Marketing Essay Example

Marketing Essay Assignment 01.Instructor: Miss Nida Aslam khanPrinciples of Marketing Syed Aun Rizvi Mohammed ShehmirMaaz Shahid| The Pakistani brand we have selected is â€Å"OMORE ICECREAM†. The Company that produces it is Engro Foods Limited. COMPANY Engro foods are among the biggest and fastest growing conglomerates in Pakistan with a vision to cater to local needs with the products conforming to global standards. Highly passionate about millions of people across the lengths and breadth of Pakistan and beyond with the ultimate brand experience, its product comprises some of the country’s biggest and best selling brands including Olpers, Omore Ice-cream, Omung Lassi, Dairy Omung and Tarang. Engro Foods Limited was officially launched as a fully owned subsidiary of Engro in 2004. Using dairy as a stepping stone to enter into the food business, the company has established state of the art processing unit in Sukkur and Sahiwal, along with the ice-cream production facility in Sahiwal. MARKETING STRATEGY FOR THE OMORE We will write a custom essay sample on Marketing specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Marketing specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Marketing specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Omore ice-cream was launched in March formally on April 6 2009 in eight cities and towns, started with 24 different formats and flavors. It is a brand that seeks to cater a wide range of consumer groups and taste palettes. Omore Ice-cream has a high quality and eye catching packaging and the packaging is colorful and beautiful which attracts children. They promote ice cream through advertising such as vehicle advertising, billboards, point of displays and television ads which are very attractive. When Omore ice-cream was introduced, for marketing, flyers were thrown in different housing communities using airplanes. They also have a slogan for joy and happiness â€Å"Art of Happiness† and have associated their brand with rituals, celebrations like basant, mela etc. they also market their products at face book, twitter etc to link their brand with customers. Omore ice-cream is available in large, small bakeries and stores. They also sell their products directly to consumers using cycles and their own personnel. MARKETING MIX OF OMORE PRODUCT OMORE has differentiated and positioned its ice-cream on following dimensions: Conformance Quality: This is done by opening channels for getting feedback i. e. hrough website, help lines, social media like Face book which allows customers to complain and suggest about the product. Reliability: Omore claims to use pure ingredients, authentic flavors and best available technology which are verified by its consumers, which helps to gain reliability in Omore. Style: Style describes the product’s look and feel to the buyer. Omore has considered differentiating their ice-creams through improving their packaging or the style with a distinctive feeling about their product. Product name 1. Froze ice pops 2. Nutty caramel cones 3. Strawberry/Mango/vanilla affairs 4. Kulfi (Desi) 5. Lick a flavor 6. Froze cups 7. Buzz Packaging: High quality and eye catching packaging. Packaging color ranges from red, blue, yellow, orange, green and purple. PRICE To capture the market, market pricing strategy is based on â€Å"competition based pricing†. The price of its competitor (Walls) is more or less the same. Product line pricing comprises of: Froze (Rs. 5-10-12-15), Range of family packs (Rs. 150-120-180), Range of individual ice-cream (Rs. 10-15-20-30). List price: price varies differently depending upon- cups Rs. 20 cones. Rs. 30 ice pops. Rs. 10-30 soft serve ice cream Rs. 10-15 1 ltr ice cream Rs. 50 2ltr ice cream tub Rs. 275. PLACEMENT Omore ice cream is sold directly through retailers and distributors. Omore ice cream for the time being is only available in limited cities. But now it is expanding the base. Ice-cream is transported to retailers through private transportation firms e. g. Abu dawood and PTI. The ice cream is available at small, medium sized retailers, shopping mart, medical stores and other types of stores. PROMOTION Broadcasting media: Televisions, radio ads and internet ads. Print media: Vehicle advertising, outdoor billboard and point of sale display. Advertising are mostly colorful like their packs. MARKETING ENVIRONMENT Geographic: At the start, the only market served was Lahore. After a year they expanded their business and entered other cities as well. Omore covers Punjabi cities more strongly because they are near to their Sahiwal factory. Demographic: Omore has ice cream for almost all demographic segments. Takeaway packs and tubs for families, cones for teen agers, and cups and ice pops for children. Behavioral: Omore is planning to be among those ice creams which offer diet ice creams for those people who have diabetes problem or are diet conscious. It is a large untapped market segment which they are planning to tap soon. In this segment they chose occasional and benefit sought segmentation. COMPETITION With the aid of a table, points are given to each company out of 5. â€Å"1† being the lowest and â€Å"5† being the highest. | Omore| Walls| Igloo| Advertising (Electronic media)| 4| 5| 2| Advertising (Online)| 4| 4| 2| Advertising (off-line e. g. banners, posters, seminars)| 5| 4| 2| Variety of flavors| 3| 5| 3| Quality| 5| 5| 3| Quantity (according to price)| 4| 4| 4| Price| 4| 4| 5| Total points| 29| 31| 21| The table clearly shows that the major competition which OMORE is getting is just from one brand which is Walls, which is manufactured by Unilever. The other competitor, Igloo, used to be a major market player in the beginning of this industry but now the overall performance has declined very much. The competitive edge in marketing which OMORE possesses is off-line marketing in which the company has used a big variety of means to create a good brand image and to create a brand loyalty in customers. They have been organizing different forms of seminars in public places such as schools, resorts, hotels, beeches, restaurants, colleges, universities and shopping malls. Other means are mobile ice cream parlors (using a bus), Sponsoring events in Universities (ADWAR in IBA), organizing concerts, combined advertisings by joining the brand name (Ice age 4 and OMORE). CHARACTERISTICS AFFECTING THE CONSUMER BEHAVIOR TOWARDS OMORE ICE CREAM CULTURAL FACTORS Cultural shifts: People in Pakistan like â€Å"Desi† sweets dishes more, this entrenched societal characteristics helped marketers of Omore to come up with â€Å"DESI† oriented products like â€Å"KULFI† campaigning it as â€Å"DIL BOLE DESI†. Social class economic situation: considering the vast social classes bad economic condition, Omore has introduced 30 SKUs. These units help to fulfill needs of different classes. Family: members of the family often get together at rituals, celebrations, weekends in Pakistan. Omore has associated its brand with happiness joy that â€Å"enjoy the moments with sweet items such as family packs of Omore ice cream†. PERSONAL FACTORS Age Life-Cycle stage self concept: children, adults old people have different buying behavior. Colors, cartoons, sincerity are associated with child’s personality that’s why Omore has introduced the â€Å"Frooze† series of ice cream. Adult go for excitement and Omore’s â€Å"chocolate temptation† promises of classy, imaginative taste. PSYCHOLOGICAL FACTORS Motivation: buying behavior varies from one person to other according to their motivation level because for underprivileged person, ice cream is the occasional treat while for privileged ones, Omore ice cream could be a source of fulfilling the esteem or social needs. Learning, Belief attitudes: with vast range of flavors classy taste, Omore ice cream hasn’t disappointed its first users consumers’ response has been tremendous so far. Omore has grabbed more than 26% total market share. Omore has also succeeded in changing attitudes of even brand loyal of Walls ‘product. TYPE OF BUYING DECISION BEHAVIOR Consumer of ice cream undertakes variety-seeking buying behavior because of low-involvement but significant perceived brand differences. There is significant difference found among price, flavors, product design, marketing strategy of two brands i. e. Omore Walls. Omore consumers wouldn’t do much evaluation before usage of any product often keep on looking for new different products for merely variety. BUYER DECISION PROCESS Need recognition: a consumer who eats creamy strawberry ice cream of Walls would be triggered by the ad of Strawberry Cheesecake ice cream of Omore with the flavor of Cheese because he likes cheese flavor. Information search: consumer may go for experiential sources to get the information in which he would use the product. Moreover, he can also get information from personal sources. This information could bring more products under consideration. Evaluation of alternatives: since there are two major ice cream brands in Pakistan, then consumer will compare the features of two products, such as price, flavor, quality etc and make the priority list. Consumer’s priority list could consist of quality, cheese flavor, accessibility. Purchase decision: consumer will make the purchase in keeping account of his priority list if Strawberry Cheesecake ice cream of Omore fulfills all consumers’ requirements, then he will buy it. Post purchase behavior: if the consumer’s expectation ice cream perceived performance match then consumer will be satisfied otherwise not. Consumer may compromise for some drawbacks of chosen products such as high price and this would push him towards the post purchase dissonance. Details of contact person: Filza Feroz Maniar Corporae Payable Officer Number#03333269847

Free Essays on Personal Life

As a young adolescent my dad always preached at me about leaving cloths and my personal items around the house. At the time I did not agree with my dad because I thought that I could always just pick up my things later. So when I did not clean up after myself the articles would just pile up. If it sat there long enough I would be punished. After I was punished I would get angry because I didn’t think it was a big deal. As a young child I did not understand that it was wrong not to clean up after myself. I always thought that someone else would get it for me. But then I came to the realization that no one wants to pick up after someone else. So, after a while, my dad thought it was time for me to learn the lesson of picking up after myself. He told me for every item that was mine that was not where it should be, I would be grounded for a day. To teach me this lesson, he also would hide my things. He said they were not in their right place. I finally realized that he was serious, and that I needed to change my behavior. I began picking up after myself, which made life easier for me because now I can find all my belongings. It took less time to find my stuff because I always knew where everything was. I also felt a sense of responsibility. An added benefit of my new found behavior was that life was also easier for my family because my stuff was not always in their way. My dad and I got along much better after I started taking responsibility for myself. Now, as a young adult I am happy that my dad made me pick up after myself. His insistence on teaching me this lesson has also taught me self discipline. I use what I learn from this lesson in my life today. One of the ways this lesson has shaped my life is that I now have my own apartment and I often have friends over. A cleaner and less cluttered apartment has increased my friends opinion of me and the one I care the most about, my girlfriend Eylse, has also been... Free Essays on Personal Life Free Essays on Personal Life As a young adolescent my dad always preached at me about leaving cloths and my personal items around the house. At the time I did not agree with my dad because I thought that I could always just pick up my things later. So when I did not clean up after myself the articles would just pile up. If it sat there long enough I would be punished. After I was punished I would get angry because I didn’t think it was a big deal. As a young child I did not understand that it was wrong not to clean up after myself. I always thought that someone else would get it for me. But then I came to the realization that no one wants to pick up after someone else. So, after a while, my dad thought it was time for me to learn the lesson of picking up after myself. He told me for every item that was mine that was not where it should be, I would be grounded for a day. To teach me this lesson, he also would hide my things. He said they were not in their right place. I finally realized that he was serious, and that I needed to change my behavior. I began picking up after myself, which made life easier for me because now I can find all my belongings. It took less time to find my stuff because I always knew where everything was. I also felt a sense of responsibility. An added benefit of my new found behavior was that life was also easier for my family because my stuff was not always in their way. My dad and I got along much better after I started taking responsibility for myself. Now, as a young adult I am happy that my dad made me pick up after myself. His insistence on teaching me this lesson has also taught me self discipline. I use what I learn from this lesson in my life today. One of the ways this lesson has shaped my life is that I now have my own apartment and I often have friends over. A cleaner and less cluttered apartment has increased my friends opinion of me and the one I care the most about, my girlfriend Eylse, has also been...

Polymer Organic Light Emitting Diode Materials and Techniques Essay

Polymer Organic Light Emitting Diode Materials and Techniques - Essay Example In the continuously improving and modernizing technological world, one technological discovery is making an important path and giving important contribution in the field of optics. In general, the semi-conducting light-emitting diodes, also referred to as LED, had found vital applications in different technologies through the industrial and modern world. A light-emitting diode can be defined as a semi-conducting diode, which is a form of electronic device that can be considered to maximize the flow of electricity that is flowing through the material and restricting its flow in the other direction such that energy is built up and causes the material to emit light energy. LED can be considered as the general type of diodes that consequently emit light energy. There are different forms of LED (Zheludev 189). A LED can be considered comparatively of more use that other light technology is that it is considered safer on the basis that the main application uses light energy emitting material. This can be attributed to the fact that other forms of light technology through the use of the flow of electric current can be considered more advantageous, often referred to as electroluminescence, which is the basic principle used in LED. Compared to the light technology that uses incandescence, which a process of achieving visible light through electromagnetic radiation (Schubert 1). Due to the said advantage of the technology referred to as LED, the application of the said technology can be considered to continuously increase and improve. In fact the application in technology and other sciences can be considered as widespread. It can be perceived through the different light technologies that are classified as LEDs such as infrared, visible-spectrum, ultraviolet, and white LEDs made from III-V semiconductors. POLED Included in the main types of LEDs is the polymer organic light-emitting diode, referred to as the POLED. The study on POLED can be considered as one of the main area of interest in terms of the types of LEDs. This can be attributed to the fact that the materials used as a semiconductor are organic materials that can conventionally be described for insulation. The application of organic materials for electric purposes can be considered as a relatively new technology since it was only initiated in 1977. The historical discovery of effect of halogen on the electrical conductivity of a polymer paved the way for the continuously growing field of discipline that involves POLEDs (Fung, Lee and Lee 181). Objective of the Study The background information regarding POLED can be considered as one of the reasons that generated the study and attention to the said area in optics. In relation to the increasing assimilated knowledge on the POLED as well as the application and utilization, the study was conducted to be able to present a descriptive and comprehensive presentation of the development of the POLED technology. On the basis of the aim for the public to gain understanding on the application of LED technology, the theory of application is also one of the most important part of the research. Also, the evolution of the POLED tech

Applying Theories and Principles for Planning and Enabling Inclusive Essay

Applying Theories and Principles for Planning and Enabling Inclusive Learning and Teaching - Essay Example The best way to understand Brain-based education is through three words namely: principles, strategies and engagement. Thus, learners have to be engaged and it has to be done with strategies, which are real science based (Darling-Kuria, 2010, p. 02). Brain-based learning effectively ensures to produce a more efficient learning process, which assists the student through comprehension on how the brain delivers, and learns the valuable learning environment possible. Therefore, brain-based learning is the vigorous engagement of strategies that are purposeful on principles, which are effectively derived from neuroscience. Brain-based learning is done in accordance to the way the brain is designed naturally to learn. This study will extensively discuss the various merits of the curriculum, which are taught through instructions, where it is taught, how it taught, the environment, how it measured, and the assessment (Call & Featherstone, 2010a, p.05). A research done recently shows that adul ts have a paramount role in facilitating for the children an early environment that is stimulating. There is therefore a need of the classrooms to have a link that is nearly close to the real-world environment. The curricula being taught should include problem layers, cultural and many sensory layers that effectively stimulate and excite the noble neural networks of the brain. It is also evident that an individual cannot learn in the same way to the other people and thus each individual has his/her own learning style. Evidently, artificial stress on the children is inevitable if the children are forced to learn under ineffective conditions, which greatly interfere with how they learn. These conditions reduce and depress their performance results as well as their motivation. Educators should therefore ensure to embrace the children as individuals and not as a collective class that deserve uniform practices since they are supposed to incorporate diverse teaching skills (Taylor & Macke nney, 2008, p.18). Additionally, educators must provide complex instructions, which effectively enhance and develop learning profiles individually. Complex instruction is multifaceted and it involves providing a variety of resources, groupings, instructional materials, and assessment instruments. Additionally, structured classroom time devoted to emotional and social skill building, group problem solving, and team building strengthens academic learning. Research conducted recently on learning and brain indicates that the brain effectively responds more to learning environments that are enriched and which involve as many of its processing centers as possible. Thus, educators have to allow the children to have rich experiences and then give them time and opportunities to make sense of their experiences by finding and reflecting connections in how things relate to each other. Lessons stimulating emotions, senses, and memory aid cognition and future retrieval in real world situations (C all & Featherstone, 2010b, p.35). The student usually benefits from a type of captivation in which wide selections of motivations are integrated so that the experiences are more genuine and engaging. These experiences should have problem-solving skills in learning different theories and facts since they are personally and meaningfully rewarding to the learners and thus being more inspiring and rewarding. Learners learn

Reflections on Department of Human Resource Management

Reflections on Department of Human Resource Management I did my internship at the Human resource department of Metro Hi-Tech (Pvt) Ltd in Gujrat. I spent six weeks in this department. Where I learnt how practically worked in Human resource Department. In Metro Hi-Tech (Pvt) Ltd the Human Resource Management department was established in November 2004. I worked under HR officer Mr. Aftab Butt, Payroll officer IR officer MR. Ali Raza. In this department I worked with every designation member and analyzed, observed and learned about the responsibilities and activities associated with them. Lets talk about one by one. HIRERCHY OF HUMAN RESOURCE DEPARTMENT: Head: Human Resources Administration: Mr. Anwar Murad Human Resource Officer: Mr. Aftab Butt I.R Officer and Payroll Officer: Mr. Ali Raza Admin Officer: Mr. Asad Shah Admin officer (Lahor): Mr. Javed DEPARTMENT OF HUMAN RESOURCE MANAGEMENT I did my internship at the Human Resource department of Metro Hi- Tech (Pvt) Ltd in Gujrat. I spent six weeks in this department. Where I learnt how practically worked in Human resource Department. In Metro hi-tech the HRM department was established in Nov 2004. I worked under HR officer Mr. Aftab Butt, Payroll officer IR officer Mr. Ali Raza. In this department I worked with every designation member and analyzed, observed and learned about the responsibilities and activities associated with them. Lets talk about one by one. 2.1) Human Resource Management: Human resource (or personnel) management is getting things done through people. Its an essential part of every managers responsibilities, but many organizations find it advantageous to establish a specialist division to provide an expert service dedicated to ensuring that the human resource function is performed efficiently. People are our most valuable asset is a clichà © which no member of any senior management team would disagree with. Yet, the reality for many organizations is that their people remain Under valued Under trained Under utilized Poorly motivated, and consequently Perform well below their true capability Objectives of Huamn Resource Department: The main objective of the department is To hire the best candidate who best fit for job along with the organization and in this way increase the work effectiveness and efficiency of the whole organization. FUNCTIONS AND RESPONSIBILITIES OF HR DEPARTMENT IN Metro Hi-Tech (Pvt) Ltd. HR department of Metro Hi-Tech (Pvt) Ltd performs below mentioned functions. FUNCTIONS OF HR DEPARTMENT Man Power Planning Job Analysis Recruitment Selection Orientation Training Development Compensation Performance Appraisal Development of Forms New Employees Registrations Scholarships Terminations Legal Applications Resign Arrangements Wages Register Holiday Register Attendance Register Marriage Grant Advances Attention Cards Advance Record Salary Slip Distribution Guest Arrangement Hotels Reservations Entertainment Employees Record Keeping Resignations Final Settlements Death Grants Travel Expanse Claims Pension Cases Leaves Encashment Bonus Working Medical Bills Claim Disable Claim Group Insurance Daily Attendance Over Time Calculation Leave Applications Record Keeping Gratuity Calculation Salary Verification Group Insurance 4Functional Overview: There are four functions which are being performed under the Human Resource department of METRO Hi-Tech, it includes Huamn Resource planning, recruitment and selection IR Compensation and Reward Administration HRM Planning, Recruitment and Selection: The Human Resource planning, recruitment and selection process is done under Huamn Resource officer Mr. Aftab Butt and I worked with them and learned about the responsibilities and activities associated with them. He is the person who assists Manager Huamn Resource in hiring procedure and assessment methods e.g. designing job advertisements, developing competency criteria and effective selection process in coordination with different departments, carry out orientation of employees in junior management cadre and workers. And carry out any other job to meet organizational objectives. For this planning is the most important function. Planning: The penalties for not being correctly staffed are costly. Understaffing loses the business economies of scale and specialization, orders, customers and profits. Overstaffing is wasteful and expensive, if sustained, and it is costly to eliminate because of modern legislation in respect of redundancy payments, consultation, minimum periods of notice, etc. Very importantly, overstaffing reduces the competitive efficiency of the business. Planning staff levels requires that an assessment of present and future needs of the organization be compared with present resources and future predicted resources. Appropriate steps then be planned to bring demand and supply into balance. Thus the first step is to take in METRO for planning is satellite picture of the existing workforce profile (numbers, skills, ages, flexibility, gender, experience, forecast capabilities, character, potential, etc. of existing employees) this picture shows the existing rate of supply and what will be the demand of employees to meet the future needs Future staffing needs will derive from: Sales and production forecasts The effects of technological change on task needs Variations in the efficiency, productivity, flexibility of labor as a result of training, work study, organizational change, new motivations, etc. Changes in employment practices (e.g. use of subcontractors or agency staffs, hiving-off tasks, buying in, substitution, etc.) Variations, which respond to new legislation, e.g. payroll taxes or their abolition, new health and safety requirements Changes in Government policies (investment incentives, regional or trade grants, etc.) At the end the supply schedule is compared to the demand which shows that employees are either understaffed, overstaffed or according to the needs of companies. If employees are understaffed then company will perform recruitment function and hire new employees, and in case of overstaffing the company will perform downsizing. And at this time the rate of downsizing in Metro is 10% from every department. Recruitment: Recruitment and selection process is a very important part of staffing. Every company whatever their length should follow the recruitment and selection policy. To achieve any companys objective, qualified personnel are needed to be ensured at all level in an organization. In Metro Hi-Tech I learnt how the recruitment process was done. Recruitment of staff is preceded by an analysis of the job to be done (i.e. an analytical study of the tasks to be performed to determine their essential factors) written into a job description so that the selectors know what characteristics applicants must possess, what qualities and attitudes are desirable. Recruitment Process: In Metro Hi-Tech these steps are taken to recruitment process: A vacancy arises, sometimes this is due to the creation of a new job, on other occasions it may be because an existing member of staff has been promoted or is retiring. The job description is updated and an employee specification is written. The job description lists the duties of the job whilst the employee specification gives details of the experience, skills and abilities needed to carry out the job. A vacancy advertisement is written and is circulated via news papers, internet recruitments sites like Pazee.com, and employee referrals are also a major source in metro. Application forms are sent out along with copies of the job description and employee specification and must be returned on or before the closing date that has been set. A shortlist is compiled of applicants who are going to be invited to attend for interview. This is done by the recruitment panel that compare each application from with the requirements of the employee specification, Interviews are held. The panel will use the same set of questions with each interview. The interview may include a selection test. Sources of Recruitment: The main sources of recruitment in metro are Internal promotion and internal introductions (at times desirable for morale purposes) Web based recruitment. Employee referrals. Advertising. Job Description: A job description is a key document in the recruitment process. The job description must be produced for every vacancy and drafted prior to taking any other steps in the process. It indicates the potential candidates the range of duties and responsibilities of the post. It is used during appraisal to help evaluate the performance of an individual. It is a tool for performance management to ensure that the post-holder is fulfilling the appropriate duties to a required standard. I learnt how done job analysis and develop job description in metro. Selection: Effectively, selection is buying an employee (the price being the wage or salary multiplied by probable years of service) .in Metro hi-tech the selection is done by internal experts. Interviewing is carried out by individuals (e.g. supervisor or departmental manager), by panels of interviewers or in the form of sequential interviews by different experts and can vary from a five minute chat to a process of several days. Selection Process: In Metro after a substantial amount of applications have been received, the line and the HR managers again work together to shortlist the applications. This is done by carefully going through all the application and by giving different weightage to the following criteria: Quality of early schooling Grade obtained Extra Curricular activities Overseas travel and education Age Target University Relevant experience The HR Department then issue call letters to the short listed candidates along with blank application forms by Date, time and venue for the preliminary interview is advised and candidates are asked to bring along completed application forms. A two-member panel of HR and line management carries out competency-based interviews focusing on functional skills and managerial and supervisory skills. After the preliminary interview is cleared people applying for different jobs are tested in different ways. The following management competencies are assessed by a panel of cross functional assessors In the case of management selection: Communication skills Resource management Rational decision making Influencing Creative thinking Business development The Huamn Resource department is responsible for overall administration. The Huamn Resource department provides details of remuneration package and terms and conditions of service. The department also prepares appointment letter, service agreement and finalizes other documentation for service record. Grading Criteria of Employees: 1: Manual Workers: Helpers: they are non graded persons Semi skilled workers: after getting some training the helpers are promoted to this grade Skilled workers: semi skilled workers are promoted to this grade after getting some more technical training in their area 2: Supervisory Grade: Skilled workers having two years experience are promoted to supervisory grade. it includes three grades S1 Junior supervisor S2 Supervisor S3 Senior supervisor 3: Executive Grades: Employees from supervisory grades are promoted to executive grades only when they enhance their qualification according to the requirement of the job. They include E1 Junior executive E2 Executive E3 Senior executive 4: Managerial grades: In managerial grades there are different requirements. It includes five grades which are following M1 Assistant Manager (master degree or MBA, 2/3 years experience) M2 Deputy Manager (master degree or MBA 5 yrs experience) M3 Manager (master degree or MBA 8years experience) M4 Senior Manager (master degree or MBA 10years experience) M5 General Manager (master degree or MBA 15years experience) GRADING CRITERIA Grade (M) M Grade leads to the managers. There are 5 categories in M Grade. Designations according to grades are as follows; Grade Designation M5 General Manager M4 Senior Manager M3 Manager M2 Deputy Manager M1 Assistant Manager Grade (E) E Grade is used for Executives. There are three categories in E Grade. Designations according to grades are as follows; Grade Designation E3 Senior Executive E2 Executive E1 Junior Executive Grade (S) Supervisors are granted Grade S. There are 4 categories in S Grade. Designations according to grades are as follows; Grade Designation S3 Senior Supervisor S2 Supervisor S1 Junior Supervisor Employee Evaluation: One of HR officer responsibility is to assist Manager HR for the implementation of Performance Appraisal System (MBO) according to company policy. And to issue Annual Performance Appraisal Forms to concerned In-charges; follow-up and maintenance of appraisal record. After the performance appraisal maintain personal files of all employees. To working with HR officer I learnt how the employees are being appraised and how the record was maintained An organization needs constantly to take stock of its workforce and to assess its performance in existing jobs for three reasons: To improve organizational performance via improving the performance of individual contributors To identify potential, i.e. to recognize existing talent and to use that to fill vacancies higher in the organization or to transfer individuals into jobs where better use can be made of their abilities or developing skills. To provide an equitable method of linking payment to performance where there are no numerical criteria (often this salary performance review takes place about three months later and is kept quite separate from 1. and 2. but is based on the same assessment). In metro Hi- Tech appraisal is done on annually basis. Appraisals category in Metro hi-tech: There are four categories for appraisals in metro which is following. Appraisal category Definition of category % Of total numbers of employees which can be rated in this category 1.outstanding Indicates exceptional performance 20% 2.very Good Indicate performance that consistently meets the requirements of the position, very good indicates the individual is on track for advancements 16% 3. Good Indicated performance that requires improvement (i.e. meet requirements without initiative or advancement) 8% 4. Basic Performance to be improved (hardly meets requirements) 5% Sources of Performance Appraisal: In Metro the primary sources of performance appraisal are the managers or supervisors. There are used different appraisal forms for supervisors, managers and executives according to their jobs levels and competencies regarding their work. 2.4.2) Compensation and Reward: As internee I did work with Payroll and IR officer Mr. Mohsin Shahzad. their responsibilities are as following; To process the provident Fund Loan of workmen. To prepare daily attendance report. To prepare salary sheet for both divisions. To extract desired information from salary sheet for various purposes. To calculate bonus for both divisions. To verify attendance of both divisions and prepare late attendance report on daily basis. To maintain attendance record of all the employees. To maintain overtime record of all the employees. To maintain record of leaves of workers and staff. To maintain record of advances given to employees of both division. To carry out any other job to meet organizational objectives. I learnt their reward and compensation process. Different rewards that are given to employees by the company and how the record was maintained how fill the forms about the reward category. And also learnt their compensation process how the employees and workers are being awarded. How maintain relation with employees within the departments and outside the departments. To retain good staff and to encourage them to give of their best while at work requires attention to the financial and psychological and even physiological rewards offered by the organization as a continuous exercise. The compensation and reward program is controlled by payroll officer working under head of human resource. Payroll software is used in metro hi-tech to enter and control the pay of employees. They are more concerned about the financial rewards for the motivations of employees but they dont use any non-financial rewards. Financial rewards include bounces, group insurance, car schemes, provident fund scheme, medical policies, and TA/DA policy. 2.4.2.1: Salary: The compensation includes the basic salary of employees. This salary is decided by the job evolution and market surveys. Then it is bargain with the employee at selection time which results in the basic pay for that job. Mode of payments is different for graded and non graded employees. Payments are made to graded employees through banks on monthly bases according to the terms and conditions of contract and to non-graded workers salary is paid through cash. Allocations of remuneration: Managerial category: Basic salary 67% of gross salary House rent 40% of basic salary Utility allowances 10% of basic salary Non-managerial category: Basic salary 62.5% of basic salary House rent 40% of basic Utility allowances 10% Food allowances 10% 2.4.2.2: Bounces: Bounces are given on the basis of given salary. Bounces are 67% of the basic salary. 2.4.2.3: Provident fund scheme: According to this scheme 10% of basic salary of employee is deducted and same amount is added by the employer is put in the saving account of employee. The lump sum amount is provided to employees after his retirement. 2.4.2.4: Group insurance: Its a state life insurance for the death of employee during its job life. It is usually 2 lac rupees. 2.4.2.5: Car scheme: Car scheme are offered to only those employees who are working for managerial positions. This scheme for different managerial levels are Mehran to M1 and M2 Cultus /city to M3, XLI GLI to M4. Honda Civic to M5 (40% of book value is paid by employee in 60 installments) Fuel Policy: Free fuel or the CNG of the same amount is provided to managers 115kg to M1 145 to M2 175 to M3 225 to M4 250 to M5 2.4.2.6: Medical policy: Metro provides Medical facilities to employees and their family for OPD and Hospitalization. In OPD (Out Patient Door) policy allowances for supervisory grade are 12000, for Executive grades are 20,000, and for Managerial grade are 30,000. In case of hospitalization the whole expense of hospitalization is beard by company. 2.4.2.7: Loans: Temporary loans: temporary loans are one month salary in advance. Permanent loans: it includes loan more than one month salary and have to be returned in six installments. 2.4.2.8: TA/DA policy: Grades TA DA M1 5r/km 600/day M2 6rs/km 800/day M3 7/km 1000/day M4 8/km 1200/day M5 10/km 1500/day 2.4.2.9: Business cards: All HODs are eligible for business cards .they may request for 200 cards at any point. 2.4.3): Administration The work of admin officer is to control transport, maintenance, security management requirement and scraps. 2.4.4): Industrial relations: The responsibilities for IR officer are To maintain proper record of Employee Old Age Benefit ( Registration, Monthly contribution, Pension claims) To prepare documentation pertaining to Social Security Institution. To process workers applications relating to Marriage Grant and maintain their record. To handle all cases related to Scholarship of employees children, maintain record and follow up. Responsible for keeping liaison with the Government Labor Welfare Department, legal advisor in legal matters and whenever necessary official of the district administration of their public utility departments. To participate in domestic enquiries, to produce documentary evidence on behalf of company representative. To arrange Group Insurance of employees and prepare updated list of all employees, to lodge disability and death claim etc. To prepare updated list of employees members of Provident Fund Contribution Scheme. To prepare the list of employees applied for permanent advance update its record in coordination with payroll Administrator. To verify attendance of both division. To assist Pay Roll Officer in salary preparation. To update record related to statutory requirement. To arrange EOBI cards of employees within time and to arrange monthly contribution. To arrange new Social Security Cards and renewal of cards at the earliest opportunity. To maintain smooth relationship with all workers of the company. To carry out any other job to meet organizational objectives. Good industrial relations, while a recognizable and legitimate objective for an organization, are difficult to define since a good system of industrial relations involves complex relationships between: (a) Workers (and their informal and formal groups, i.e. trade union, organizations and their representatives) (b) Employers (and their managers and formal organizations like trade and professional associations); (c) The government and legislation and government agencies l and independent agencies like the Advisory Conciliation and Arbitration Service. Oversimplified, work is a matter of managers giving instructions and workers following them but (and even under slavery we recognize that different managing produces very different results) the variety of forms which have evolved to regulate the conduct of parties (i.e. laws, custom and practice, observances, agreements) makes the giving and receipt of instructions far from simple. Two types of rule have evolved: Substantive, determining basic pay and conditions of service (what rewards workers should receive); Procedural, determining how workers should be treated and methods and procedures. I worked for filling the documents relating to the induction. I filled the payroll entries which is the basic documentation. And learnt how to include new inductions in payroll which is done through HR. and also seek how made salary sheets in the end of the month During work under Mr. Aftab butt he assigned an task to create any job vacancy for metro hi-tech. So I create job vacancy for telephone operator and describe the need of telephone operator which is following. Metro Hi-Tech Telephone Operator in Gujrat The ingredients of the implementation plan are. Need/problem at the branch. Qualities of a telephone operator Benefits of a telephone operator. How the need created and companies staff decision. Need problem at the branch. Every organization has some problems. Metro has the problem of telephone operator. It can save the precious time of not only manager but other staff as well. On the other hand companys communication system was not doing well overall. Therefore as an internee I felt that there should be a telephone operator who can easily handle this situation. Benefits of the telephone operator It saves precious time of the manager and staff members. It saves the time of the customers. Creates good impression on the customer. Communication within the company. Communication of company with outside enhances. How the need was created The need for telephone operator was created because the staff members would have to leave their work and attend the telephone but sometimes it would be a wrong call, others call or the calls which they wanted to avoid this would not only waste their time but also affect their performance a great deal. Therefore they think its useful to have a spare person for this facility. CRITICAL ANALYSIS Metro Hi Tech have all the departments working and also have got sufficient man power available in terms of quantity a part from human resource department. In the whole organization there are quite good enough experienced human resource available, who are motivated fresh and committed again except human resource department. There is autocracy in organization but still rests of the employees are taken into consideration while making any decisions but partially. CEO of Metro Hi Tech have got strict attitude with employees. He takes an adequate part in daily operations done by management team. Culture of the organization is very learning. Employees tend to help each other they dont feel fear of inferiority by telling or helping. They have flexible culture regarding timings but still everyone has to complete ones working hours. About other rules and regulations they have strong culture each and every thing is communicated to every employee. Coordination among departments has been on the better side in the whole period of mine as an internee. But there is overlapping in departments, which is causing some problems. Organization has very good sales and marketing department with experienced and qualified staff that is why their customer service department is very strong and takes care of customer. Rest of all department are also working properly they all have sufficient quantity and quality of employees but there are two departments about which I recognize that there is problem in terms of quality and quantity of employees, those departments are purchase and human resource department. In purchase department they have sufficient quantity but they have unskilled department because they dont know how to use computer because they have to do a lot of work on computer. Where as in human resource department they have many problems to face some of them are internally caused and some externally. Internally factors are that there is overlapping in human resource department they have insufficient quantity and quality of staff. There are tow retired employees are working whos performance, motivation and commitment is on the lower side and they are very lazy in their work which is disturbing whole coordination of the department. Secondly there is need of at least one employee in human resource department because they have loads of work to do and often fail to meet the assignments. So there is need of fresh blood. Externally factors are stopping them to perform all the human resource functions e.g. training and development of employees, organization doesnt have strategic focus about training and development of employees although human resource department wants to do but top management doesnt. That is reason they have lost many experienced and qualified emp loyees in the past. Another problem is that all the promotions are done on the basis of references and favoritism although they have very good policy of performance appraisal. There is another problem which is that they must have to have their HRIS (Human Resource Information System). They are maintaining their record on MS EXCEL but they must have HRIS to maintain skills inventories. In their workplace area to avoid conflicts between workers they have made a policy which name is supervisory system. They have appointed supervisors to groups who work as moderators. Recommendations: Following are some recommendations for Metro, which we personally feel can be useful for the organization, its employees and the customers. And which helps the organization to improve its effectiveness and efficiency in highly competitive world. The Human Resources should take less time in recruitment and selection. There should be training centers for employees and workers. In training refreshing courses should be adequate and more frequent. Advanced training should b given to employees which enhance their skills. Human Resource Department may advice and train employees for one window operation in order to reduce the time and conserve the resources. Executives and employees should be trained on continuous basis to give them knowledge about the current market trends and new marketing concepts. The promotional criteria by the Human Resource Department should be defined and be as per rules. The proper and competitive evaluation of the methods and procedures adopted by other competitors will enhance the performance of Human Resource Department. Metro should use 360 % appraisal and potential appraisal process to evaluate employees. This is the era of Information Technology. The functions and procedures of the Company should be converted from manual to the automatic. It will enhance the performance of the Human Resource Department and ultimately of the company Human Resource Department should allocate resources for this purpose. Pay packages may be revised in the light of profit earned by the organization. Metro has a formal environment which can be changed to more relax and friendly environment. To establish core competence and to bring competitiveness, metro should implement numerous effective plans to improve the performance of its various departments. Supervisors must manage employee performance well in order for Metro to accomplish its mission and achieve its goals. There should be effective communication system .Establishing and maintaining effective communications with each Employee not only requires good oral and written communications Skills, but it also includes the ability to establish good working Relationships. To communicate effectively with employees, Supervisors must establish an environment that promotes an open Door atmosphere, the sharing of ideas, and employee involvement in decision making processes. When HR manager is going to prepare job description must get information about work to employees it is easy for employees to do work effectively. Employees should be known that what is expected to them and how it will be measured. So KPAs and performance measures should be well communicated to employees.

New Belgium Brewing Company Essay -- Business Analysis

Belgium is known for a culture of high-quality beer and this concept was formulated by an electrical engineer from Fort Collins, Colorado. The electrical engineer, Jeff Lebesch, was traveling through Belgium on his fat-tired mountain bike when he envisioned the same high-quality beer in Colorado. Lebesch acquired the special strain of yeast used in Belgium and took it back to his basement in Colorado and the experimentation process was initiated. His friends were the samplers and when they approved the beer it was marketed. In 1991, Lebesch opened the New Belgium Brewing Company (NBB) with his wife, Kim Jordan, as the marketing director. The first beer and continued bestseller, Fat Tire Amber Ale, was named after the bike ride in Belgium. The operation went from a basement to an old railroad depot and then expanded into a custom-built facility in 1995. The custom-built facility included an automatic brew house, quality-assurance labs and technological innovations. NBB offers p ermanent, seasonal and one-time only beers with a mission to be a lucrative brewery while making their love and talent visible. In the cases presented by the noted authors (Ferrell & Simpson, 2008), discusses the inception, marketing strategy, brand personality, ethics and social responsibility that New Belgium Brewing Company has demonstrated. The key facts with New Belgium Brewing Company are the marketing strategy, promotion, internal environment and social responsibility with the critical issues of the public, brand slogan, growth and competition. First, there was a key fact in the marketing strategy. In 1996, there was a turning point in the area of marketing for NBB when Greg Owsley was hired as the Director. Owsley developed a team tha... ...rase on every six-pack of beer that informs the public the product is a labor of love and have created something superior it to improve people’s lives. NBB has a brand identity of quality, responsible with a concern for society. NBB went from an operation in a basement to a custom built factory. The custom built factory has efficiencies that are cost effective and environmentally safe. NBB originally distributed to Colorado and has expanded to sixteen states. References Ferrell, O. C. (2008). â€Å"New Belgium Brewing Company(A)† in Ferrell, O. C., and Hartline, Michael D., Marketing Strategy, Fourth Edition, Mason, Ohio: Thompson Southwestern Publishing, pp. 463-470. Simpson, B. (2008). â€Å"New Belgium Brewing (B)† in Ferrell, O. C., and Hartline, Michael D., Marketing Strategy, Fourth Edition, Mason, Ohio: Thompson Southwestern Publishing, pp. 1-5. New Belgium Brewing Company Essay -- Business Analysis Belgium is known for a culture of high-quality beer and this concept was formulated by an electrical engineer from Fort Collins, Colorado. The electrical engineer, Jeff Lebesch, was traveling through Belgium on his fat-tired mountain bike when he envisioned the same high-quality beer in Colorado. Lebesch acquired the special strain of yeast used in Belgium and took it back to his basement in Colorado and the experimentation process was initiated. His friends were the samplers and when they approved the beer it was marketed. In 1991, Lebesch opened the New Belgium Brewing Company (NBB) with his wife, Kim Jordan, as the marketing director. The first beer and continued bestseller, Fat Tire Amber Ale, was named after the bike ride in Belgium. The operation went from a basement to an old railroad depot and then expanded into a custom-built facility in 1995. The custom-built facility included an automatic brew house, quality-assurance labs and technological innovations. NBB offers p ermanent, seasonal and one-time only beers with a mission to be a lucrative brewery while making their love and talent visible. In the cases presented by the noted authors (Ferrell & Simpson, 2008), discusses the inception, marketing strategy, brand personality, ethics and social responsibility that New Belgium Brewing Company has demonstrated. The key facts with New Belgium Brewing Company are the marketing strategy, promotion, internal environment and social responsibility with the critical issues of the public, brand slogan, growth and competition. First, there was a key fact in the marketing strategy. In 1996, there was a turning point in the area of marketing for NBB when Greg Owsley was hired as the Director. Owsley developed a team tha... ...rase on every six-pack of beer that informs the public the product is a labor of love and have created something superior it to improve people’s lives. NBB has a brand identity of quality, responsible with a concern for society. NBB went from an operation in a basement to a custom built factory. The custom built factory has efficiencies that are cost effective and environmentally safe. NBB originally distributed to Colorado and has expanded to sixteen states. References Ferrell, O. C. (2008). â€Å"New Belgium Brewing Company(A)† in Ferrell, O. C., and Hartline, Michael D., Marketing Strategy, Fourth Edition, Mason, Ohio: Thompson Southwestern Publishing, pp. 463-470. Simpson, B. (2008). â€Å"New Belgium Brewing (B)† in Ferrell, O. C., and Hartline, Michael D., Marketing Strategy, Fourth Edition, Mason, Ohio: Thompson Southwestern Publishing, pp. 1-5.

Cell phones Positive Effect on Society Essay

The cellphone is one of the defining technologies of the early 21st century, with a December 2012 Pew Internet study showing that more than 87 percent of American adults own at least one. While the negative societal consequences of cellphones have been well documented, it’s also true that they can bring many benefits. Mobile technology allows users to interact with family, friends and colleagues in ways that weren’t possible for previous generations. New Telecom Prepaid Offer 60 mins talk & 5,000 txts Only $19. Plus 500MB Data – Go Big Now! www.telecom.co.nz​/​Prepaid-ValuePack Mobile Commerce Cellphones have become vital tools for consumers, allowing users to obtain information, search for discounts and purchase products directly from their devices. M-commerce is growing rapidly, with an eMarketer study putting U.S. retail sales through mobile devices at $24.66 billion in 2012. In addition, mobile marketing through cellphones allows businesses to engage with their audiences in new ways. This can be especially effective for small businesses, giving them a cost-effective way to reach potential customers. Helps Speech Difficulties The text and instant messaging functions of cell phones can be used to help those who suffer from vocal communication problems. Some conditions, such as certain forms of autism or diseases of the vocal cords, leave individuals able to understand words but unable to vocalize them. Cellphones offer a portable and unobtrusive way to type what they want to say instead of having to say it aloud, with some phones also offering text-to-speech capabilities. Keeping in Touch Cellphones make it easier than ever before to contact family and friends, especially for users who do a lot of traveling. No less than 65 percent of American adults believe that their cellphone makes it a lot easier to stay in touch with the people they care about, according to Pew Internet’s 2012 survey. Cellphone-based services like SMS and instant messaging encourage communication between individuals through their convenience alone, allowing users to stay in more or less constant contact. Emergency Use Keeping a cellphone on you allows you to make 911 calls immediately, with no need to waste time finding a phone to call from. The Federal Communications Commission estimates that 70 percent of 911 calls are made from mobile devices, and recognizes them as an important public safety tool. It has also developed a text-to-911 function, allowing users to request emergency assistance through text in certain circumstances. Even in non-emergencies, for example a car breakdown, cellphones can make requesting help much easier and safer.