...applicable experience,to your firm in a marketing-management capacity Professional Profile Goal-driven professional with 10 years of significant, progressive marketing experience and expertise that is highly applicable to marketing-management, including ability to deliver superior, personalized client service, cultivate strong business relationships, make real-time decisions, and resolve issues in a way that propels innovation and growth. Excellent team player who listens, thrives on collaborating with diversely talented team members, and integrates their divergent thoughts, opinions, and perspectives into meaningful action. Highly effective verbal and written communicator who is fluent in both English and Spanish. Energetic, competitive achiever who can inspire and motivate team members, successfully manage multiple priorities, and perform under pressure in a fast-paced, rapidly changing environment. Visionary and global thinker who is degreed in management and adept at training, developing, counseling, and coaching team members and clients. Computer-proficient performer with expertise in MS Windows 95, 98, NT, 2000 Pro, XP, MS Office 97, 2000, XP (Word, Excel, PowerPoint, Access, Outlook), MS Internet Explorer, Adobe Acrobat, and Quicken. Highlights of Professional Experience and Accomplishments All experience attained during career with Stover Martin Bank, 1993 to Present E-Commerce ~ Web Marketing Tapped emerging market of PC and Internet users by simplifying...
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...Starting from the days of Fords assembly line to the present emphasis on quality systems. The next millennium will belong to the convergence of Information Technology. How organisations are able to leverage IT to get advantage in a highly competitive market will be the key to success. Leading the way would be the organisations which are in the IT industry. These are the ones which have shown that the quickest way to business excellence would be through optimum utilisation of IT. The IT boom has brought with it, its own set of challenges to organisations. How to put in place systems and process that are in tune with the IT revolution, how to strategies and compete in the IT era? etc. But a major challenge that the IT industry per se has been facing is in the field of Human Resource Management. The IT industry is a service industry. How well are you able to offer quality service to individuals and organisations will determine the success of your organisation. This leads us to the fact that the creativity, innovativeness, knowledge and skill of your employees are your important assets. How you are able to manage these assets is the challenge that the IT industry is facing. It is not capital or finance or marketing management that gives the competitive edge but rather how well you are able to manage your human resources whose intellectual applications drive your business. Recruitment has become an important sub system in HR especially in the IT industry. When your major asset are your...
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...growing, and retaining strategic, long-term partnerships. Organizational ethics are critical to the effectiveness and strength of the relationships that are built with corporate partners, military installations, veteran service organizations and other Department of Defense entities. Business development is one of the most important roles within the University because the person who is in the role of business development is essentially the face of the University. The University must be professionally represented when identifying business opportunities, which meet the strategic objectives. Employees who are responsible for presenting program offerings to potential students must ensure that all information is...
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...largely a result of diversification - a series of acquisitions. Never betting the bank on one of them – risk mitigation * Mismatch: money spent internationally has higher returns than domestically * Investment community thinks of Scotia bank as an international bank, Canadians think of it as local bank – market perception works in their favor * Criteria Scotia uses to invest money: * Find low price -> Buy cheap -> Be patient -> Form alliances with locals -> Protect risk of privacy > Buy something good -> learn from setbacks -> long term perspective * Be a credible buyer – government resistance to international companies buying local businesses * Growing middle class * Important economically: middle class has stability because people have something to loose * E.g. Pacific Group (Mexico, Peru, Chile, Colombia) offers more growth potential to the bank * Business solution: Honesty & Competence * Concept of regulatory environment: strong banking regulations, well-capitalized banking systems, effective prudential oversight * If you don’t know what your doing every choice seems equal * Perspective of a market needs to change and be flexible e.g....
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...July 11, 2011 Sharon Palmitier Merck: Business Analysis Merck is a flourishing research-driven pharmaceutical company, which discovers, develops, manufacturers, and promotes an extensive variety of human and animal health products. Although Merck is one of the biggest pharmaceutical companies of the world, they still come across problems today while striving to sustain a lead against its competition. Merck has achieved success with its lengthy history of breakthrough drugs and the development of three significant pharmaceutical products: antibiotics, vitamins, and hormones. Merck’s success relies heavily on its management and how they modify the business model in place to that of the ever-changing economy. Influence of Economic Trends The global pharmaceutical market is likely to undergo a wide variety of changes with new competition arising in India, China, Malaysia, South Korea, and Indonesia. This new competition has a growing economy and has made a difference between the product cost and disposable income of consumers. According to NASDAQ (2011),“ Global pharmaceutical market sales are expected to grow at a 4-7% through the year 2013 largely being driven by the growing access to health care in emerging economic regions” (para. 2-5). Short-term growth within this area is stimulated by the United States market, as it continues to be the largest pharmaceutical market in the world. A focal point on research and development in special drugs and generic drugs will...
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...http://www.5dmag.com/wp-content/uploads/2010/08/bottled-istock.jpg QUENCH BUSINESS PLAN 1) COMPARISON OF EFFECTUATION AND CAUSATION MODELS NAME: HAMIDULLAHSHIRZAI STUDENT ID: B0627MHMH0213 COURSE: MBA (FEBRUARY) SUBJECT: MSE SUBMISSION DATE: 17.04.2013 ABSTRACT This is a business plan for a new venture called Quench and in this Plan different business theories are used and different marketing Tools and techniques are highlighted in order for a new business to begin its new venture efficiently and effectively. The report covers all the relevant techniques can be used in developing a new venture 1.0 Introduction The word entrepreneur is derived from the French word “entreprendre” that means to eundertakei.i.e... The person who undertakes the risk of new enterprise. The word entrepreneur, consequently, first acted in the French language in the commencement of the sixteenth century. The word was also applied to the leaders of military expedition. But it was Richard Cantilon, an Irishman, living in France who first used the term entrepreneur to refer to economic activities. According to Cantilon: “an entrepreneur is a person who buys factor services at certain prices with a view to selling its product at uncertain prices.” Thus, to Cantilon, an entrepreneur is a carrier of risk which is non-insurable. One of the most well-known French economists Jean Baptiste Say defined the term entrepreneur in an expressive manner. According to J.B Say: “an entrepreneur...
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...organizational growth and be able to compete on a regional scale and beyond, human resources managers cannot simply follow the traditional paths they used to get the organization where it is today; instead, they need to transform themselves. In other words, HR practitioners need to expand their perspective and explore the world beyond the general HR attributes -- the overall business landscape, the clients as well as the competition. The various challenges facing hr are: Workforce diversity, mobility of talent, problems related to emerging world, strategic talent management etc. The transformation also poses a new challenge to the various HR practitioners that is to develop and demonstrate a new set of competencies to fulfill their changing roles and responsibilities. The implication for HR leaders is clear: HR must be capable of responding to the company's evolving human capital-related needs through the delivery of HR programs and services. What are the steps that should be taken to design intervention for this transformation? How can HR processes are being re-thought, and organizational designs are being re-drawn? The Sub themes for the conference are as follows: PRESENTATION: SUPPLY CHAIN MANAGEMENT RIGOR: A NEW PERSPECTIVE TO INVESTMENT IN COMPENSATION Supply Chain Management is an essential element to operational efficiency of an organization. It can be applied to customer satisfaction and company success, as well as within societal settings, including Cultural...
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...Introduction Enterprise Rent-A-Car (Enterprise) was founded by Jack Taylor in 1957 in the basement of a car dealership in St Louis in the USA. The business began with only seven cars. Today, Enterprise is the largest car rental business in North America with more than 7,000 offices in the USA and more than 900 in Canada, Puerto Rico, the UK, Germany and Ireland. In 2007, Enterprise had 728,000 rental cars in use, employing over 65,000 people with an annual turnover of over £4.5 billion. There are four operating units: Enterprise Rent-A-Car, Enterprise Fleet Management, Enterprise Car Sales and Enterprise Rent-A-Truck. Whilst customers within each of these markets need different products, all customers, whether business or private, need a speedy, convenient and reliable service. The car rental market is increasingly competitive. Enterprise continues to expand its range of services to meet customers’ needs. In addition to business rentals at airport and city locations, it also provides replacement cars for accident repairs, courtesy cars for garages and shortterm holiday rentals for breaks or special occasions. Enterprise also offers a collection service to take customers to their hire cars. Maintaining high levels of customer satisfaction is a key driver of growth for Enterprise. Enterprise emphasises delivering first-class customer service, regularly winning awards for its efforts in this area. Its small, local office structure and entrepreneurial team working means its employees...
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...world information systems Explain why knowledge of information systems is important for business professionals, and identify five areas of information systems knowledge they need Give examples to illustrate how the business applications of information systems can support a firm’s • business processes • managerial decision making • strategies for competitive advantage 2-61 Learning Objectives #2-2 Provide examples of several major types of information systems from your experiences with business organizations in the real world Identify several challenges that a business manager might face in managing the successful and ethical development and use of information technology in a business Demonstrate familiarity with the myriad of career opportunities in information systems 3-61 Agenda Introduction System Information Management Changing World and New Economy Types of IS IS Development and Success, Challenges, Opportunities, and Ethics of IT, and Career Opportunities 4-61 Introduction 5-61 IT Market & Investment Statistics The overall information and communications technology market grew by 6 percent to almost $3 trillion in 2010 In the U.S. the size of the IT workforce topped 4 million workers in 2008, and the unemployment rate for IT professionals is half the rate for the overall labor market 6-61 Foundation Concepts Vital component of Vital component of successful businesses ...
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...ability to complete the tools for a successful job search using a persuasive resume. Job Ad | | | | | Company: Quantum Location: Toronto, ON Job Category: Human Resources | | Email: Apply by Email | | | The Quantum Group of Companies was founded in 1968 in Montreal. It has earned its reputation as the full-service human resources partner of choice by providing unique and effective recruitment solutions that meet clients' complex staffing needs. Since its inception nearly 40 years ago, Quantum has been building relationships with private and public sector clients through a network of branch offices across North America, with primary hubs centred in major labour markets. Branch office locations are situated in key areas, each with a distinct market focus.Quantum is a true success story, with a portfolio that includes a full range of permanent and temporary recruiting services in all disciplines and at all levels. These services are available to our clients and candidates in every business sector through the member companies of the Quantum Group:• Quantum Management Services Ltd. • Quantum Technology Recruiting Inc. • Alternacare Inc. † †Quantum is an equal opportunity employer.For more job opportunities visit www.quantum.ca | | | Human Resource Administrator | | | Job Ad - ContinuedQuantum is proud to partner with McKesson Canada to meet its hiring...
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...AEROSPACE MBA Syllabus & Curriculum 2015-2016 Contact: Phone: +33 5 61 29 48 64 Fax: +33 5 61 29 48 07 E-mail: aerospace.mba@tbs-education.fr TABLE OF CONTENTS Welcome to the Toulouse Business School Aerospace MBA program 3 The pedagogical philosophy 4 The general structure of the Aerospace MBA 4 Assessment guidelines 7 Team Building Seminar and Leadership Development 10 Core Management 14 Process Workshops 23 Electives 34 Corporate mission project / Professional thesis 35 Academic team 37 Administrative and Management Team 39 Appendix I: Details on Multicultural Team Project 40 Appendix II: Details on Corporate mission project / Professional thesis 41 2 Welcome to the Toulouse Business School Aerospace MBA Program Preamble The Aerospace MBA is a post-experience degree seen as a career accelerator or a means to make a career shift after a minimum of 3 years’ professional experience. This MBA is a generalist degree in business administration with a broadening management program linked to the Aerospace sector and environment. The Aerospace MBA has a minimum length of one year of full-time or 2 years of part time study in the wonderful city of Toulouse. The Aerospace MBA will require a significant amount of classroom study or structured contact. In all, the program requires a minimum of 1800 hours of personal work. This MBA program is intellectually demanding...
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...AEROSPACE MBA Syllabus & Curriculum 2015-2016 Contact: Phone: +33 5 61 29 48 64 Fax: +33 5 61 29 48 07 E-mail: aerospace.mba@tbs-education.fr TABLE OF CONTENTS Welcome to the Toulouse Business School Aerospace MBA program 3 The pedagogical philosophy 4 The general structure of the Aerospace MBA 4 Assessment guidelines 7 Team Building Seminar and Leadership Development 10 Core Management 14 Process Workshops 23 Electives 34 Corporate mission project / Professional thesis 35 Academic team 37 Administrative and Management Team 39 Appendix I: Details on Multicultural Team Project 40 Appendix II: Details on Corporate mission project / Professional thesis 41 2 Welcome to the Toulouse Business School Aerospace MBA Program Preamble The Aerospace MBA is a post-experience degree seen as a career accelerator or a means to make a career shift after a minimum of 3 years’ professional experience. This MBA is a generalist degree in business administration with a broadening management program linked to the Aerospace sector and environment. The Aerospace MBA has a minimum length of one year of full-time or 2 years of part time study in the wonderful city of Toulouse. The Aerospace MBA will require a significant amount of classroom study or structured contact. In all, the program requires a minimum of 1800 hours of personal work. This MBA program is intellectually demanding...
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...Introduction Enterprise Rent-A-Car (Enterprise) was founded by Jack Taylor in 1957 in the basement of a car dealership in St Louis in the USA. The business began with only seven cars. Today, Enterprise is the largest car rental business in North America with more than 7,000 offices in the USA and more than 900 in Canada, Puerto Rico, the UK, Germany and Ireland. In 2007, Enterprise had 728,000 rental cars in use, employing over 65,000 people with an annual turnover of over £4.5 billion. There are four operating units: Enterprise Rent-A-Car, Enterprise Fleet Management, Enterprise Car Sales and Enterprise Rent-A-Truck. Whilst customers within each of these markets need different products, all customers, whether business or private, need a speedy, convenient and reliable service. The car rental market is increasingly competitive. Enterprise continues to expand its range of services to meet customers’ needs. In addition to business rentals at airport and city locations, it also provides replacement cars for accident repairs, courtesy cars for garages and shortterm holiday rentals for breaks or special occasions. Enterprise also offers a collection service to take customers to their hire cars. Maintaining high levels of customer satisfaction is a key driver of growth for Enterprise. Enterprise emphasises delivering first-class customer service, regularly winning awards for its efforts in this area. Its small, local office structure and entrepreneurial team working means its employees...
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...Change agenda THE CHANGING HR FUNCTION THE KEY QUESTIONS Introduction The HR function and its evolution have been identified as key areas within the CIPD’s research programme. Despite a wealth of information that exists on the HR function, its role and its structure, and a vast amount of literature on the link between people management practices and organisational performance, there is little definitive evidence, either from the CIPD or from academic researchers, which gives a clear indication of the impact of HR structure and staffing on organisational outcome or performance. In particular, as many organisations embrace and implement the so-called Ulrich model, questions on the extent to which it meets their particular needs and what difference it has made to HR performance, stakeholder satisfaction and HR staff aspirations, have not been answered. This Change Agenda is based on the scoping stage of a larger piece of work, and it examines what we know about the impact of new structures and roles on the HR function, on the implications for skills and development of HR staff, and on the relationships with line managers. We will also look at how HR has measured its performance against this background. The result of this exercise will be to throw up a number of unanswered questions that will form the basis for the next phases of research. Phase one For this segment of the project we have undertaken two main pieces of work: we have explored the literature around the...
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...business planning process. After engaging in an extensive business planning process in which business product, market, and technological directions are defined, questions about HR practices are raised. These questions deal with the structure, competencies, accountabilities, organization, and leadership required to make the strategy work. At this end of the continuum, HR issues are an afterthought to business strategy. They receive relatively little attention and become an appendage to business planning. In the extreme, line managers consider the HR questions as an afterthought to "real" planning efforts. At the other end of the continuum, HR planning is a distinct and separate planning process. The HR department not only initiates the effort for HR planning, but executes and administers the plan. In this case the HR plan is more a process for shaping priorities for the HR function than for the business. In extreme cases, HR plans are created with little or no awareness or input by line managers. While the outcome may be an elegant document, these isolated HR plans add little value to the business because they are separate from the business planning process. The real challenge of HR planning is to integrate business strategy and HR practices. In these initiatives, HR planning is an integral part of a business planning process. HR planning is engaged in by HR professionals working with line managers to ensure that the HR...
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