Jon Bennett Star River Case Analysis Page 1 of 7 FIN 461: Spring 2008/9 Initial Assessment: An initial look at the ratio analysis reveals that the annual sales-growth rate has been holding around 15%. This is perhaps the only good news from the analysis. A performance discontinuity makes its appearance in FY 2000 as a drop in operating margin. This was a result of a 21% increase in production costs and expenses and a 20% increase in admin and selling expenses. There was also an inexplicable 95%
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Recruitment is an important part of an organization’s human resource planning and their competitive strength. Competent human resources at the right positions in the organization are a vital resource and can be a core competency or a strategic advantage for it. The objective of the recruitment process is to obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives. With the same objective‚ recruitment helps to
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environment? Every time a customer contact or interact with Gold Star‚ is the moment of truth of Gold Star. Customers usually evaluate the products and compare their expectations with the actual outcomes. In Gold Star’s case‚ the moment of truth is reservation‚ ordering‚ dining services and drive-through services. 2. What implications would the segmentation of Gold Star’s customers have on their customer focused practices? Gold Star divides their customers into two categories: direct customers and
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P1: Recruitment Documentation Recruitment is the process of identifying and hiring the best qualified people for the job vacancy‚ in a most timely and cost effective manner. Recruiting and selecting the right people is one of the most important procedures in an organisation‚ the employee must have the right skills for the position to execute and ensure the job is well done. To be able for me to complete this task‚ I’ am required to apply for a part time job to gather an information describing
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Recruitment and Selection In the competitive business environment nowadays‚ companies need to present themselves as serious players with edges in various aspects‚ one most important of which is quality of their workforce. The quality of an organization’s workforce ‚to some degree‚ determines how far it can go and this kind of quality depends mostly on an essential element in an organization’s operation‚ which is human resource management (Martin‚ J. 2008). Human resource management refers to the
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objective. Without any objective a task isrendered meaningless. The main objectives for undertaking this project are:1. To understand the Recruitment and Selection Process at Escorts ConstructionEquipment Limited.2. To give suitable recommendations to streamline the hiring process.3. To Study the Challenges faced by HR in recruitment.4. To Study recent trends in Recruitment Process RESEARCH METHODLOGY Research methodology is a way to systematically solve the research problem. Init‚ we study the various
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Internal Recruitment The assessment of an employer’s current staff to ascertain if any current employees are sufficiently skilled or qualified to perform required job vacancies. When a business engages in internal recruitment‚ a current employee might be reassigned to the new position by giving them either a promotion or an internal transfer. Advantages of Internal Recruitment Reduced Recruiting Costs There are costs associated with recruiting‚ especially when your search is conducted outside of
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appropriate recruitment and selection methods? Discuss how process of interviewing can be improved in organisation to strengthen the validity and reliability of the method. In the era of globalisation and fast changing business conditions‚ organisations are looking for effective management and employee recruitment and selection. The current situation demands a complete strategic approach to HRM. Therefore it is important to look at the traditional methods and modern approach in the recruitment and selection
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Four Star Supply Chain Case Analysis Executive Summary Four Star Industries is facing a number of problems. Their sales have fallen from $9 million to $6 million‚ their customer service fill rate has fallen from 70% to 60%‚ and their employees are leaving the company and becoming increasingly disgruntled. The root cause of these issues is demand variability driven by SKU proliferation. Four Star has gone from offering 13 SKUs in 1996 to 230 SKUs in 2002. The market for mattresses has become
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Subject : EMPLOYEE RECRUITMENT AND SELECTION Cluster : Core Spln-HRM Credit Hours : 2 Subject Code : 23HERS Faculty : Ms. Sreelatha OBJECTIVES: This course provides students with an in-depth coverage of the recruiting and staffing function within organizations. Topics that will be particularly emphasized include: equal employment opportunity and other laws relating to staffing‚ the techniques used in recruitment and selection‚ validation‚ and utility analysis. The course
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