of the company’s goals and objectives thus utmost care should be taken so that the intended image is reflected to all interested stakeholders. If the program is not aligned to the...
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...other characteristics and establish action plans to attain specific goals. If the Carter Cleaning Company setting up a career planning program the company receives advantages such as improve leadership skills, keeping career on track, dealing with career problems, to help achieve educational targets effectively and also help to evaluate personality. A well-planned career helps to achieve goals. As time passes by, growth and needs change. On my mind, every employee in the company must participate in the career planning program because through this program employees achieve formal education, utilize development opportunities, establish goals, assess interests and skills, values, and responsibility for her/his career. Training and development programs play important role in career planning program too. Program provides different opportunities for learning skills and attitudes related to job. Through the career workshop every employee learning the event in which participant are expected to be actively involved. Career Development Program is lifelong activities which contribute to a person career exploration, establishment, and success. Career Development Programming is delivered through a combination of several processes and methods. I propose a career development program for Carter Cleaning Company which consists of individual development plan, career coaching/counseling plan, training and development program, and career workshop plan; and I hope it will be effective for the company...
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...In order to prepare the agenda you will need to plan the meeting, as well as conduct the research as indicated above to inform your ideas. Use the agenda template includes below to develop your agenda. You will assessed on whether you have included all the required information in your agenda, as well as whether you have used simple and clear language that takes into account social and cultural diversity. Once you have developed your agenda, email it to the team members involved in the team meeting. Your agenda needs to be provided at least three (3) days prior to your...
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...for granted, having a voice 5. Organizational culture being able to engage and fit with the organization in terms of its values and how things are done Describe five (5) common ways a total rewards strategy can go astray. 1. Simply copying another organization’s reward practices can lead to disaster, 2. It would be harmful for either firm to adopt the reward practices of the other. 3. Not implanting an effective award strategy 4. No considering the employees communication strategy 5. Not following the strategy the way is was implemented Describe the six (6) steps in designing a total rewards program. 1. Set the total reward strategy. With the business context in mind, an organization can develop guiding principles for its total reward programs, which will provide the overarching framework for future reward program decisions, as well as form the basis for a strategic change agenda around reward priorities. Guiding principles should include degree of emphasis, competitive positioning, cost effectiveness, flexibility/uniformity, risk-sharing and performance link. 2. Define the context and issues. The...
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...Career Development Plan Part Iii-Performance And Career Management Career Development Plan Part III – Performance and Career Management Damesha N. Horace HRM/531 Human Capital Management June 21, 2010 Career Development Plan Part III- Performance and Career Management A training and mentoring program was implemented for the new InterClean sales force. Our next step is to develop a performance and career management program that continues to work in alignment with the company’s new strategic direction. Performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. Performance management reminds us that training, strong commitment, and hard work alone is not enough to achieve desired results. InterCleans major contribution of performance management is its focus on achieving results – the sales team will be trained to engage directly with facilities managers, health care professionals, and operational executives in their customers' organizations (University of Phoenix, n.d). In addition to performance management, career management is a critical tool that will be applied to provide employees with a life long, self-monitored process of career planning that involves setting personal goals and formulating strategies for achieving them. The development of a performance and career management program will explain the employee feedback process, manager’s assistance with helping employee’s reach a higher level...
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...Executive Summary: New Benefit plan for Huge Computer Company In response to your request, our team has evaluated and integrated the benefit package and retirement plans for the newly merged Huge Computer Company. The following report will compare key features of each plan while making observations and recommendations on merging the two plans. Key Issues: • Evaluating and blending of two very different organizations into one. • Transition and new plan - taking into consideration the wide age range and corporate cultures of the two employee groups, especially the software engineers. • Different focuses – younger CC software engineers thriving in a casual environment focusing on high creativity and innovation; older, grounded, and formal individuals from HC. Research Method: The Primary Research method was interviews of the HR managers and departmental managers of both companies. Each interviewee was asked for their assessment of how their current programs meet their respective needs and what the programs lacked; their perceptions of the other company’s plans; and what their personal key areas of concern were in regards to the implementation of a new benefits plan. Results: Benefit Description Importance For HC Importance For CC Recommended for merged plan Choice in Health Ins. Very High Low See Below 401k/IRA options Very High Low See Below Stock Options - High See Below Life Insurance High Low See Below Dental & Vision High High See Below Flex...
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...Earlier this year we began our “No Customer Escapes” initiative. This project is to be our best customer service tool to date. We have designed this program to not only retain our customers but bring them back more often spending greater dollars. We are doing this by rewarding our customers, the more they spend, the greater their rewards. This project took us a total of 4 months. It was tough to do, but we stayed on our time line and rolled out our pilot on October 15th. This did cause us to go over budget, however, the money that was spent was worth it. We developed a program that exceeded the initial ideas, not only do our customers get rewards when they shop in our stores, but they also get rewards when they shop at our website. For this project, not only did we implement the ability of each of our customers spending to be tracked, categorized and given rewards points accordingly, we also implemented a way to track our customers web purchases and give them rewards there. In addition, we also developed a way to give our customers printed coupons to use in our stores as part of their rewards. We have this program live in our Irvine stores currently, and we are seeing much success with it so far. Once we are done with this initial limited rollout, and the results are reviewed, we will be rolling this program out company wide. On this project we had a very talented team working on it. Each of them brought something unique to the table that was an asset to this...
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...HRM 599 Course Project: Benefit Plan Design Analysis Purchase here http://devrycourse.com/hrm-599-course-project-benefit-plan-design-analysis Product Description Course Project: Benefit Plan Design Analysis Objective - The course project is designed to provide you with a real-life practical application of an organization’s Human Resource benefits program. You will create a written analysis of a real-world organization’s benefit plan design with suggested opportunities for improvement that use the concepts and knowledge introduced in this course. The below 8 parts need to be completed Part 1: Select and profile an organization for the benefit plan (40 Points) Part 2: Statement of the issue (40 Points) Part 3: Literature Review (40 Points) Part 4. Issue Analysis (40 Points) Part 5. Issue Solutions (40 Points) Part 6. Solution and its Implementation (40 Points) Part 7: Justification (40 Points) Part 8: Reflection (30 Points) HRM 599 Course Project: Benefit Plan Design Analysis Purchase here http://devrycourse.com/hrm-599-course-project-benefit-plan-design-analysis Product Description Course Project: Benefit Plan Design Analysis Objective - The course project is designed to provide you with a real-life practical application of an organization’s Human Resource benefits program. You will create a written analysis of a real-world organization’s benefit plan design with suggested opportunities for improvement that use the concepts and knowledge...
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