... 29 October 2012 Career Report Marking Research Analyst What they do: * Monitor and forecast marketing and sales trends * Measure the effectiveness of marketing programs and strategies * Devise and evaluate methods for collecting data, such as surveys, questionnaires, or opinion polls * Gather data about consumers, competitors, and market conditions * Analyze data using statistical software * Convert complex data and findings into understandable tables, graphs, and written reports * Prepare reports and present results to clients or management Important skills: Analytical skills: Market research analysts must be able to understand large amounts of data and information. Communication skills: Market research analysts need strong communication skills when gathering information and interpreting and presenting results to clients. Critical-thinking skills: Market research analysts must assess all available information and use it to determine what marketing strategy would work best for a company. Detail oriented: Market research analysts must be detail oriented because they often...
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...Marketing Research 101 Introduction D Market Research For more information contact: uring the last meeting of the Market Research Working Group (MRWG) it was suggested that the volunteer members could use an overview or summary of marketing research terminology and methods. This paper is by no means a comprehensive view of marketing research, but rather a basic primer intended to familiarize members of the MRWG to basic marketing research concepts. What is Marketing Research? Marketing research is a systematic process that collects, analyzes and draws conclusions from data gathered from consumers, business owners, or other groups of interest. Types of Marketing Research There are different types of Marketing Research and each type has its place in attempting to answer questions and meet the needs of an organization. Marketing research can be broken down many ways. One of the most common is to group research into quantitative versus qualitative methodology. Qualitative Research Qualitative research is usually exploratory in nature and is useful for uncovering insights into research questions that may not be well defined or no previous research has been done in the area. Methodologies include focus groups, in-depth one-on-one interviews, observation, etc. Qualitative research is defined by: • • • • • Smaller sample sizes (i.e. < 30 respondents) Non-random sample (i.e. respondents chosen based on their willingness to attend) Less structured/Open-ended...
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...Netflix: Past, Present, and Future Innovation Entrepreneurship & Innovation Strategy: Section #2 Chuck Culp, Mike Friedman, Graham Lincoln, Quentin Reeve, and Matt Zepernick 1 Introduction Netflix is an interesting company because it sits in an ever-changing ecosystem populated by old and new economy players. On one side, you have movie and TV studios that produce feature-length movies and serialized TV shows that are, in many ways, identical to the movies and TV shows that were produced when the medium was invented. On the other side, you have a rapidly-evolving set of computer-enabled devices and data transmission systems that allow consumers to access the studios media content in virtually any location with a power source and a fast Wifi connection. As a distributor, Netflix has been forced to evolve with these changes, and changes in content consumption methods have had a major impact on the home entertainment ecosystem and the profitability and power of the players involved. The paper is organized into three sections. The first section investigates the circumstances and decisions that helped Netflix launch successfully in 1998. The second section looks at Netflix’s approach to and experience in the internet video streaming business. These sections were selected because they offer rich case studies on entering and managing an evolving ecosystem. The final section considers the future of the Company and the steps that they can take to increase value capture in the future...
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...基本信息 姓名： 刘光熠 出生年月： 1985 年 9 月 25 日 籍贯： 江西省万载县 户口所在地： 上海市延安西路 960 号 学历： 计算机专业硕士 毕业院校： 复旦大学/斯德哥尔摩大学/东华大学 供职公司： 麦肯锡（上海）咨询有限公司 目前薪水： 到手 15 万(税前 21 万) 教庭背景 教庭背景 刘春晖：父亲，64 年生，大专学历，小学教师 赖梅贞：母亲，64 年生，工厂工人 刘光耀：哥哥，84 年生，人民大学本科毕业，目前在北京一家互联网公司做销售经理 李玉兰：奶奶，44 年生，在家务农 刘振芳：爷爷，39 年生，大专学历，小学教师/记者（已故） 主要经历 主要经历 1992.09-1997.07 就读于江西省万载县茭湖东江小学，以全班第一名考入茭湖初中 1997.09-2000.07 就读于江西省茭湖初中，以全校第 3 名考入万载高中 2000.09-2003.07 就读于万载高中，考上东华大学（成为茭湖乡第一个考上重点大学的学生） 第 2003.09-2007.07 就读于东华大学计算机专业，以总分排名第 2 的成绩考入复旦大学计算机专业，成为 东华计算机学院第一个 第一个考上复旦研究生的学生 第一个 2007.09-2011.03 就读于复旦大学，计算机专业， 公费硕士 成绩优秀（专业排名前五），连续两年获得复旦大学“一等 一等”奖学金（16000 元） 一等 作为学生会主席 积极组织同学参加各种活动； 主席， 并获得复旦大学研究生 十大歌手 “十大歌手 十大歌手” 主席 作为计算机学院唯一的两名学生代表，赴瑞典 瑞典交流学习半年，并获得全额奖学金 瑞典 全额奖学金 毕业前被麦肯锡公司、 、 、 麦肯锡公司、 IBM、 SAP、 通用电气、 花旗银行、 阿斯利康、 Essex Lake, Estin 麦肯锡公司 IBM SAP 通用电气、 花旗银行、 阿斯利康、 & Company、新展银行、普华永道等公司录取，并最终加入麦肯锡公司 20011.05 就职于麦肯锡（上海）咨询有限公司，汽车行业研究部 其它经历 2008.01-2008.03 世界 500 强 SAP 公司，研发部，实习生 2008.06-2008.11 IBM 公司，CDL 部门，实习生 2008.08-2009.12 太阳计算机软件有限公司，市场部，实习生 2009.01-2009.06 瑞典斯德哥尔摩大学、皇家理工大学、卡罗林斯卡医学院，交流学生 2009.06-2009.07 参加世界 500 强公司陶氏化学组织的”绿色未来”商业策划大赛，并获得冠军 2009.07-2009.09 陶氏化学公司，战略和投资部，暑期实习生 职业规划 2011-2014/2015 在麦肯锡公司的前两年，好好积累行业知识，练好内功，并和公司同事搞好关系 两年后，尽量争取多和客户（一般都是 500 强公司的高层管理人员）接触的机会， 提高实战的能力，并争取拿到公司的全额资助（一般是 80-100 万），赴欧洲或美 2015-2016 攻读 MBA 学位 2016 加入国际领先的风险投资公司，在合伙人的带领下进行风险投资，锻炼和提高自己 的投资眼光。 经济状况预期 经济状况预期 2012 年底：到手 27 万（税前 36 万） 2013 年底：开始筹划买房 2014/15 年底：税前 85 万 兴趣爱好 兴趣爱好 运动：足球（曾是计算机学院足球队队长），乒乓（计算机学院第二名），游泳 唱歌，小品/相声（有多次成功演出的经历） 今至 后以年...
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...Recruitment of a Star Stephen Connor, director of research at the New York investment banking firm of Rubin, Stern, and Hertz (RSH), was in a bind. His star semiconductor analyst, Peter Thompson, had abruptly announced his resignation; he had received an offer from one of RSH’s competitors. But Peter was not only a star analyst, he was also RSH’s only semiconductor analyst. This was certainly not a role that could be left vacant for long and, right now, RSH particularly needed strong coverage of the semiconductor industry because of an upcoming deal with the PowerChip company. (See Exhibit 1.) Stephen examined how much money Peter generated for the firm and saw that he could legitimately raise Peter’s compensation. Then he devised a backup plan: to split Peter’s team by encouraging Peter’s junior analyst, Rina Shea, to stay at RSH. Peter ended up leaving the firm and Stephen promoted Rina to senior analyst, assigning her to cover PowerChip and the rest of the semiconductor industry, at least temporarily, while he decided whether to offer her the position permanently or hire someone from outside the firm. Now Stephen faced the task of finding a permanent replacement for Peter. Should he make Rina a permanent offer or hire from outside? RSH Research Department RSH’s corporate culture was especially strong in its research division. Senior research analysts often began as junior analysts and remained at the firm long after the research director gave them their own franchises. Instead...
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...The role of a systems analyst is vital to the success of any organization. In this role, the systems analyst is responsible for being the “liaison” between the technology department and all other departments within the company (Laudon & Laudon, 2011, p. 68). There are several key skills and characteristics necessary to be an effective systems analyst. The person performing this role needs to have excellent communication skills, planning and organizational skills, and managerial skills. While the systems analyst must constantly continue his education as it pertains to new software and hardware systems, there are other roles an analyst is expected to fill. The analyst needs to establish a working relationship with other departments. This allows the analyst to obtain data to assist with the department’s information technology needs. A characteristic that would be demonstrated in this area is that of teamwork. The analyst has to put the needs of the company first and be able to interact with all types of people (U.S. Bureau of Labor Statistics, n.d., p. 5). The position relies on the ability to solve problems within the business. Therefore, the analyst needs to have a clear understanding of how the business operates. By meeting with the various departments, the analyst is able to understand what problem exists and what options are available to resolve the problem (Laudon & Laudon, 2011, p.381). The analyst needs to decide which option will work best for the department...
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...Case Analysis: Recruitment of a Star PROBLEM STATEMENT To recruit a suitable replacement for RSH’s star analyst Peter Thompson PESTC Analysis Political – Nil Economic:- * Increased shuffling of jobs. Social:- * The environment required rigid competencies, high stamina, great communication skills, and frequent client interaction. * The industry average retirement age was approximately 45 to 50. Technological:- * Intensive use of technologies in research. * Due to high competition, staying updated with latest technology provided the edge for firms against its competitors. * Many analysts were expected to provide prompt response to clients’ needs and come up with latest financial instruments benefitting both company and clients. SWOT of RSH: Strengths:- 1. Work culture- Many analyst and industry experts believed that RSH work culture was one of the main competitive advantages. This is so as the company gave space to its analysts to work and allowed and encouraged team work. This ensured the employees felt secured about their job thereby addressing the employees need for safety and social needs. 2. Working in team helped to co-ordinate and achieve more. The employees felt that being part of a team served them well. The company hence satisfied their need for affiliation. 3. The interpersonal relations among employees were good and ensured harmony among them. 4. With seniors helping juniors learn about the industry...
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...Name Address Email Cell Number Date To whom it may concern, My name is ______, and I am currently a year in school at the University of _______ pursuing a degree in _______. I was first introduced to company during an office visit associated with relevant club/organization/connection. During the office visit I was extremely impressed with not only the analyst experience that company has to offer, but also the culture that is present in the _______ office. I am extremely interested in pursuing the investment banking summer analyst position for the summer of _____. I first became interested in investment banking during _______ while in my freshman year of college. Following the ________, I continued to explore the industry through networking calls and research. I participated in ________during my sophomore year, which reaffirmed my interest in the industry. I then applied to relevant club and was fortunate enough to be accepted. The relevant club has provided me with a greater insight into what is required to become a successful analyst and the opportunity to complete coursework geared towards developing the skills required in the industry. While on campus at the university, I have been able to seek out numerous academic opportunities in addition to leadership roles outside of the academic realm. These experiences have allowed me to expand my existing leadership and teamwork abilities as well as foster the growth of my analytical skills. I am excited by the...
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...Star Introduction The case is based on Stephen Connor, director of research at the New York investment banking firm of Rubin, Stern, and Hertz (RSH) who is facing a delima of recruiting a Semiconductor analyst in place of the star analyst who recently quit his job. The issue needs immediate attention because of an upcoming deal with the PowerChip company which requires an expert level analyst Rubin, Stern and Hertz(RSH), an investment banking firm based in New York, is faced with the problem of hiring a replacement for their star semi-conductor analyst, Peter Thomson. Star analysts willing to shift companies are difficult to find in the present market scenario. But Stephen Connor, director of research at the firm, with the help of Craig Robertson, a head-hunter at Triple S, has managed to shortlist 3 worthy candidates with diverse profiles. Stephen was also approached by Anita Armstrong on behalf of a fourth candidate, Seth Horkum.RSH is strong in its Research Division, where Stephen Connor, director of RSH, was worried over the departure of a star analyst performer in its semi – conductor area also on may note that RSH’s culture was built on team-oriented approach and Employee turnover was low. The Star semi-conductor analyst Peter has retired. The post is urgently in need of skilled analyst in the domain because of an upcoming deal with POWERCHIP Company.The junior analyst, Rina was promoted to senior analyst as a stop-gap solution. But the Director had to come across a new...
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...Problem Statement: Recruiting a new star analyst for RSH Research department in the semiconductor Industry domain while satisfying client, market and organizational expectations. Introduction to Company Rubin, Stern and Hertz(RSH), an investment banking firm based in New York, is faced with the problem of hiring a replacement for their star semi-conductor analyst, Peter Thomson. Star analysts willing to shift companies are difficult to find in the present market scenario. But Stephen Connor, director of research at the firm, with the help of Craig Robertson, a headhunter at Triple S, has managed to shortlist 3 worthy candidates with diverse profiles. Stephen was also approached by Anita Armstrong on behalf of a fourth candidate, Seth Horkum. · RSH is strong in its Research Division. · Stephen Connor, director of RSH, was worried over the departure of a star analyst performer in its semi – conductor area. · RSH’s culture was built on team-oriented approach. · Employee turnover was low. The Star semi-conductor analyst has retired. The post is urgently in need of skilled analyst in the domain because of an upcoming deal with POWERCHIP Company. The junior analyst, Rina was promoted to senior analyst as a stop-gap solution. But the Director had to come across a new person immediately. He creates a pool of eligible candidates – Gerald Baum, David Hughes, Sonia Metha and Seth Horkum. Pre-screening of candidates was commenced by Director through Personal...
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...of a Star Stephen Connor, director of research at the New York investment banking firm of Rubin, Stern, and Hertz (RSH), was in a bind. His star semiconductor analyst, Peter Thompson, had abruptly announced his resignation; he had received an offer from one of RSH’s competitors. But Peter was not only a star analyst, he was also RSH’s only semiconductor analyst. This was certainly not a role that could be left vacant for long and, right now, RSH particularly needed strong coverage of the semiconductor industry because of an upcoming deal with the PowerChip company. (See Exhibit 1.) Stephen examined how much money Peter generated for the firm and saw that he could legitimately raise Peter’s compensation. Then he devised a backup plan: to split Peter’s team by encouraging Peter’s junior analyst, Rina Shea, to stay at RSH. Peter ended up leaving the firm and Stephen promoted Rina to senior analyst, assigning her to cover PowerChip and the rest of the semiconductor industry, at least temporarily, while he decided whether to offer her the position permanently or hire someone from outside the firm. Now Stephen faced the task of finding a permanent replacement for Peter. Should he make Rina a permanent offer or hire from outside? RSH Research Department RSH’s corporate culture was especially strong in its research division. Senior research analysts often began as junior analysts and remained at the firm long after the research director gave them their own franchises...
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...star semiconductor analyst, announced his resignation after getting an offer from one of their competitors. Due to this reason, RSH is faced with a challenge of finding Thompson’s replacement since in the current market situation it is hard to get a star analyst ready to shift companies. Thomson was not only the company’s star semiconductor but also the particular one that it had. The company needed a high attention to the semiconductor manufacturing since his role could not be left unoccupied for long. Stephen, who was the manager of research at the company, formulated a backup plan and convinced Rina Peter’s junior analyst to stay in the business and he promoted her to be a senior provisional analyst (Matthews, 2012). Discourse However, Stephen was still faced with a difficult task to hire a permanent replacement for Peter from outside or to offer Rina a permanent deal. The corporate norm of the company was unusually firm in its research sector. The senior research analysts usually began as a junior analyst and later promoted. Various analysts of the company supported each other, and there was no competition between them. The investigators worked and spent much time exploring on other firms in their zones and came up with contrarian opinions on shares. The company’s culture was among it top competitive benefits since the teamwork steered to greater company exposure (Yanarella and Green, 1990). Despite the company’s culture of promoting a junior analyst, in the situation of...
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...Baum, David Hughes, Sonia Meetha and Seth Horkum. Among all, my choice is Seth Horkum. There were several positive aspect which made him my first option such as his time management (being at interview before the schedule), his prior experience with PowerChip company (Upcoming client for RSH), his long term commitment (15 years of service @ Jefferson Brothers) which allows dependency and loyalty. With all the above aspects and the intelligence he exhibited in the interview makes him the best fit for the job. What problems does Stephen Conner face? When Stephen let Peter go, the biggest problem was to find the right replacement at the earliest. So the time was the key factor because it was the time when they were in need of a senior analyst to get started with the new client (PowerChip Company). Apart from that, he was facing a lot of concerns from the senior executives of the organization about his decision of letting Peter go. In fact they were more upset with his decision of making Rina who was an assistant to peter and joined the organization just 3 years ago as a substitute for Peter. What should Peter's replacement look like, and which of the candidates best fits this description? (Page 4) Peter was extremely intelligent and his analytical skills were superior. So if one has to replace Peter must be of the same cadre and fit into the same shoe. He was always and achiever and go getter. His priorities were time management, resource management and competency at work...
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...described in terms that job incumbents can easily understand. d. JEM focuses on work-behaviors and the results of this behavior rather than more abstract characteristics. e. An element in JEM is a combination of behaviors and associated evidences. f. Contents of Elements i. Contents cover a broad range of behaviors, including cognitive, psychomotor, and work habits. ii. One of the advantages of JEM over more narrow analytic approaches to job analysis is the use of work habits as elements. g. Steps in the JEM iii. Gathering Information for JEM 1. Usually conducted by a professional analyst and a team of six subject matter experts, who are usually incumbents and supervisors. 2. During the first session, SMEs brainstorm and rate a list of elements that the analyst compiles. A list of job elements and ratings of each will be created. The results of the first session will be put to some particular purpose, such as developing a test or training program. iv. Rating Scales 3. The four scales used include: a. B-Barely Acceptable b. S-Supervisor c. T-Trouble Likely if not Considered d. P-Practical 4. Derived Scales e....
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...Meetha’s credentials are extremely impressive.After seeking feedback from people whom Mrs. Meetha has work with, it was reported that her work is thorough, solid and insightful and that companies have come to rely on her work. She was recongized as an ‘up and comer’ as per II standards, whic is exactly where ı thınk she should be so that the fırm can benefit the most.She is at a perfect point in her career so that RHS can mold/mentor her into its culture without inheriting negative practices picked up at other big firms all with the goals of helping her relaize her full potential, which would be of an extreme benefit for the company. Also, while at WHS, she has managed to cover the franchise by herself without the assistance of a junior analyst, which tell me that her work ethic is impeccable. Her performance ratings have grown over the last three years, she’s built good networks, which include CEO’s of major companies as well as divisional managers and staff. In addition, Mrs. Meetha has shown a keen interest in organizational structure, which is something that is highly valued at RHS. As evidenced in structure, which is something that is highly valued at RHS. As evidenced in her interview, some of the questions she asked were directly focused on the company culture with regard to work approach , fairness of work practices towards females and metorship to name a few. Along with this , Mrs.Meetha’s insight is the most likely to deliver a long term competitive advantage...
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