A Report On The Company 's Customer Service Department

These companies collect information on each customer’s past transactions, demographics, psychographics, and media and distribution preferences.

We thank you for your consideration of our request, and look forward to hearing from you in the near future.

Elizabeth sent a complaint saying she never got a response to her question about a cat she found in her back yard. As noted in her record, Estelle did send her a response so it is possible it went into her spam folder. I sent Elizabeth an apology letter for not receiving her response, as it is possible it went into her spam folder. Actually, Elizabeth is lucky she got a personalized letter from Estelle instead of the CAA canned response; although, I did not say that in my email.

A medium size firm; Flashy Flashers Inc., manufacture an assortment of automotive electrical components and supplies. It produces various auto parts stores who employs approximately 900 employees and 150 managerial and administrative personnel. Johnny Bennett is the founder and president of Flashy Flasher Inc, producing only cable assemblies in his garage that is how he initiated his company. With ambition, commitment and reliability in the quality of the product, Mr. Bennett managed to enlarge his business into a hefty enterprise now supplying over 90 auto parts stores which has been a success for the enterprise.

We thank you in advance for your support and we look forward to working with each and every one of you.

This report will be about the evaluation of customer care strategy. I decided to do my report on Turkish Airlines because I had experienced their customer service and purchased products from them several times.

Have you ever had an experience with customer service representatives? Some have stood out for being unpleasant to me because of my inability to communicate with Native Americans fluently. Sadly, I’ve had so many of them that it will take a lot for any of them to stand out. Some parts of my embarrassments have been silly and unnecessary, and I regret being embarrassed. Sure, emotion is irrational, but no one else understands why I was embarrassed, it was probably a less clumsy situation than I thought it was. Being embarrassed about my accent is something I have struggled with these past two years due to inability to communicate with Native Americans fluently. If I asked to summarize my staying in America, it would be, “I have been in uncomfortable and embarrassing situations during communication, and personally survived it.”

Today, profit maximisation is the aim of every commercial organisation which can be achieved only through its people. High turnover in the sales and account department is always a reason to proud for businesses, contrary to this, high turnover of employees is a big concern which requires immediate attention of the HR managers, particularly in the small and midsized companies.

The new business department was formed to build potential growth within the organization. The importance of this implementation is to hire a qualified and talented workforce, with a unique skill set to perform that job description associated with this department. To determine that hiring the appropriate workforce, the creation of a new hiring process will need to be implemented along with an onboarding system. This process will allow the organization to process new candidate’s necessary paperwork, identifying the skill sets of each individual for the position, and engaging actively in this process. Furthermore, it will have a positive outcome in the retention of new employees. Identifying these individuals and selecting the most qualified is a critical part of human growth within an organization. Their competency is a critical part of business growth and assessing candidates with a new hire implementation will ensure top talent is being hired.

Theoretically, person-job fit considers the dimension to which employees are making proper use of their abilities and addressing their professional needs. Employees for whom these needs are more important may be more likely to leave the organization if they are not being satisfactorily fulfilled which is considered as poor-job fit.

The modern businesses entities operate in an environment that is highly competitive and dynamic. In this respect, organizations are always on the alert looking to attract the most suitable and capable personnel. Despite the fact that job seekers could have exceptional academic qualifications; employers put employees through vigorous and thorough assessments so as to assess the suitability, credibility, and the skills of the individuals. No organization wants to be left behind in terms of high and superb levels of efficiency. In an attempt to verify and ensure that an organization has the most proficient employees; employers apply a series of tests to the employees (Ployhart,

The term “organization fit” describes when people are compatible with the organization they work for. Hence, they provide the organization with what it needs and vice versa. However, there are many cases where new hired staff does not fit in with the culture of the organizations. Although they may possess all the requirements needed for the position, they may not be compatible with the population they serve. Not only does this cost the organization money, but it has negative impact to the work environment and productivity. In order to minimize hiring the wrong individual organizations can follow different approaches.

The recruitment of employees is a costly expense to any business, so it pays to ensure that the recruitment process will reflect in the attraction of the most suitable candidates. When a business recruits the right person, provides training and ensures they can ‘fit in’, the employee is more likely to achieve the desired outcomes the business has set out for them. This essay will examine the notion of ‘person – organisation fit’ and its relevance in the recruitment and selection process.

The hiring process is an opportunity for managers to be an effective part of their organization’s strategic plan. Hiring managers are tasked with the responsibility of aligning their department’s goals with the goals of the overall organization. Managers can accomplish this by implementing the strategic steps of alignment, leadership and knowledge management, results-oriented performance culture, talent management, and accountability (Satterlee, 2013). These various steps and other hiring tools help human resource managers in their roles. As they become aligned with the organization the process begins with how to recruit and whom should they select.

Every employee provides a company with a different level of knowledge. Some employees have more education than others, and through the advancement of their education, they can learn with advanced training; just as those with a depth of work experience are an intangible capital. Part of determining the human capital is to consider the return on investment. Specifically, human capital is made up with learning, operating costs,