-
job descriptions
"the most a jobholder does, how the job is done and why it is done"
-
job specifications
min requirements for the job (ksao)
-
KSAO
"knowledge(education/skills test), skills (exp or physcal), abilities (intelligence, strenght, lifting), other (height, personality)"
-
recruitment
"locating, attracting qualified candidates (internal, ads, referals, interntet)"
-
selection
screening and making the selection.
-
test requirements
"reliability(accurate and reliable results on consistent basis), valid (test things that are actually needed for the job)"
-
internal recruiting
"improves employee morale, motivation, reduces employer time and cost."
-
how to narrow the selection
"applications and resumes, references and background checks, tests, interviews"
-
ability tests
"physical, cognitive, psychomotor, and sensory-perceptive"
-
background tests/reference checks
33% inaccurate. Not very valid
-
truths vs myths about lying
stress doesn�t equal lie. Get baseline and variations from basline can be used.
-
standard interview
7% accuracy
-
resume analysis
"37%- ""scientific"" resume evaluation with a graded rubric of criteria"
-
work sample
44%-pen and paper knowledge and/or abilities test
-
assessmenmt center
"44% lengthy, off site, skills/abilities/ personality testing"
-
situational interview
54% mock scenarios
-
"wahoo video why internal, and how they train"
higher employee motivation and lower time and cost/single sheet employee manual for every job
-
types of training
"inpart information and knowledge, develop analytical and problem solving skills, change job behaviors"
-
impart information and knowledge
"films and videos, lectures and reading"
-
analytic and problem solving development
case studies coaching and group discussions.
-
objective perfromance measures (best method)
"quantifiable(productivity, customer ratings, how often they perform behaviors)"
-
subjective performance measures.
rate on a behavioral observation scales (bos). 1-5 on how well they did performance
-
types of rating errors.
"central tendency(all workers average), halo error(person scores same for all parts of test), leniency error (all high scores) training raters helps reduce errors"
-
merit increases
perks for above average perfromance
-
spot awards
awards give spontaniously on the spot for great perfromance
-
earning at risk plans
% of pay held until goals met and bonus if exceeds goal
-
cafeteria benefits
make your own benefits package
-
cost of benefits
50% of employer payroll goes into paying employee benefits
-
union memebership
about 14% today vs 35% in 1945
-
degree of financial leverage
- change in eps. =dfl = ebit change in ebit ebit-I
-
after tax cost of debt
=kb (1-T)
-
coefficient of variation
- standard of diviation
- expected return
-
sml-security market line
- kx= krf + (km-krf)B
- kx-required return
- krf-risk free rate
- km-market rate
- b-beta
-
marketing mix
- product, price,promotion, place and people
-
-
three types of discrepancies
quantity, assortment and temporal
-
discrepancy ofquantity
firms can only be efficient when producing mass quantities
-
discrepancy of assortment
Not being able to buy everything or even enough of what you need in one place.
-
spatial discrepancy
problems due to location
-
temporal discrepancy
product is produced but consumer isnt ready to buy it
-
strategin channel alliance
team with another manufacturer's resourses and use them to channel your product( pepsi bottling and disributing starbucks products)
-
channel power
when one channel can "bully" another because of its place in the market
-
channel conflict
when both parties in a channel feel that they deserve the right to control the other due to their place in the market
-
horizontal conflict
members of channels on the same level(two different retailers) feel that they are getting unfair treatment compared to the other
-
vertical conflict
heathy kind between whole saler and retailer for example
-
push money
incentive to sales person from manufacturer to recommend their products over others for a cash bonus per sale
-
advertising vs promoting
advertising-reason to buy(get people to buy your tv) promotion incentive to buy(get people to buy your tv over another tv)
-
trade allowance
give free merch instead of a price discount.
-
premium
bonus item to persuade the purchase(toy in bottom of cereal)
-
country factors
- government
- culture
- market location
- labor
- suppliers
-
regional
- corporate desires
- labor cost/availibilty
- utilities
- enviornment regulations
- land constructions costs
- proximity to raw materials
-
site factors
- size and cost
- transportation
- zoning
- services and suppliers
- environment impact issues
-
center of gravity method
- sum of {(quntity of goods)(x cordinate)}sum of quantity of goods
|
|