Executive Information Officer For Mcconnell Spice

As the Vice President of Human Resource for Moore Beer, Inc., it is my duty and responsibility to direct all of Moore Beer, Inc. employees in accordance with the company 's policies and procedures as well as abide by all the laws that are put in place to protect employee’s rights. Moore Beer, Inc. has suffered a decrease in sales profits, as a result the company is reducing its workforce. The President of the company asked me to look into the five employees listed below and decide who to terminate as well as provide the reason why the termination is necessary. My job is to terminate three out of the five employees.

It was vital for Danone to develop a framework through which the sharing of knowledge was enjoyed and beneficial to the company’s long term growth prospects. Sharing knowledge is ever so important in the increasingly competitive environment that multinational firms operate in. These days it is common for employees to change jobs and work for new companies in search of new and exciting projects. The top level staff at Danone will not be around for ever, thus it is vital for them to share the knowledge they have gained from working in the industry with their colleagues. Without a sufficient knowledge

Located in the Housing Helpers’ corporate offices in Houston, Texas, the Director of Public Relations and Communication reports to the Chief Executive Officer, and serves as a key member of the organization’s leadership team. The primary purpose of this role is to serve as the chief ambassador of the organization, while also overseeing all communication streams to ensure a cohesive message and image. The incumbent will support the development and sustainability of the community, religious, business, and media relationships through the development of a strategic communications and public relations program. At the same time this role will cultivate government and support agency relationships as Housing Keepers seeks to lobby for home improvement loans are reduced interest rates and funding for community renewal initiatives.

Their solution was to develop a knowledge management portal on the company’s intranet. Good planning is important because the company is a large business. Logging in and inputting data can be challenging if everyone is out on the field gathering information then remembering to input what’s relevant to the current situation.

The process of selecting a corporation to reach out to for a potential interview, the group decided that some basic criteria should be upheld during the selection process. The criteria for selection

Colleen Dillaway is a Sales and Marketing director for Bright House Networks. She has over 15 years of experience managing, public relations, and sales channels. She has crisis-management skills and media relations. She has a history working with ABC, CBS, NBC, and FOX news. Dillaway showed the class commercials for Bright House and explained the approaches that were taken to reach different customers. I will apply the concepts Dillaway used and apply them to our textbook. In chapter 13 Public Relations and Marketing is the main focus. Marketing is the process of researching, creating, refining, and promoting a product or service and distributing that product or service to targeted consumers (pg. 402-3). Public relations are the values-driven management of relationships between an organization and the publics that can affect its success (pg.403). Dillaway had to collect research to better understand how to gain and keep customers. In the process of her research she was also able to better advertise Bright House services as well. For example, Dillaway informed the class how Bright House created a commercial to aim directly at Bakersfield customers in doing this the commercial was filmed here. Chapter 13 also defines advertising as controlled media in an attempt to influence the actions of targeted publics. Going back to the Bakersfield commercial, we can see the that the targeted publics was Bakersfield consumers.

As time went on, and I graduated with my undergrad in Marketing, it became time to move on. Around the same time a position in the marketing department opened at Briggs & Stratton and I made the hard decision to leave a role I was good at, the role I knew inside and out, and venture into the unknown. Interviewing against 6 other people it was no walk in the park. Sitting with the VP of Marketing I was comfortable but yet still nervous about the questions I was going to be asked. All was going well and very typically for an interview until the end. I was directed to his whiteboard. There was a list of our customers: Lowes, Home Depot, Menards, and next to them was a number. The question at hand had to do with grass seed, similar to long and garden equipment but not a market I was entirely familiar with. The numbers next to the customers was their market share, and the question at hand was how to increase Home Depots market share with new homeowners. Feeling extremely inexperienced, I thought for a second on how to answer the question. Was he looking for a technical aspect of numbers? Was he looking for a quick detail of a campaign, and ad idea maybe? Deciding to stop second guessing myself I went with what my gut was telling me to do. I thought about all the suburban housing developments that go up everywhere, what is the one thing they are usually lacking when the house is complete? Grass. Unless it’s a high-end subdivision the home

Workforce planning will be especially beneficial to JR Smith staffing because it can ensure that they acquire the talent that they need. This systematic technique is used by YZ Strategic Staffing Professionals, Inc. to plan ahead and avoid talent surpluses or shortage. (Sullivan, 2002) This system is useful during the entire recruitment process because it has the ability to identify, acquire, develop and retain employees that will meet the needs of JR Smith. The main idea behind workforce planning is to forecast the talent need and compare it to the talent that you already have. It will not only forecast to meet

In addition to evaluating each candidate's relative ability, as demonstrated by quality and breadth of experience, the following factors will provide the basis for competitively evaluating each candidate:

Using these studies, Claburn builds the foundation of his article. To conclude, he writes that shared interests do play an important role in the hiring process which is why it may be beneficial to use

My name is Yasmeen Nunez and I’m the information technology director of Mers Inc. Mers Inc is one of the top financial firms in the east coast with over 100 offices and 1600 employees. Anthony Clementine founder and CEO of Mers Inc started this firm with his father in 1987. In 28 years the firm has developed into a multimillion-dollar company. The company is drastically flourishing; we hope to open 15 more firms across the United States by 2025. Due to the all the drastic changes in the technology world it’s most important to be up to date with our information and technology. The technology within our company is extremely outdated, thus providing inconvenience for our employees to be up to date with their

To ensure that my team has the proper and diverse mix of experience, background, skill, and talent, my hiring or selection process will address three items: character, competency, and chemistry.

Figure 1 is an example of how the three items would be scored on a form, when weighted according to what is most essential to the position of a marketing managerial unit at Apple. Although John Doe is significantly better at recruitment and management of a project than he is at advertisement research, the prioritization of the three skills still renders John Doe an almost outstanding manager, with only these three items serving as context.

In the mini-case Building Shared Services at PR Communications Vice President of IT, Vince Patton, is faced with the task of creating a single customer service center for the company. The case starts off with Vince firing the four divisional CIO’s, stating that “We don’t need any of you anymore. I’m creating one enterprise IT organization, and there’s no room for any of you.” (McKeen, p 127). Ross Roman, founder of PR Communications, then gives Vince the opportunity to completely turn around the IT department and has given full support to any of Vinces projects. This puts a lot of pressure and responsibility on Vince to complete this difficult task.

Selecting suitable candidates for senior level positions of the organization is also an essential undertaking. There are several considerations an organization must take into an account about a candidate before hiring them.