exam 5.txt

"the most a jobholder does, how the job is done and why it is done"

min requirements for the job (ksao)

"knowledge(education/skills test), skills (exp or physcal), abilities (intelligence, strenght, lifting), other (height, personality)"

"locating, attracting qualified candidates (internal, ads, referals, interntet)"

screening and making the selection.

"reliability(accurate and reliable results on consistent basis), valid (test things that are actually needed for the job)"

"improves employee morale, motivation, reduces employer time and cost."

"applications and resumes, references and background checks, tests, interviews"

"physical, cognitive, psychomotor, and sensory-perceptive"

33% inaccurate. Not very valid

stress doesn�t equal lie. Get baseline and variations from basline can be used.

7% accuracy

"37%- ""scientific"" resume evaluation with a graded rubric of criteria"

44%-pen and paper knowledge and/or abilities test

"44% lengthy, off site, skills/abilities/ personality testing"

54% mock scenarios

higher employee motivation and lower time and cost/single sheet employee manual for every job

"inpart information and knowledge, develop analytical and problem solving skills, change job behaviors"

"films and videos, lectures and reading"

case studies coaching and group discussions.

"quantifiable(productivity, customer ratings, how often they perform behaviors)"

rate on a behavioral observation scales (bos). 1-5 on how well they did performance

"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"

perks for above average perfromance

awards give spontaniously on the spot for great perfromance

% of pay held until goals met and bonus if exceeds goal

make your own benefits package

50% of employer payroll goes into paying employee benefits

about 14% today vs 35% in 1945

• change in eps. =dfl = ebit
• change in ebit ebit-I

=k_b (1-T)

• standard of diviation
• expected return

• k_x= k_rf + (k_m-k_rf)B
• kx-required return
• krf-risk free rate
• km-market rate
• b-beta

• product, price,promotion, place and people
• 

quantity, assortment and temporal

firms can only be efficient when producing mass quantities

Not being able to buy everything or even enough of what you need in one place.

problems due to location

product is produced but consumer isnt ready to buy it

team with another manufacturer's resourses and use them to channel your product( pepsi bottling and disributing starbucks products)

when one channel can "bully" another because of its place in the market

when both parties in a channel feel that they deserve the right to control the other due to their place in the market

members of channels on the same level(two different retailers) feel that they are getting unfair treatment compared to the other

heathy kind between whole saler and retailer for example

incentive to sales person from manufacturer to recommend their products over others for a cash bonus per sale

advertising-reason to buy(get people to buy your tv) promotion incentive to buy(get people to buy your tv over another tv)

give free merch instead of a price discount.

bonus item to persuade the purchase(toy in bottom of cereal)

• government
• culture
• market location
• labor
• suppliers

• corporate desires
• labor cost/availibilty
• utilities
• enviornment regulations
• land constructions costs
• proximity to raw materials

• size and cost
• transportation
• zoning
• services and suppliers
• environment impact issues

• sum of {(quntity of goods)(x cordinate)}
• sum of quantity of goods