Primary Research Comes Directly from the Customers

Primary Research By Primary research we mean, getting information directly from the customers. There are several ways we can get information directly from customers. We can interview customers. We can survey customers. We can observe customers actions and behaviors. All of these methods have their pros and cons. Interviewing Customers We need to identify target customers. Then we need to focus on purpose of interviewing customers. We may want to extend relationship with customers. We may want to increase business with customers. Or we may be trying to address customer grievance. Whatever may be our purposes, we must be clear about those purposes. Better approach would be to interview customer face to face. However, we can rely on technology to interview customer. For example, we can use Skype to video or audio interview customers. We can send e-mail to customer to get answer of interview questions. Surveying Customers Interviewing individual in large customer base will be a daunting task. It may not be cost effective. To cover a large customer base from the target market segment, we can use surveying techniques. We need to prepare list of effective questionnaires. Questionnaires must include open questions as well as close questions. Product Manager prepares this questionnaires with the help of appropriate functionaries. Then we have to find a way to send this questionnaires to target customers. We can use internet to do survey. We can use a popular magazine targeted forShow MoreRelatedHow Organizations Use Marketing Research to Contribute to the Development of Their Marketing Plans883 Words   |  4 Pagesmarketing research to contribute to the development of its marketing plans Primary and secondary research Marketing research informs businesses, helps them make decisions and understand the changing dynamics of its market. To know all of this you need to research your customers, competitors and the overall marketing environment. With that information you can analyze the data and make conclusions to improve the marketing of your products of services. The assignment tells us to perform a primary researchRead More Marketing Research Tools Essay example1410 Words   |  6 PagesMarketing Research Tools Before launching or expanding a business venture, there needs to be an understanding of the industry, its competitors, and its customers. Market research is vital in assisting companies in the decision-making process and their marketing direction. Data from marketing research is important because it provides companies with ways to identify opportunities, identify market potential, minimize chances of loss, devise effective marketing strategies, gauge customer satisfactionRead MoreMarketing Research Literature Review1259 Words   |  6 PagesMarketing research I have chosen the market research because it is the very first step of most economical process. Philip Kotler (1994) define the marketing research as â€Å"function that links the consumer, customer, and public to the marketer through information-information used to identify and define marketing opportunities and problems; to generate, refine, and evaluate marketing actions; to monitor marketing performance; and to improve understanding of the marketing process. 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This research proposal will report other authors whoRead MoreEssay on Barbers Business Plan1131 Words   |  5 PagesPlan of Top Class Cuts Contents Executive summary 2 Geography Location 2 Finance 3 Introduction 4 The business concept and the business model 5 Legal Form 5 Mission, aims and objectives 5 Marketing plan 6 Primary Market Research 6 Secondary Market Research 8 The 4p’s 9 Product 9 Price 9 Promotion 9 Finance plan 11 Key risk factors 12 Concluding summary and re-affirmation of commitment to the business 13 Executive summary The business proposed is a barbershop,Read MoreInterview With A Company On The Target Market, Product / Service Positioning, Tools, And Process1735 Words   |  7 PagesASSIGNMENT Interview with a company to understand their target market , product/service positioning , tools and process used in Market Research and Recommendations â€Æ' AGENDA Sr No Topics Page No 1 Introduction to the company 2 2 Market Segment 4 3 Positioning of services to the Target Market 5 4 How to understand the target market 6 5 Challenges faced in Market Research 7 6 Recommendations 8 7 Conclusion 9 8 References 10 Introduction Name of Company: Iksula Service Pvt Ltd Name of PersonRead MoreMarketing Is The Process Of Planning And Executing The Conception, Price, Promotion, And Distribution Of An Essay882 Words   |  4 Pagesconception, price, promotion and distribution of an idea, good or service and creating events and maintaining relationships so that both the individual and organization are happy. 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Essay about Outsourcing at Office Supply Inc. Case

INTRODUCTION Office Supply Incorporated (OSI) is a company in crisis, with challenges in its cost structure and poor IT performance. Outsourcing to Technology Infrastructure Solutions (TIS) is an opportunity to both reduce costs and complexity for the firm, but first must consider whether outsourcing is a good strategic fit for OSI. Outsourcing is known as the practice of turning over responsibility of some or all of organizations information systems to a foreign firm in order to stay competitive. Outsourcing is not new to the business world, as it dominated the manufacturing sector the past couple of decades. There are various advantages and disadvantages. Advantages include lower costs, better quality, and downsizing to focus on the†¦show more content†¦Besides, the facilities maintenance for TIS would be less expensive because it could more effectively manage floor space, heating and air conditioning, and power consumption, and its facility was located in a less expensive city. Lastly , TIS had less disaster recovery and corporate overhead costs because it had more efficient management and economies of scale. Outsourcing would allow the OSI to focus only on its core business and would be more cost effective for it to reduce capital infrastructure costs. Also improving employee satisfaction with higher value addition jobs and making the best use of competitive resources available worldwide. Using an outsourced company (TIS) would give it the same standard hardware and software platform. And should be high speed and have a lower cost of Telecommunications. Additional, here are a series of themes that explain most of the pressures for OSI to outsource. First of all, managers concerns about cost and quality drive outsourcing. The same issues such as getting existing services for a reduced price at acceptable quality standard came up repeatedly. Second, failure to meet service standards can force management to find other ways of achieving reliability. Finding a company in which cumulative IT management neglect eventually culminated in an out-of-control situation from which the current ITShow MoreRelatedFutronics Case949 Words   |  4 PagesIntroduction Background of the Case FUTRONICS Inc. is a private company located in Lexington mainly categorized for modems, monitors, disk drives and terminals. It is moreover in to sales and services. This case is about the replacement of Futronics’s central office stores by an outside service provider. In this case supply management manager have an opportunity for investigating selected outsourcing in-house services. 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Moreover, lack of IT expertise within OSI has begun to inhibit the growth of businessRead MoreTrends In Automotive Industry Implication On Supply Chain Management2234 Words   |  9 PagesWhite Paper Trends in the Automotive Industry Implications on Supply Chain Management Author Michael Schwarz February 2008 Cisco Internet Business Solutions Group (IBSG) Cisco IBSG Copyright  © 2008 Cisco Systems, Inc. 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For your lifelong learning solutions, visit www.cengage.com/coursetechnology Read MoreSupply Chain Management : Cummins Inc.2260 Words   |  10 Pages Supply Chain management is a required entity in all businesses that require manufacturing, purchasing, warehousing, and shipping of goods to the end customer. In researching supply chain operations one operation that was on every list of top supply chains was Cummins Inc. Cummins was a company that nearly never took off as it was during the time of the Great Depression that founder Clessie Cummins first took notice of the diesel engine. Clessie was born in Indiana and from an early ageRead MoreRiordan Manufacturing Executive Report7015 Words   |  29 Pagesvalue that technology and information brings to the organization. It is time to find the efficiencies and savings that the company needs to clearly see the value. With Enterprise Resource Planning (ERP), Customer Relationship Management (CRM), or Supply Chain Management (SCM) systems, there has got to be value in the way they are used. There has also got to be value in using outside services such as Application Service Providers (ASPs) than can help realize and utilize the value of these systemsRead MoreThe Importance Of Online Networking Over The Fabric Of The Association928 Words   |  4 Pages Pilot Structure: Bigger objective is to influence online networking over the fabric of the association. This pilot will target key business objectives in any case and in view of their results future versatility will be arranged. Setting up an exhaustive online inside entryway offering different social networking and group courses to all representatives. Once prepared and ensured these TAs will encourage trainings to workers at their areas. 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The Five Dimensions Of Multicultural Education - 955 Words

The Five Dimensions of Multicultural Education 1) Content Integration – Engaging students in learning by exposing them to a plethora of cultures in order to teach the concepts of different subject areas can enlighten students, facilitate an understanding of others, and nurture an appreciation of the contributions made by the people of other cultures or groups. In light of the continuing racial tensions in the United States, as well as around the world, it is imperative educators teach students the value of different cultures and the impact each has had on this nation. Studies conducted by Trager and Yarrow (1952) and by Hayes and Conklin (1953) found that students can be influenced to develop more democratic racial attitudes and values when exposed to multicultural lessons and activities in a democratic classroom setting for an extended time period. Allison Davis, encouraged teachers in social studies to teach students â€Å"a devotion to democratic values, and group disapproval of injustice, oppression, and exploitationà ¢â‚¬  (Taba Van Til, 1945, p. 278). Allowing students to learn and discover the different contributions of other cultures opens the door for discussion of daily tensions and issues that need to be solved. Hearing different perspectives involving the border crisis can change the opinion of white students, when a classmate shares how her father was falsely arrested and taken from her family for three months because his identity was stolen, although he was an AmericanShow MoreRelatedThe Five Dimensions Of Multicultural Education1271 Words   |  6 Pages Running Head: Five Dimensions How The Five Dimensions of Multicultural Education Can Enhance Your Classroom West Texas AM University Reading the text and the articles during this first module, I realize I have integrated a few lightweight multicultural dimensions into my classroom, but it is evident I can do even more. My students become more tolerant of mathematics during the year in my classroom, but I would much rather see them experience high academic achievement. WhileRead MoreEssay about Dr. James Banks on Multicultural Education1050 Words   |  5 Pagessociety. Dr. James A. 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Employees Perceive HRM Practices

Question: Discuss about the Employees Perceive HRM Practices. Answer: Introduction Human Resource Management has become one of the most important branches of an organization in the current world, where the need for recruitment and retention of talent is the key factor for success. With the increasing number of graduates, globalization and inter-continental studies, it has is necessary that the organizations around the globe have the facility to filter and select the right candidates for a job, retain these candidates and take care of all their grievances. HRM is also responsible for the performance of an employee during their time in the organization, which includes training and development activities that help the employee grow and increase their value within the organization. To achieve all the above there are several practices adopted around the globe. Some of the top practices are discussed below. Best HRM Practices This is a system rather than a task and hence has to be set in place. Best practices in performance management are Helping an employee understand what is expected of them in the beginning of a performance cycle (Caligiuri, 2014) One on One with manager to set clear goals and timelines Monthly review of goals and milestones reached Managerial feedback regularly (Alfes, 2013) Clear analysis of goals post performance cycle Identifying key success and setbacks to appraise the employee Recognize and reward top performances at team and organization level Help the employee to develop a plan that would overcome their previous set backs (Xing, 2016) Limitations: Some of the limitations could be that the employee goals are not aligned with organizational goals which would make goal setting difficult. Managers have to view each employee by their individual potential rather than a percentage resource (Ahlvik, 2015). If expectations are not clearly set, employee may work for the wrong goals in a cycle. Training and Development Professional growth is a result of training and development that is provided over the years to an employee as a part of their tenure in an organization. Several employees value growth opportunities rather than monetary gain and hence it is necessary to have a strong training and development initiative in place. Demand based training: Certain projects require new and novice skills and based on these demands training can be arranged to a certain number of individuals as they are costly. These training would make the employee feel special and at the same time increase the value of the organization (Veloso, 2015). Required Training: Each quarter HR takes feedback from the employee to understand the training that the employees expect to learn. Based on the highest demand a particular training is provided through external agencies if required. Internal Trainings: As a boost to the existing employees, several key employees are given the opportunity to train new skill recruited (Cooke, 2014). Compensation Strategies Compensation is crucial in retaining employees. Below are some of the compensation strategies that turned out be some of the best practices Seniority based compensation: A percentage hike of salary is paid as a tribute to the loyalty of the employee there by recognizing employees who are dedicated to the company (Pillai, 2016) Performance payout: It is a variable pay usually given per quarter recognizing the efforts of employees Overtime and Shift pays: paid for extra effort put in by the employee Shares: Company shares are given as a part of the package thereby reaping the benefits of a profitable organization which also boosts the morale of the employee (Donate, 2016) Talent Acquisition and recruitment This is where the HR management communicates with the world outside in search of potential candidates. The world today is facing a workforce meltdown, where the number of young recruits are few in comparison to the retiring candidates (Furusawa, 2016). In a condition as such it is necessary that the right talent for each job is identified and are recruited by offering the right compensation. The need to recruit High Skilled Knowledge Workers is at a zenith and talent acquisition is one of the major HRM practice (Giauque, 2013). This is the most tedious task for a HR management and hence has several ways to identify and recruit talent in the organization Method Advantages Limitations Referrals: This method usually uses the contacts of existing employees to find the right candidates and pays a bonus to the employee who helped identify the talent (Theriou, 2014) Low cost even when bonus is given Employees would know if a candidate would fit into the organizational culture Boosts the morale of the referring employee Arguments over the selection of candidates between employees and HR if a candidate is not chosen Chances that employee would refer not so talented sources Social Media and Internet. Posting ads and using sources such as LinkedIn Negligible Cost High number of audience Global reach Cannot be used in case the organizations are searching for employees who are not computer literate Screening could be difficult because of the volume Search Agencies High number of potential applicants Costly Campus Recruitment Best for entry level jobs Excellent PR for the organization Ambitious and passionate candidates can be picked Costly Time Consuming Job Fairs Easy to locate employees looking for immediate recruitment (Bjrkman, 2014). High Diversity Costly Open House The employer calls for applications. Hence has candidates that are interested in joining this particular organization. High number of positions can be easily filled Costly Candidates who are not looking for this particular organization may not be aware of the recruitment Need for high number of interviewers Time Consuming Banners, signs and advertisements Good PR Costly Restricted to Geographical locations Conclusion HRM plays a key role in any organization and several practices available worldwide are selected based on the organizational values. Each of these practices is unique and employee beneficial to ensure that the organization grows to work with talent and right minded people References Ahlvik, C., Bjrkman, I. (2015). Towards explaining subsidiary implementation, integration, and internalization of MNC headquarters HRM practices.International Business Review,24(3), 497-505. Alfes, K., Truss, C., Soane, E. C., Rees, C., Gatenby, M. (2013). The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement.Human resource management,52(6), 839-859. Bjrkman, I., Ehrnrooth, M., Mkel, K., Smale, A., Sumelius, J. (2014). From HRM practices to the practice of HRM: setting a research agenda.Journal of Organizational Effectiveness: People and Performance,1(2), 122-140. Caligiuri, P. (2014). Many moving parts: Factors influencing the effectiveness of HRM practices designed to improve knowledge transfer within MNCs.Journal of International Business Studies,45(1), 63-72. Cooke, F. L. (2014). Chinese multinational firms in Asia and Africa: Relationships with institutional actors and patterns of HRM practices.Human Resource Management,53(6), 877-896. Donate, M. J., Pea, I., Sanchez de Pablo, J. D. (2016). HRM practices for human and social capital development: effects on innovation capabilities.The International Journal of Human Resource Management,27(9), 928-953. Furusawa, M., Brewster, C. (2016). IHRM and expatriation in Japanese MNCs: HRM practices and their impact on adjustment and job performance.Asia Pacific Journal of Human Resources. Giauque, D., Anderfuhren-Biget, S., Varone, F. (2013). HRM practices, intrinsic motivators, and organizational performance in the public sector.Public Personnel Management,42(2), 123-150. Theriou, G., Chatzoglou, P. (2014). The impact of best HRM practices on performanceidentifying enabling factors.Employee Relations,36(5), 535-561. Pillai, R. P., Abraham, C. (2016). Comparative Analysis of the HRM Practices between Hospitality and Healthcare Sectors in South Kerala.SDMIMD Journal of Management,7(2), 11-19. Veloso, A., Tzafrir, S., Enosh, G. (2015). How employees perceive HRM practices: Differences between public and private organizations.Human resource management challenges and changes, 19-36. Xing, Y., Liu, Y., Tarba, S. Y., Cooper, C. L. (2016). Intercultural influences on managing African employees of Chinese firms in Africa: Chinese managers HRM practices.International Business Review,25(1), 28-41.