Tag Archives: ORGANIZATION

Assignment Topic and Review: Feasibility report in San Diego Market

Assignment Review on: Business Planning Capstone

Feasibility Analysis Template

The following is the feasibility study for a business plan related to opening up a hair salon in the San Diego CA Area. The salon will cater its services to all age groups and also all demographics and psycho graphics and specially the military style. It has been estimated that the company will be able to make an amount of $ 250000 per year. The analysis is for the purpose of analyzed whether or the not the business is feasible or not. The following feasibility study will provide an idea as whether to move further or not. The study includes all the factors under study like the industry analysis, market and customer analysis, products analysis, founding team analysis and the financial analysis of the company business under consideration. This study will help the entrepreneur to analyze whether or not the business will make a profit or not in the coming time period.

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Assignment Topic: PROJECT MANAGEMENT ROLES

Assignment Question:

QUESTION 1

1(a) Describe project and project management in the light of aligning projects to strategic plan of organizations.
Explain with practical world view scenarios.

1(b) Describe the staff recruitment process. Discuss how this process can positively or negatively affect
productivity in a project environment.

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WORKLIFE BALANCE IN HUMAN RESOURCES

QUESTION

BUHRM 5912 Human Resource Management
Semester 1, 2012
Assessment Task No. 1 Essay (Worth 20%)
Marking Criteria

Student Name:     Student ID No.:
Assessment Criteria
Demonstrated understanding of the HRM topic (4 marks)
 demonstrated understanding of the necessary
concepts/theories
Quality and completeness of the analysis and discussion (6
marks)
 interpreted the instruction/question appropriately.
 the introduction is appropriate to the type and format of
response and clearly outlines the  focus.
 the body of the response is well structured, with coherent and
logical development of key ideas in appropriate
sections/paragraphs.
 the conclusion is appropriate to type and format of the
response, successfully summarising  the key
ideas/issues/findings
Ability to analyse critical incidents and to apply HRM solutions
(5 marks)
 demonstrated the ability to analyse critical incidents
 demonstrated ability to apply HRM solutions
Written expression & Correct presentation (format, completed
and signed cover page, word count, line spacing, spell check
etc.), and clarity of expression  (2 marks)
 the writing style is appropriate to the task.
 the writing is fluent, exhibiting grammatically correct sentences
that are appropriately punctuated.
 there are no spelling or typing errors and due regard is given to
rules of capitalisation and abbreviation, etc.
 key ideas from the literature are  effectively paraphrased and
cited, and direct quotes are appropriately incorporated
 the response conforms to the appropriate style guide advice
and the requirements of the specified format (font, margins etc)
Evidence of appropriate reading & research (academic and
other relevant journals, text and reference books), Use of intext
reference,
completion
of
a
full
reference
list
at
the
end

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MOTIVATION IN AN ORGANIZATION

QUESTION

How to analyse a case study

Step 1: Get a general impression

  • Which organisations and industries/sectors does it relate to?
  • Is the organisation doing well or badly and how has it performed in the past? Is it an organisation that has an unbroken record of success or has it fallen on hard times?
  • Look at the development of the organisation over time. What strategies has it pursued? Which have succeeded and which have failed? How successful has the organisation been – and on what bases do you know?
  • What are your initial impressions of the main issues and choices confronting the organisation? Is it in an expanding industry/sector, or a maturing one? Are customer needs changing? Does the organisation confront a variety of opportunities? Or is there a particular strategic issue which the case is oriented towards?
  • What information is there in the case as tables and annexes?

Step 2: Start to analyse seriously

  • First, with regard to its environment:
    • o Which are the types of environment where it has been able to succeed, and in which types has it had problems?
    • o What have been and are likely to be the key drivers in the macro environment that may give rise to changes that could provide opportunities or give rise to threats?
    • o What is the nature of the competitive environment?
    =&1=&, get insights about the organisation itself:
    • o What kind of strategic resources does the organisation have – and which does it lack?
    • o Think about which of these have provided advantage over competitors; or could provide competitive advantage.
    • o Draw these analyses together by considering in what ways the organisation has strengths or weaknesses greater than competition.

    So you will have built up a picture of the relative strengths, weaknesses, opportunities and threats (SWOT) for the organisation.

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PEOPLE AND ORGANIZATION IN XYZ WIRES PVT LTD

QUESTION

Your company has offered you a promotion as head of a division in a country that has very different culture from that of your native country. While you are excited by the new challenge, you are also aware that you need to consider whether your leadership style will be effective or appropriate for the new location.

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CASE STUDY ON FASHION RETAILING AND HIGH TECH MANUFACTURING

QUESTION

Outsourcing
Core Competency 2.0:
The Case For Outsourcing
Supply Chain Management
Carlos A. Alvarenga and Pancho Malmierca
Table of Contents
1. Executive Summary
2. Test One: Is the Function
Really a Core Competency?
3. Test Two: What Kind of Knowledge
Does the Function Require?
4. Test Three: Who Will Improve the
Function Most in the Future?
5. Test Four: What Is the Externalization Risk?
6. Supply Chain Management
Outsourcing Examples
7. The Future of Outsourcing and
Outsourcing Decision Making
“I can’t understand why people
are frightened of new ideas. I’m
frightened of the old ones.”
John Gage, Scientist
“Ideas are a commodity.
Execution of them is not.”
2
Michael Dell, CEO
3
1.
Executive
Summary
For decades, outsourcing has been an
integral part of most global supply
chain management (SCM) operations.
At many companies, in fact, the rise
of third party logistics entities such
as DHL and UPS has resulted in the
elimination of in-house transportation
fleets; likewise, the high-technology
and automotive industries frequently
outsource some or all of their
manufacturing operations, thus
making it possible for them to
focus on activities such as research,
product design and marketing. Still,
there are many non-logistical supply
chain functions—forecasting, supply
planning, and inventory management,
for example—that generally remain
in-house. While most supply chain
executives may never have considered
outsourcing these non-logistics
functions, the fact is that outsourcing
such activities is now not just possible
but in some cases preferable to
performing them in-house. This article
will argue that outsourcing even the
highest-level supply chain function
is quickly becoming an economic and
strategic option. As this phenomenon
4
gains more exposure, it is important
to have a mechanism to structure
decisions about keeping an SCM
function in-house or externalizing it to
a third party service provider. In this
article we present such a framework,
built around four key questions:
1. Is the function really a core
competency?
2. Is the knowledge management
strategy associated with the
function fully understood and
aligned?
3. Who will improve the function most
in the future?
4. What is the externalization risk?
Understanding how to answer
these vital queries can help readers
determine if a particular supply chain
capability is best outsourced or kept
as an internal function. Based on our
analysis of dozens of SCM outsourcing
contracts, we will argue that in some
cases engaging an outside company
to handle activities such as inventory
optimization or forecasting is actually
superior to hiring, training and
providing for those functions inhouse.
Our
main
contention,
in
other

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