...E-Sonic Compensation Paper Todd Lipscomb, Belma Alic, and Teresa Halpin Davenport University Strategic Analysis Outline: 1. Strategic Analysis A. E-Sonic NAICS falls into two different codes 334614 and 512220. The first code 334614 definition is, “Providing mass duplication of recorded products; Software and other Prerecorded Compact Disc, Tape, and Record Reproducing” (). This code is given in reference to E-Sonic’s producing of music on to various forms of products. The second code 512220 is, “Releasing, Promoting, and Distributing sound recordings. Integrated Record Production/Distribution” (). B. Analysis of E-Sonic’s external market environment 1. Sonic records are a part of the recording and production studio industry, which is going on to start E-Sonic. “Sonic Records, a market-leading recording studio and production house, has witnessed declining demand for music CDs” (). The company boasted over $15 billion in revenue five years ago. However, times have changed over the past five years; technology has greatly improved over time. There have been many technological advances that has offered alternatives to CDs. The one thing that has improved the industry some is the government regulations against pirating music, which is essentially stealing the merchandise. 2. E-Sonic’s competition is pretty fierce as the market has been going for quite some time now. It kind of goes along with, don’t reinvent the wheel if it is already working. Consumers...
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...resource is a department that exclusively deals with employees and the activities that revolve around them. The HR development deals with employees’ personal and organizational skills, their personal knowledge, and abilities. Issues revolving around HR include opportunities such as employee trainings, career development of an employee, incentives and records on performance, organizational development, identification of employees and tuition assistance. The paper therefore discusses the scope of HR development in Canada. On specific issues, the paper explores accomplishments made by HR departments in the Canadian organizations. The paper also discusses the importance of the Human Resource in any organization. The paper discusses recent developments in policies guiding the Human resource. The paper enters into murky depths to explore recent changes in law and acts that guide HR departments. The paper also analyzes some of the challenges the HR face while trying to accomplish their responsibility. Finally, the paper sets some recommendations in the HR development on their efforts to improve the quality of output in organizations. Importance of HR department to a firm (A summary of Jebes, D. (2013). Recruitment And Employees Ways In Canada.) Human Resource department is an important facet in all profit and nonprofit making organizations. This department deals exclusively with the personnel of any organizations. The article explains reasons why organizations require this department...
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...Dissatisfaction and High Turnover at the Lima Tire Plan April 10, 2012 Summary The case study is talk about job dissatisfaction and high turnover rate at the Lima Tire Plant, which is one of the 8 manufacturing units operated by the Treadway Tire Company. In 2007, more than half of the foremen at the Lima facility had turn over. The turnover rate is the highest one over the past 10 years at Treadway, and also the high foremen turnover rate is the major concern for Ashley Walls who is the Director of Human Resources in the Lima Plant. Her major objectives are cost cutting, increase productivity, and reducing turnover. The next I will directly show some problems which the Lima Tire Plant had from the case. And then I give the corresponding suggestions and solutions for them, Main Problems From the case we could know the exact job dissatisfaction and high turnover situation at Lima Tire Plant. In order to logical analyze these I would discuss from the individual (foremen) to the integration (company). The foremen: First of all, I think the daily production evaluations of the Lima Tire Plant were too strict. Some of the variations in the production quantity and quality were not under the foreman’s control, specifically as it relates to machines breaking down. But the executive leaders just focus on daily production. Such as the plant manager Bellinghan thought the most important duty for the foreman is meet...
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...MAN V/S MACHINE: HOW TECHNOLOGY FORCES US TO CONSTANTLY REINVENT OURSELVES Changes: 4 pages double spaced excluding cover page and appendix Honor code agreement on cover page Read lili’s final email SUMMARY Despite breakthroughs in technology driven innovation and gains made business systems, both in terms of improved productivity and economic growth, there is no guarantee that all members of the society will automatically reap the benefits. The media loves to talk about these developments as these topics make compelling stories. Arguably, these developments seem to herald a positive transformation of society characterized by higher outputs per capita, but we must also be aware of the risks that these changes pose to society at large. As is expected of any major transformation, we know that there will be winners, and there will be people who come out at the losing end of the bargain. In order to fully take advantage of this change, we will have to learn to be more adaptable and embrace change so that we develop the toolkit to continuously re-invent ourselves. BACKGROUND This is a very exciting time to enter the workforce as a high-value knowledge worker. The coming decades will be witness to unprecedented levels of innovation in the way business is conducted, and most of these innovations will be powered by breakthroughs in technology. Naturally, it is expected then, that such developments will present numerous business opportunities. It is also expected that these...
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...Summary vs Executive Summary Summary and Executive summary are two terms that are used quite often in education and business areas differently. A summary is a short or a brief account, sometimes elaborate too of the various events of a play. An executive summary on the other hand is a term used in business for a short document that summarizes a longer report, especially a business report. An executive summary is normally a condensed version of the full business document. Hence it needs skill on the part of the writer to execute an executive summary. On the other hand a summary should give salient features of any given aspect of a novel, or a short story or a play. This is the difference between a summary and an executive summary. You can write a summary of any particular episode of a novel or any other fiction written by Jane Austen. The particular summary should contain the various events of the episode in a nutshell or briefly. On the other hand an executive summary should be written in non-technical language. This is the main difference between the two. An executive summary should necessarily have a conclusion. On the other hand a conclusion is not necessary while writing a summary of a play or any scene of a play. An executive summary should ultimately make a business recommendation. No such intention is included in the writing of a summary. An executive summary should contain short and concise paragraphs. On the other hand a summary need not have short and concise paragraphs...
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...resurgence in mergers & acquisitions, and divestitures has focused greater attention on assessing the impact of these transactions on organizations and workers. Theoretically, Employees who are involved and are part of any Merger & Acquisitions are very well look around and see the effects on their current and future role. Most of the time panic mode starts amongst all the employees and they look the criteria where they may fit in the future upcoming merged organization. Empirical analysis is based on a rich matched employer employee dataset, which combines data on millions of Swedish workers and information on 16,000 Swedish manufacturing plants for the years 1985-1998. The data shown in this article go thru the complete effects of mergers and acquisitions on firm performance, plant productivity, levels of employment, and compensation. There are various methods along with data gathering shows in this article how it co-relates all the parties and component involved during any merger and acquisitions. Employment status change is something that raises concerns for all employees as it’s not sure which may take the lead and precedence after new organization would be setup after Merger and acquisition. Empirical studies of the effects of mergers and acquisitions typically examine a one of analysis: firms, plants, or workers. Firm-level analysis evaluate the impact of changes in corporate control on short and long run stock prices, or...
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...Table of Contents EXECUTIVE SUMMARY 2 COMPANY OVERVIEW 3 INTRODUCTION 3 ORGANIZATIONAL STRUCTURE 4 PRODUCTS 4 COMPETITOR 5 MARKET 5 POSITION AND DESCRIPTION OF DUTIES 6 POSITION 6 HUMAN RESOURCE DEPARTMENT 6 R&D 7 FINANCE 7 OTHER TASKS 7 ORGANIZATIONAL ANALYSIS 8 INTERNAL POTENCY 8 INTERNAL DEFICIENCIES 9 EXTERNAL OPPORTUNITIES 9 EXTERNAL THREATS 10 IDENTIFICATION OF A MAIN PROBLEM 10 RECOMMENDATION 11 LEARNING OUTCOMES 12 ACCOMPLISHMENTS 12 RESPONSIBILITIES DISLIKED 12 APPLICATION OF THEORETICAL KNOWLEDGE 13 CAREER ADVANCEMENT 13 COMMENTS 14 REFERENCES 15 ANNEXURE 16 EXECUTIVE SUMMARY Servis Group is Pakistan's largest footwear manufacturer and exporter. It also has interests in retailing. Its Group Company, SSC Private Limited, is the country's largest retailer and wholesaler of footwear. The Group was set up in 1958 and today has sales of more than PKR 9 billion. The Company runs its footwear retail business under Servis brand as Servis Shoe Stores. It has further established some of the most loved footwear brands including Don Carlos, Cheetah, Calza, Liza, Toz, and Skooz. It also has distribution alliances with leading international brands in footwear including SERVIS, CAT and exclusive franchise of ECCO in Pakistan. SSC a part of Servis Group Which has a rich heritage spanning over half a century and is today regarded as one of the most respected corporate citizens. The Group invests actively in...
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...Job Sculpting The Art of retaining your best people by Timothy Butler and James Waldroop Summary Hiring good people is tough, but as every senior executive knows, keeping them can be even tougher. Indeed, most executives can tell a story or two about a talented professional who joined their company to great fanfare, added enormous value for a couple of years, and then departed unexpectedly. Usually such exits are written off. “She got an offer she couldn’t refuse,” you hear, or, “No one stays with one company for very long these days.” Hiring good people is tough, but keeping them can be even tougher. The professionals streaming out of today's MBA programs are so well educated and achievement oriented that they could do well in virtually any job. But will they stay? According to noted career experts Timothy Butler and James Waldroop, only if their jobs fit their deeply embedded life interests--that is, their long-held, emotionally driven passions. Butler and Waldroop identify the eight different life interests of people drawn to business careers and introduce the concept of job sculpting, the art of matching people to jobs that resonate with the activities that make them truly happy. Managers don't need special training to job sculpt, but they do need to listen more carefully when employees describe what they like and dislike about their jobs. Once managers and employees have discussed deeply embedded life interests--ideally, during employee performance reviews--they can work...
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...practices within the industry with regards to training and development which are supposed to contribute towards the enhancement employee skills and talents. The assignment shall also study the state of services provided within the industry in UK wherein customer satisfaction would be discussed and the researcher shall find out about the needs of the customers within the industry. The three main objectives of this assignment are as given below: To investigate the current needs of hospitality industry in the United Kingdom To analyze the current skill gaps and training requirement within hospitality industry. To recommend suggestions for improving the existing or upcoming skills development issues within the industry. Executive Summary The assignment is related to the hospitality industry of United Kingdom which is a major contributor to the economy. The assignment shall analyze the current skill gaps and training requirement within the hospitality industry need to study and recommendations need to be made to improve this situation to improve their economic viability. Introduction to the Hospitality Industry in UK The...
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...com/Articles/2013/08/06/Are-the-Fast-Food-Workers-Right-About-Minimum-Wage Summary of the article: The article is focused in a current controversial issue that involves the fast-food industry and how right are their workers about increasing their minimum wage to $15. The article mentions how a basic living standard is what fast- food workers make to support themselves. The labor Bureau reported that 28 percent of core front-line fast-food workers regularly work 40 or more hours per week, compared to 75 percent of the country’s workforce as a whole. More than two-thirds of workers across the country are over the age of 20, and 68 percent are the main wage earners in their families, and more than a quarter of Americans working in fast-food restaurants are parents, raising at least one child. People who work in fast-food jobs are paid so little that having to rely on public assistance is the rule, rather than the exception, even for those working 40 hours or more a week. Fast food is a $200 billion-a-year industry. The wage for core front-line workers at fast-food restaurants nationally is $8.69 an hour. Only 13 percent of the jobs provide health benefits. The fast-food industry’s low wages and meager benefits, often accompanied by part-time. The article also explains that on the other hand the food industry could react differently to this demand reducing the headcounts. Eventually, putting pressure on those employers will emerge that have trained, stable workforces staffed with documented workers. That's...
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...Turbulence: Boeing and the State of American Workers and Managers This is a story as much about cutting costs, avoiding failure, and raising stock value as it is about how to treat employees, their role in business decisions, and the changing employment relationship. Over ten years, Boeing employees were surveyed and interviewed, monitoring the effect of major business decisions (new ‘teams’ culture, technology, increasing roles for women, etc…). The shift by top executives to a more single-minded and short-term focus on the financial bottom line created a sense among many blue and white-collar workers alike that they are expendable resources to be used and discarded according to the calculations of distant investors and financial gurus. Overall, the effects were not positive. Thousands of workers laid off, with thousands still employed left to do even more work than before. Major Takeaways Many factors collided to create the conditions that Boeing experienced in the 90’s. However, while some factors were out of Boeing’s control (the emergence of Airbus, increased shareholder pressure, deregulation, and changing culture), how they responded to these factors is the focus of the study. Major takeaways, with each summarized below, include: • Failure of top-down decisions (new systems, technology, ‘teams’) • Irresponsible implementation of layoffs • Changing employee loyalty Failure of Top-Down Decisions In the face of changing cultural, governmental...
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...important to all managers ? ! Business success lies in controlling the scarcest of resources : human intelligence ! Authority will be increasingly challenged B. HRM trends Some key challenges : ! demographics (talent shortage, ageing population, changing family patterns, diversity) ! economics (health costs, retirement costs, demand for qualified workers, M&As) ! globalisation (off shoring, uniformisation of labour standards, CSR & NGO, safety & security) ! technology (knowledge management, eLearning, protection of intangible assets) C. Strategic Human Resource Management Analysing work & designing jobs A. Job Analysis ! systematic gathering and organization of information concerning jobs : tasks / duties / responsibility You do this job analysis with : questionnaires, interviews, direct observation, and logs or diaries. The uses of job analysis : legal, recruiting, selection, performance, compensation, training, career dvpt. B. Job description ! document that identifies and defines a job in terms of its tasks, duties, responsibilities, working conditions, specifications. - Identification information : non-discrimination / up-dated / agreed - Job summary - Job duties and responsibilities - Job specifications and qualifications C. Types of employment Standard contract / Flexible contract Florent Malbranche © ! EDHEC BUSINESS SCHOOL 2010/1011 Human resource management! page 2 / 8 Training & Employee Development Training = process of providing employees with specific skills or...
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...Chapter 1 Introduction 1. Background Strategic Human Resource Management (SHRM) has been, and remains, one of the most powerful and influential ideas to have emerged in the field of business and management during the past twenty-five years. Policy makers at government level have drawn upon the idea in order to promote ‘high performance workplaces’ and ‘human capital management’. Within business corporations, the idea that the way in which people are managed could be one of, if not the most crucial factor in the whole array of competitivenessinducing variables, has become a widely accepted proposition during this period. Many management consultancy firms – both large and small – have built substantial businesses by translating the concept into frameworks, methodologies and prescriptions. And, not least, academics have analysed, at considerable length, the meaning, significance and the evidence base for the ideas associated with SHRM. The central idea – broadly stated – is that while for much of the industrial age, ‘labour’ was treated as an unfortunate ‘cost’, it became possible to view it in an entirely different light; as an ‘asset’. Economists and accountants routinely classified labour as one the main ‘variable costs’. Accordingly, procedures and managerial systems were aligned with this view. Labour was seen as plentiful and dispensable. Little thought was given to its recruitment, little investment was made in its development...
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...Executive Summary (ALL) | 02 | 2. Business Information (ALL) | 03 | 3. Human Resource Policy & Practices (AK) | 04 | 4. Employee Recruitment (MR & AIZ) | 05 | 5. Employee Selection (AJA) | 06-07 | 6. Training & Developing Employees (AIZ & MR) | 08-09 | 7. Employee Benefits (RI) | 10 | 8. Epilogue (ALL) | 11 | 9. Acknowledgement (ALL) | 11 | N.B. The short form of the names are listed in the index who performed the activities- Mashfiqur Rahman (MR); Atkia Jahanara Alam (AJA); Anatoney Kelly (AK); Rakibul Islam (RI); Ahmed Ishtiaq Zadid (AIZ); All members participation (ALL) Executive Summary ‘beaumonde’ is an Imaginary Bangladeshi private limited company which manufactures women cosmetics and healthcare products. The company has total 800 employees in different levels according to work division & departments. In this report the human resource policy and practices of the company will be illustrated. The human resource functions will be presented & also the process of selection; recruit; training; development & employee benefits will be demonstrated. The principal focus of the report is to show the implications of human resource management practices into real life situation. Through this the scholars of the course Fundamentals of human resource management will able to adapt the HR policies & practices which will enhance their ability to apply the functions of HRM in their career....
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...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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