Logistics and Supply Chain Management Operations' Process Control, Assignment

Logistics and Supply Chain Management Operations' Process Control, Optimization, and Sustainability in Seaport Container Termina - Assignment Example This is to say that the result of a productive port container terminal over a relatively longer period of time yields sustainability (Clark, Dollar and Micco, 2004). But for productivity to be optimized, a couple of operational management needs have to be fulfilled. These are logistics and supply chain management. The reason why these two phenomena should be incorporated and used hand-in-hand is that productivity and for that matter sustainability of container terminal is measured partly by the discharge and loading of container onto vessel as well as the reception and delivery operations, which involves transferring containers in and out of trucks (Kim and Park, 2003). These means of measurement directly require logistics to control the flow of container demands as well as supply chain management, which would determine the activities of individuals and organizations, which ensure the upstream and downstream flow of products and goods in vessel operations (De Monie, 1987). Problem St atement Vessel operators have recently adapted several methodologies and strategies in achieving sustainability in seaport container terminal including the use of concessions and the privisation of ports but not much of results seem to have been achieved even with these (Drewry Consultants Ltd. 2003). In the midst of the major failures being recorded therefore, there is the need for there to be a paradigm shift that looks at an unorthodox and radical strategy that can promise an unprecedented result. Interestingly, there have been a couple of research works already undertaken by a number of researchers who have looked at the impact of logistics and supply chain management towards process control, optimization and sustainability in seaport container terminal. For the present study, a number of those studies that made use of qualitative research approach shall be critically analysed. This implies that the proposed research shall be made to follow the qualitative research approach. By this study, some of the major forms of qualitative research approach shall be reviewed according to their weaknesses and strengths and an eventual decision on the best form or type of qualitative research approach for the proposed study shall be selected. Aims and Objectives Generally, the present study is structured around and aim, which is the overall goal that the researcher wants to achieve for the study. But the aim is wide and cannot be achieved without breaking it down into divisible parts. To this end, a number of specific objectives are set to help accomplish the research aim. The aim of the study is to determine which qualitative methods in the academic literature have been most effectively used in addressing the issue of how logistics and supply chain management aids in accelerating process control, optimization and sustainability in seaport container terminal. The specific objectives that need to be achieved independently to consolidate the achievement of the overall aim are given as follows. 1. To identify the two commonest forms of qualitative methods used in addressing the issue of logistics and supply chain management in seaport container terminal. 2. To evaluate the two types of approaches independently on the basis of The type of research questions addressed The value of the results presented The methods and instruments employed in achieving results 3. To evaluate the

Text Set-Literacy Curriculum Research Paper Example | Topics and Well Written Essays - 500 words

Text Set-Literacy Curriculum - Research Paper Example This leaves no room for ambiguity for students at the same time in understanding the subject matter. It is rather suggested that teachers should undertake activities in class where students will have to select short text as per their choice. However, a limitation is there in this regard i.e. teacher’s obligation for reading each and every story that the students pick as a short text. For this, it can be said that short text is much manageable in reading (Fletcher & Portalupi, 2001). It immediately finishes up in one sitting rather than longer novels that are continued for some days. Looking at the real life examples of reading habits of general public, short text such as tweets, how-to articles, cookbooks, announcements, online forums are read more than longer books. Therefore, there is an avid need of making reading interesting for peers that is possible with the help of short text selection (Cohen,

Rook Polynomials and Chess

Rook Polynomials and Chess Introduction Chess is a complex strategical board game. The board on which the game is played is an eight by eight grid. Each player begins the game with 16 pieces: eight pawns, two knights, two bishops , two rooks, one queen, and a single king. Each of the six piece types move differently, and each are able to attack, or remove a certain piece, in different directions. The objective of chess is to checkmate the opposing king by placing ones own pieces around the king where it is being attacked no matter what action it takes.. While chess is primarily a recreational activity, the complexity of the movement of the pieces has resulted in it having significant mathematical properties. Chess analysis is complicated because of the multitude of movement options open to both players at every single move. Many mathematical chess problems involve discovering how specific placement of pieces can result in none of the pieces attacking each other, I.e. None of the pieces are within the same line of sight. One particular variation of these problems is the rook polynomial. The rook piece is able to move horizontally or vertically up to a max of eight squares. In combinatorial mathematics, a rook polynomial generates the combinations of non-attacking rooks; no two rooks are in the same row or column. A board is any layout of squares of a rectangular board with (y) rows and (z) columns. While there are, numerous formulas determining rook placement for rook polynomials, this investigation will look into the method of classifying all quadratic polynomials which are the rook polynomial for some generalized board G. Rook Movement and Application As stated, in chess, rooks are able to attack   any square in its line of sight,( i.e. its row or column)   exhibited below If a rook were to fall in the line of sight of another rook, they would be attacking. Rook polynomials focus on nonattacking rooks. The board of a rook polynomial is defined as a square n x n chessboard, but can also include any subset of a board. For instance, on a 2 x 3 chess board, or an L shaped chessboard would be subset of a regular board. To denote the patterns in which multiple nonattacking rooks can be placed on a generalized board, the variable S can represent the ways to place a number of non-attacking rooks. R will represent the rook, and (G) the size of the generalized board, creating the formula rs(G). rs(G) will be stated as rs when the size of the board (G) as the size of the board will be apparent. For all boards, r0 will always be equal to one, because it is impossible to set 0 rooks in differing combinations. R1 will always be the number of squares on the board because rook can be placed anywhere as no other rooks are on the board to attack. Rs = 0 when k is greate r than the number of rows or columns on the board, as there will be no way to place all the nonattacking rooks. The following generalized board provides an example of the equation: According to our determined parameters, for this particular subset r0 would again be equal to 1, and r1 would be equal to the number of squares, in this case six. For r2 there are 8 ways to place 2 non attacking rooks, demonstrated below. x x x x x x x x x X X x x x x x Three rooks placed on the board only allow for 3 different non-attacking combinations, meaning r3 equals 3 x x X X x X X x x Since there are only 3 rows for this particular generalized board any rs>3 as being equal to 0. Using this general principle it is possible to create a polynomial that tracks all of the potential rook combinations on a generalized board. The rss would be the coefficients of xs, resulting in the formula: r0 + r1x + r2x2 + à ¢Ã¢â€š ¬Ã‚ ¦+rs-1xs-1+ rsxk The rook placement numbers from the previous generalized board: r0 = 1, r1 = 6, r2 = 8, r3 = 3, r4 = 0, r5, r6,à ¢Ã¢â€š ¬Ã‚ ¦ = 0 Resulting in the following polynomial: 1+ 6x + 8x2 + 3x3 However it is important to understand that rook polynomials are not unique to a single generalized board. Any board with a similar 3 column lay out would have the same polynomial formula. This leads to the purpose of this mathematics investigation which is to classify all quadratic polynomials which are the rook combinations for a generalized board G. Determining the Quadratic Polynomial Since r0= 1 will always be true, and   r1 = number of squares of (g) the root of the quadratic is: 1 + r1x + r2x2 r1 is determined by board size, therefore it is necessary to discover any r2s where r3 is equal to 0.   If r3 is greater than zero, the rook polynomial could potentially be a cubic, or even quartic. As demonstrated in the previous example, generalized boards with 3 rows will result in polynomials where r4=0 When examining the requirements of r4 = 0, the generalized board must contain two rows of a board and contain squares that are consecutive in each row. As determined preciously, r1 is equal to the number of squares on the generalized board. With that information, we can summarize each row of the board as variables (y) and (z). In this case r1= y+z. With this methodology, (y) and (z) will be placed in a way that the spaces in row (y) are consecutive, and (z) squares are consecutive in the next row. Another important aspect is the number of columns created by (y) and (z). The overlap of the rows will be labeled (p). Using the number of squares in the example, consider r1 to be equal to 12. The possible pairs for (y) and (z) are: 1,11; 2,10; 3,9; 4,8; 5,7; 6,6 To create a formula outlining all the potential quadratic equations of a rook polynomial, any of these numbered pairs will work. In the case of 4,8, if none of the rows overlapped, r2 would be equal to 48. To determine r2 when squares are overlapping, it is necessary to multiply the number of squares in row (y) which are not overlapping by (z), and that to the product of the number of squares overlapping between the two of them and the number of squares not overlapping in row (z). Each square overlap should reduce r2 by 1. To demonstrate: 28+27 18+37 47 If a closer look is taken at each of these equations, it is possible to expand it to and relabel the numbers with variables to create a formula. To demonstrate (38) + (17) = (4-1)8 + 1(8-1) (28) + (27) = (4-2)8 + 2(8-1) (18) + (37) = (4-3)8 +3(8-1) The numerals in these expanded equations can be replaced to reform the formula: r2= (y-i)(z) + (p)(z-1) Simplifying into r2 = yz -pz + pz -   p r2 = yz -p We can insert this equation into the rook polynomial already established to create a formula which can calculate all potential rook polynomial combinations. For example if a generalized board contains row (y) with 6 squares, and row (z) contains 9 squares, with an overlap of p=4, the quadratic polynomial would appear as: 1+(y+z)x +(yz-p)x2 1+(6+9)x +((69)-4)x2 1+15x +((54)-4)x2 1+ 15x + 50x2 Therefore the formula to calculate all potential rook polynomial combinations is 1 + (y+z)x + (yz-p)x2 Discussion and Conclusion Rook polynomials, despite appearing as only a theoretical chess puzzle, actually have a number of practical applications. Various organization problems and layouts can be modeled by the rook problem by equating the objects involved to acting as rooks. A practical application stems from company scheduling. Management may require a specifc number of employees to work their jobs at specific times. However there maybe scheduling issues to ensure no two workers are performing the same job at the same time. A rook polynomial calculation could give insight into the number of combinations of how the workers could be scheduled. The number of workers could represent row (z), and the times available row (y). Each worker must be be at the job and only one time, which is similar to the concept of a rook being at a specific spot that is not attacking any other rook. Depending on the overlap of times and workers available schedule, the formula produce in this investigation could be used to determin e the number of combinations. Another example is if a company desires to hire a certain (y)number of employees on a number (z) different jobs. Each job can only be held by only one employee. By putting both employee number and job number on the rows of a generalized chessboard chessboard, the result is similar to that of a rooks dilemma. When worker A is appointed to job B, it is like a rook is placed on the square where row (y)overlaps row (z). Every occupation will be performed by a single worker, and every worker is assigned to a single job. Therefore all rows and columns in the pattern will contain only one rook, signifying that the rooks will not be attacking one another. The rook polynomial formula could be used to calculate the number of ways the assignments can be executed. However, the investigation in creating a quadratic rook polynomial formula did have limitations. I was unable to expand the formula to examine greater sized generalized boards, requiring that it not reach cubic or quartic levels. I had initially attempted this, but found that I could not find a generalized rule for each and every combination of a generalized board. For this reason, the application to general life problems is limited. My process could have been improved by investigating further into complex rook polynomials such as the Lagueree polynomial.   Ultimately the complexity of chess allow for both simple and complex mathematical analysis, which can produce formulas which have real life application. Having chess as a visual and interactive tool to explore various concepts of math was a helpful resource when performing this investigation. Not only this, but my own enthusiasm for playing chess and studying the intricacies of the math behind the pieces pushed me to write the investigation.

Essay --

Memories from July â€Å"He threw with all his might, but the third stone came skipping back.† Fifty years later. â€Å"Running through the stormy weather, he ran to the spot where he meets the love of his life every afternoon during July. Ever since they were eight, they would meet through the forest at an enormous pond to chat and skip rocks. They decided early on that the amount of rocks they skipped would represent the number of things that they need to get off of their chest. Once he reached the water’s edge, the boy bent over and picked up a pearl colored stone and skipped it, releasing all of his bottled up emotions. After the stone was swallowed by the vast pond, he immediately picked up another and gently tossed it.† â€Å"Making her way down to stand next to him, the girl asked, ‘Why only two?’† â€Å"‘No reason. I’ve just had a lot of things on my mind lately.’ the boy grinned, motioning for the girl to pick up a stone.† â€Å"Did they love each other?† a small child anxiously asked her grandmother. â€Å"Slow down dearie.† said the old woman, smiling. â€Å"You wouldn’t want to skip any parts, now would you?† The young girl eagerly shook her head and looked up at her grandmother’s green eyes once again. â€Å"When the sun began to set,† the grandmother spoke, â€Å"the boy and girl decided that it was time for them to go home. The boy was from a wealthy family, and had messy, golden hair that came just above his eyes. His eyes were as golden as the honey from a honeybee. The girl, however, came from a poor family and had jade green eyes, and dark red, curly hair that she wore in a French braid. The boy’s mother absolutely hated the girl, and forbid him from ever seeing her again.† â€Å"But why?† whined the tiny child. â€Å"What did he do?!† The grandmother chuckled... ...the rest of the year, and when July finally came around again, they waited for the other at the rock. They grew closer to each other with every passing day and never went a day without skipping stones.† â€Å"So they fell in love and got married?† asked the smiling toddler. â€Å"Not exactly,† her grandmother said. â€Å"The end of July neared once again, and they were feeling blue, knowing that their days together were coming to an end. It stormed on the last day of July, but they didn’t think anything of it. The young couple said their heartfelt goodbyes and went their own separate ways.† â€Å"Nick stopped replying to Katalina’s letters around Christmas time. He would send a letter a few times here and there, but never explained why he didn’t write to her as often. Katalina felt as if things weren’t the same anymore so she asked him to meet her at their spot, but he never showed up.

Fast Food Nation Essay

Of all non-profit organizations involved in the improvement of food handling, S. T. O. P or Safe Tables Our Priority deserved to be supported by the government as it had effectively acted as public health organization dedicated to preventing illness and death from food-borne pathogens. Since 1993, S. T. O. P had advocated changes in US public policy, widely educated and had done massive outreach, provided assistance to the victims of food-borne diseases, and implemented in-depth studies based on victims’ experience and listed them in the organizations’ registry so as for them to study the long-term consequences of food-borne disease. Historically, the organization was borne out of united anguish of parents of E. coli O157:H7 victims brought about the mishandling of foods by Jack in the Box hamburgers. Given its substantial numbers of victims, it has reached a nationwide attention of the public and the media. The group has presented itself with a clear mission of propagating food safety rules and regulations that would safeguard and inform the American populace on the seriousness of the illness. And since there was no existing organization as such, S. T. O. P. ’s membership had radically increased. Now everyone worries about the nutritional implications of excessive dining at fast-food restaurants and food safety issues. Moreover, their national visibility has soared as they were frequently contacted by media sources. Since then, new programs across the nation had run five different shows discussing meat, seafood, poultry, produce and even fruit juice safety guidelines for the sake of public education. Because of the mass media channel, food industry and legislative officials had taken action and highlighted the issue of food safety whereas before none had done at all. Through the media mileage S. T. O. P. ’s mission had a pivotal momentum as media had effectively assisted its advocacy and legislative efforts that had resulted to reform of food safety in the United States. Current food safety strategy followed by both the government and industry places far too much emphasis on consumer behavior. This over-emphasis on consumer education fosters the misleading impression that it is the consumers’ responsibility to make sure their food is safe, and if people get sick, it is their own fault. Furthermore, through their research they had found out that there were government agencies that lacked efficient communication when the said outbreak happened. They also found out that there were agencies of the government that are aware of the emerging food-borne pathogens however they lacked propagation of the knowledge nor do they have any comprehensive plan to resolve it. According to their study, the USDA (Department of Agriculture), the Congress and the media had failed to inspect these food products and aren’t aware of the massive growth in numbers of its victims. Moreover, S. T. O. P. had joined Safe Food Coalition, an organization with twelve consumer groups that advocated food safety. After several, extensive communication with USDA S. T. O. P. had became a catalyst for change as they were invited to join at policy making table and became a key player in assisting and promoting the launching of food handling inspection after ninety years. They endorsed microbial testing for animal fecal contamination like Salmonella and E. coli. They implored government agencies to reform their policies and address improved food handling. They implored that medical professional for humans and not just veterinarians to work at USDA. They implored for USDA to eradicate conflict of interest in view of the fact that both the marketing and the inspection of food handling is under the same department. In addition, the organization had promptly become the shelter of food-borne victims. They had received frequent telephone calls inquiring about the disease and S. T. O. P. had distributed packets of information from consumers to households. Members had helped try save victims and their families through anchoring various lectures for those struggling with the medical and emotional repercussions of the disease. Then in 2003, S. T. O. P. had launched a groundbreaking report entitled, â€Å"Why Are People Still Dying from Contaminated Food. † It reports the food safety challenges and their recommendations. They advocated that everyone should address the problem from the start of food handling fro instance by keeping pathogens out of the food supply. Also, they had distributed this information through mailings, newsletters and currently through E-alerts. These medium had discussed numerous food-borne diseases such as Pathogens 101, E. coli 0157:H7 bacteria, viruses like Hepatitis A and Norovirus among others, parasites from foods such as Cryptosporidium and others, other syndromes and conditions like Hemolytic Uremic Syndrome (HUS), nvCJD (Mad Cow Disease) and reactive Arthritis/Reiter’s among others, numerous miscellaneous illnesses from digested metals, toxins, prions or wasting diseases and even plastics. Suffice it to say in its endeavor to combat food-borne bacteria S. T. O. P. has had many successes as they focus on advocacy, victim support, outreach, and safe food education. For more than fifteen years they already had worked with both national and local media, responsive food industry trade groups and firms, government agencies such as the Congress, USDA, Food and Drug Administration (FDA), Health and Human Services (HHS), and the Centers for Disease Control (CDC). Through various television segments such as S. T. O. P. in the News, numerous newsletters, teleseminars and podcasts, press releases, media kits, special events and reports, speaking engagements, and online educational resources, the organization had brought about a drastic change in the eating lifestyle of Americans. Thus, the government should be supporting such agencies that clearly promote safety on its constituents.

Effects of Overpopulation in China Essay

This literature review discusses the impacts of overpopulation on the environment in China through four main studies. Each study directed its research on one consequence: the water issue and the aquatic ecosystem, the overexploitation of land and resources as well as the extinction of green land, climate change, GHG emission and desertification of land1. Several methods and sources were used such as Pressure–State–Response (PSR), urban-rural population model or other research papers written previously2. The results of these studies clearly show that the overpopulation has multiple negative impacts on the Chinese environment and that strategies and policies regarding these issues should be established. The population of China is growing exponentially and it is a serious issue because of its impact on the environment. The water deficiency is growing and as it is presented, the expectations of the Chinese people exceed the capacity of the land3. Since the population of China is increasing fast, the urbanization of land and the agricultural development increase at the same rhythm4. As it is presented, human activity and human density are the main explanation for climate change5. According to Shijie Wang’s study, the southwest of China is experiencing a desertification, in other words the land becomes like a desert left with no resources6. Each article presents a different way of conducting its research to prove its point. In Qian Hong et al. research, the methods used to pursue the study are Pressure–State–Response (PSR), the landscape ecology method and Remote Sensing – Global Positioning System (RS-GPS) 7. According to the authors, there are three types of indicators: Pressure indicators, State indicators and Response indicators7. The indicators either presented a high or a low number. If the number is high, it means that the region suffered from important water degradation; if the number is low, it means the opposite7. The analysis of the research is made through a process called Analytical hierarchy process (AHP) that has four specific indicators7. Jianfa Shen’s study uses urban-rural population model to do predictions about the density of the population and is also represented as spatial demographic-economic model 8, whereas Shijie Wang conducted its research by investigating the studied region and by using indicators such as aerial photos and satellite images. He then compares and analyses the results with previous images and researches from the land 9. The only piece of work that did not use any kind of Research method was written by Hung Ming-Te et al. who preferred to write the paper in reference to researches and studies made and scientific predictions 10. One of the most important consequences of overpopulation is the expanding deficiency in water resources. Investigators processed in six districts of China which are part of one region (Jinan) that was recognized for its important source of water, aquatic ecosystem and surface. Due to industrial development and human actions the water condition became polluted and rarer 11. Researchers found that water deficiency and erosion, rainy climate, poor land vegetation, climate change, loss and decrease of agricultural production, which all lead to desertification of land, are all consequences of the activities of the overpopulation 12. Ming-Te et al.’s study presented that the GHG level increased rapidly and the national security is at risk. GHG growing production would also make the lack of water and air pollution worse than it actually is; also they stated that climate change, in addition to being caused by overpopulation, is influenced by poor sustainable development, poor resources management and over-use of energy. This study shows that such changes have impact such as poor water resource and low agricultural production. These consequences engender other concerns such as the lack of food, the decrease in water resources and the desertification of land 13. The conclusions are clear regarding this area, the exceeding use of natural resources is a threat for the environment’s protection and conservation 14. Hong et al. are from the same opinion when they wrote that water condition is getting worse and it affects China’s population’s lifestyle as well as the aquatic ecosystem 15. 10 Hung Ming-Te et al., 363-366 11 Qian Hong et al., 321 12 Shijie Wang et al., 127-129 13 Hung Ming-Te et al., 363-364 14 Jianfa Shen, 39 15 Qian Hong et al., 319 In the field of environment, every single factor is closely related to another one. Each of the four studies shows how the desertification of land, the migration, the exceeding use of resources and the poverty of population are linked. In Wang et al.’s research, poverty is shown to be one of the most devastating causes of desertification because farmers, in order to survive and feed their families, have to increase the production of grains. The overexploitation of the land then leads the land to become rocky 16. According to Shen’s study, agriculture is over-used and China has to import grains to meet the population’s needs 17. The deterioration of the environment and the growth of the land desertification are strongly correlated with the increasing population of this region as well as their activities 18. In reference to Wang et al., Shen and Ming-Te et al.’s studies, since the land is experiencing a phenomenon of desertification because of the exceeding use of agriculture and the high density of population in rural zones, populations are migrating to cities that have already exceeded their capacity in supporting people19. Basically, what Shen is trying to explain is that the construction of urban areas and the overexploitation of lands lead to a decreasing number of green land which causes the environment to deteriorate, because the more people there is, the more resources needed 20. The biggest problem China is facing is the lack of policing and measures adopted regarding the protection of the environment. According to Ming-Te et al., 16 Shijie Wang et al., 131 17 Jianfa Shen, 36 18 Shijie Wang et al., 124 19 Shijie Wang et al., 124-131; Jianfa Shen, 36-39; Hung Ming-Te et al., 363-364 20 Jianfa Shen, 35-36 China’s way of ‘fighting’ against climate change is to invest in the development of sustainable technologies as well as establishing measures and policies regarding the environment 21. Qian Hong et al. specified that the conservation and the protection of water are essential to the survival of the land and aquatic ecosystem 22. The researchers from the two other articles did not write about the policies that should be established to preserve the environment. Studies show that the impacts of overpopulation are multiple and they do affect the ecosystem in China. Shijie Wang et al.’s study proved that the land is overloaded with population growth and has met its capacity. This forced farmers to deforest the land of the Liupanshui district in order for them to increase agricultural production. Also, even though the environment is favorable in this region for such phenomenon to happen, restricted natural resources, overpopulation activities, rapid population growth and social instability make the process happen faster. The consequence of overpopulation’s production of sulfur dioxide in the atmosphere exceeds the national average for smelting sulfur by over 13.8 times in some regions such as Bijie and Zunyi which causes air pollution and desertification of land 23. The results of the study conducted in the region of Jinan by Qian Hong et al. clearly showed that this region has the best water condition because of its good conservation of environment, poor population density and important vegetation 24. Hung Ming-Te et al. proved that overpopulation, causing in many ways the change in climate would increase the frequency and strength of natural weather disasters 25. Jianfa Shen suggested that the exceeding use of natural resources due to the increasing density of population is a threat for the environment’s protection and conservation and that people’s lifestyle influences the environment negatively 26.   Bibliography Shen, J. â€Å"China’s Future Population and Development Challenges†. The Geographical Journal 164 no. 1 (1998): 32-40 Hung, M., et al. â€Å"China’s Response to Climate Change: A Policy Analysis.† Journal Of Alternative Perspectives In The Social Sciences 3 no. 2 (2011): 362-375. Wang, S., et al. â€Å"Mechanism of Rocky Desertification in the Karst Mountain Areas of Guizhou Province, Southwest China.† International Review For Environmental Strategies 3 no. 1 (2002): 123-135 Hong, Q., et al. â€Å"Regional aquatic ecological security assessment in Jinan, China†. Aquatic Ecosystem Health & Management 13 no. 3 (2010): 319-327

Ordinal Number Definition and Examples

Ordinal Number Definition and Examples An ordinal number is a number that indicates position or order in relation to other numbers: first, second, third, and so on. Contrast these types of numbers with cardinal numbers  (in math theyre also called natural numbers and integers), those numbers that represent countable quantity.   Ordinal numbers  do not represent quantity, notes Mark Andrew Lim, but rather indicate rank and position, such as the fifth car, the twenty†fourth bar, the second highest marks, and so on(The Handbook of Technical Analysis, 2012). Learning Ordinals If you are teaching ordinals to English language learners, introduce the concept by reviewing cardinal numbers. Then continue with the ordinals to contrast the concepts. Also, introduce the term last as a position vocabulary word. Examples of Ordinals All ordinal numbers carry a suffix: -nd, -rd, -st, or -th.  Ordinal numbers can be written as words (second, third) or as numerals followed by abbreviations  (2nd, 3rd). first (1st)second (2nd)third (3rd)fourth (4th)fifth (5th)sixth (6th)seventh (7th)eighth (8th)ninth (9th)tenth (10th)eleventh (11th)twelfth (12th)twentieth (20th)twenty-first (21st)twenty-second (22nd)twenty-third (23rd)twenty-fourth (24th)thirtieth (30th)one hundredth (100th)one thousandth (1,000th)one millionth (1,000,000th)one billionth (1,000,000,000th) Using Ordinal Numbers and Cardinal Numbers Together When a cardinal number and an ordinal number modify the same noun, the ordinal number always precedes the cardinal number: The first two operations were the most difficult to watch. The second three innings were quite dull. In the first example, the ordinal number first precedes the cardinal number two. Both first and two are determiners. In the second example, the ordinal number second precedes the cardinal number three. Both second and three are determiners. Try reading the sentences with the ordinal and cardinal numbers reversed. They simply sound wrong.(Michael Strumpf and Auriel Douglas, The Grammar Bible. Owl Books, 2004) More Tips on Using Ordinal Numbers Spell out ordinal numbers- first, second, third, fourth- except when quoting from another source. In the interests of saving space, they may also be expressed in numerals in notes and references. ... Use words for  ordinal numbers in names, and for numerical street names ... : the Third Reich the Fourth Estate a fifth columnist Sixth Avenue a Seventh-Day Adventist ... Use figures for ages expressed in cardinal numbers, and words for ages expressed as ordinal numbers or decades: a girl of 15 a 33-year-old man between her teens and twenties in his 33rd year (R. M. Ritter, New Harts Rules: The Handbook of Style for Writers and Editors. Oxford University Press, 2005) Do not use the ordinal (th, st, rd, nd) form of numbers when writing the complete date: January 15 is the date for the examination. However, you may use the ordinal suffixes if you use only the day: The 15th is the date for the examination. ... Write out ordinal numbers when they contain just one word: third prize, tenth in line, sixtieth anniversary, fifteenth birthday. Use numerals for the others: the 52nd state, the 21st Amendment.(Val Dumond, Grammar for Grownups. HarperCollins, 1993)

Human Resource Management

Human Resource Management The Human Resource Management (HRM) refers to the section of an organization associated with a set of unique, best practices that aim to recruit, develop, reward and manage people in ways that create high performance systems (Bratton, and Gold 2012). Others view HRM as a simple repackaging of good personnel management practices (Som 2008).Advertising We will write a custom essay sample on Human Resource Management specifically for you for only $16.05 $11/page Learn More The two definitions show that development in human resource depends on the changes in the markets, social movements, and public policies that are the products of economic and political changes within the society (Nienhueser 2011). HRM started during the industrial revolution in England (Bratton and Gold 2012). According to Nienhà ¼ser and Warhurst (2012), HRM serves to ensure that the organization can achieve success through the proper utilization of employees. More specifically, it aims at increasing organizational effectiveness and capability by use of the available resources. The human resource is concerned with the rights and needs of people through social responsibility (Nienhà ¼ser and Warhurst 2012). The social responsibilities are the responsibilities that the organization has to the society, consumers, suppliers and employees (Nienhà ¼ser and Warhurst 2012). The human resource goals include strategic integration, high commitment, high quality and flexibility (Armstrong 2009, p. 32). The HRM has a number of theories. This includes the strategic HRM theory which is the principal HRM theory (Huselid, 1995). This theory interlinks the employee power and resources to the targeted strategic organizational goals. The theory’s implicit assumption is that a good fit between human resource and the internal and external context can be linked to high performance (Huselid, 1995). However, organizational performance and achievement of goals is attributed to signifi cant factors that are employee related. These are skills, dedication, commitment and productivity. The second theory is knowledge management theory (Huselid, 1995). This theory lists that the organizational outcomes is based on the knowledge of its employees. It adopts a systematic approach that motivates information sharing amongst the employees in order to achieve greater productivity. Another HRM theory is the organizational culture development theory (Huselid, 1995). It takes into account the employees behavioral responses. In general, organizational culture refers to the values and practices upon which an organization is based. Additionally, it plays a major role in determining employees effectiveness and efficiency (Armstrong 2009).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The HRM is characterized by its ability to respond accurately and effectively to the organizatio ns environment. It also complements other organizational system and delivers added value through the strategic development of the organizations. The HRM covers a vast environment of activities with a range of variation across occupations, organizational levels, business units, firms, industries, and societies (Som 2008). There are two versions of HRM: the hard and soft versions of human resource. Hard HRM is a practical approach where people are viewed as passive resources purposed to be used, deployed as well as dispose where necessary. On the other hand, soft HRM is based on humanism. Thus, it is devoted to human interest that views people as responsible and progressive being (Nienhueser 2011). There are the four main roles of human resource professional. They include managing strategic human resources, managing employee contribution, managing transformation and change, and lastly, is managing human infrastructure to support line managers (Kelly and Kelly 1991). Managers need to u nderstand how ethical dimensions of human resource policy and practice fit into the present and future picture. Lastly, they should be able to make a powerful business case for any proposals regarding the development of human resource strategy (Armstrong 2009, p. 104-135). There are factors that influence the level of individual performance in an organization. These factors are motivation, ability, and opportunity to participate in the organization activities. The impacts of motivation on performance depend on the capability of the employee. On the other hand, the capacity to perform depends on the employee. The effects of motivation on performance are additive but interactive (Balnave, Brown, Maconachie and Stone 2007; Huselid 1995). The three factors need to be observed by the concerned organization for it to make progress. As mentioned earlier, people are the most important resources in an organization. Thus, there are ways that have been developed to ensure that an organization obtains and keeps the people it requires. This is vital since it ensures continuity of good personnel in the organization thus facilitating succession. This important function is usually performed by the department of HRM (Thompson and McHugh 2009). The human resource uses different strategies to ensure that it has the best personnel/staff in their organization. The first one is human resource planning. Here, the business assesses the present and future human resource needs of the organization. The second strategy is creating an employer brand.Advertising We will write a custom essay sample on Human Resource Management specifically for you for only $16.05 $11/page Learn More This is done by developing the existing workforce in the organization. This is whereby the organization plans on increasing the flexibility of the available human resource. The other strategy is talent management, recruitment and selection, and absent management strategies. Here, the or ganization decides on whether it needs employees from within the organization or outside, recruits, selects, orients and then trains (Armstrong, 2009). Overall, HRM deals mainly with workforce management and regulation within an organization aimed at enhancing its performance. This is well explained using the various principal theories, versions, roles and strategies of HRM. Reference List Armstrong, M 2009, Armstrongs handbook of performance management: An evidence-based guide to delivering high performance, Kogan Page, London. Balnave, N, Brown, J, Maconachie, G and Stone, R 2007, Employment Relations in Australia, Wiley Sons, Australia. Bratton, J and Gold, J 2012, HRM: Theory and Practice, Palgrave, London. Huselid, MA 1995, The Impact Of Human Resource Management Practices On Turnover, Productivity, And Corporate Financial Performance, Academy of Management Journal, vol. 38 no. 3, pp. 635-672. Kelly, J and Kelly, C 1991, †Them and Us†: Social Psychology and â€Å" The New Industrial Relations†, British Journal of Industrial Relations, vol, 29, no. 1, pp. 25-48.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Nienhueser, W 2011, Empirical Research on Human Resource Management as a Production of Ideology, Management Revue, vol. 22, no. 4, pp. 367-393. Nienhà ¼ser, W and Warhurst, C 2012, â€Å"Comparative Employment Relations: Definitional, Disciplinary and Development Issues‟ in C Brewster and W Mayrhofer (eds), Handbook of Research in Comparative HRM, Edward Elgar, Aldershot. Som, A 2008, Innovative Human Resource Management and corporate performance in the context of economic liberalization in India, The International Journal of HRM, vol. 19, no. 7, pp. 1278–1297. Thompson, P and McHugh, D 2009, Work Organisations, Palgrave, London. Human Resource Management Introduction The expression used to refer to human resource management has substituted the conventional phrase for personnel management. The management of human resources is a more tactical and rational approach in the administration of individuals than personnel management.Advertising We will write a custom report sample on Human Resource Management specifically for you for only $16.05 $11/page Learn More It entails selection, recruitment, training, development and compensation of human resources (Storey, 1998: 20). Human resource is responsible for managing the labor force as the most important asset in the organization. The aim of human resource management is to empower workers to work effectively to achieve the organizations objectives. Human resources use continuing strategies to develop the workforce in an organization. Human Resource Management is an indispensable element in the performance of a corporate organization and works together with other dep artments to achieve the organization’s goals. The tasks of the human resource consultant are centralized on the advancement of the labor force in a corporate organization. His strategies should be in line with the needs of the organization. Today, HR practitioners are the strategic partners to an organization. They assist in the improvement of strategies used to realize the organization’s arrangements and aims. Their responsibilities include: selection and recruitment, recognition and rewarding, development of performance contracts and appraisal, employee development and succession planning. This paper gives a description of the human resource activities at Alfalah Bank in Pakistan, explores the major issues faced by the organization, gives a discussion of the implication of the issues, and possible solutions for the issues. Alfalah Bank’s HRM Practices Recruitment This can be defined as the process of searching for applicants and encouraging them to apply for v acant positions in a firm. There are mainly two types of recruitment process: internal and external. Internal staffing is the sealing of vacant positions by choosing from existing employees in a corporate organization where as exterior staffing is the filling of job vacancies by receiving applications from outside the organization (Armstrong, 2006:53). At bank Alfalah, recruitment is made by filling three kinds of job categories for growth and expansion, these are: trainee officers, contractual employees, and top managerial staff. Recruitment is based on the level of requirement needed in each job category. For top managerial posts, the HR officials use either the internal or external sources based on experience and qualification. Trainee officers are recruited through external sources as well as the contractual employees. For both the internal and external recruitment, the organization uses, newspapers, website, and direct application as sources for recruitment (Akber, 2009:20).Adv ertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The recruitment process is normally carried out through the following sources Newspapers and magazines Website Training and development of present employees Retired persons One of the major parts of the process is the online recruitment. It is fast and efficient for both organizations and the applicant. On the website, the registration function is posted together with the available posts. It also gives a lot of information on the roles of the successful candidate and the cultural values and ethics of the organization. Almost half of the total workforce in Pakistan is recruited through the website. Selection Selection is the process of establishing the ideal candidate to fill a certain post. During this process the human resources management looks for recruits who not only are suitable for an immediate post but also for the organizat ion’s development. Standard documentations are used by majority of human resource managers. This documentation compares the job roles to the qualities and skills of the recruits (Bohlander Snell, 2009:6). After the selection process, the successful applicants are notified of their appointment and an induction and training process commences (Compton, Nankervis, 2009:3). At Alfalah Bank, the selection procedure is conducted by the HR officials. For a candidate to qualify for a vacancy in the bank, he must be, a citizen of Pakistan, possess the required qualification having a post-graduate degree or a bachelor’s degree and be aged between 18 and 35 years. After receiving the application forms, candidates with the right requirements are short listed for a written interview. Those who pass the written interview are called for an oral interview where each candidate is given a topic to debate on. Those who pass this test are called for a panel interview. The panel interview is conducted by the president of Alfalah Bank at the head office. Successful candidates are offered the post and training commences (Akber, 2009:25). Issues Human Resource Planning The major issue at Alfalah Bank is Human resource planning. This is the establishment of approaches that are to be used in matching the workforce skills to the needs of an organization. It is the procedure that is used in recruitment, employee retention, and optimization of human resources employment that is needed to achieve organization goal. Human resource planning involves analysis of skills of current workforce, forecasting manpower, and being responsive of customers demand (Holland De Cieri, 2006:102).Advertising We will write a custom report sample on Human Resource Management specifically for you for only $16.05 $11/page Learn More Human resource planning is important in every organization because it helps the top management to view HR practices in relation to business decision. The lack of it makes Human resources expensive because HRM can not foresee future problems in order to solve them before they become uncontrollable. It should therefore be incorporated because it guarantees that the relevant individuals are absorbed, in the right position and at the precise time (Harris, et al., 2003:46). Information needed in human resource planning include: identification of the different departments in the organization, analysis of HRM changes in implementation of its strategies, and recruitment and selection procedures used to address these changes (Smith Mazin, 2004:49). Rate of Redundancy The other issue is the ever increasing rate of redundancy. Redundancy is a situation where a business requirement of employee’s specific responsibilities is expected to cease or have already ceased. It occurs when a business relocates, changes it technology, becomes mechanized or launches new services and products. The selection criterion for redundancy is b ased on: the number of employees involved in the redundancy, the skills and experience of employees, and reasons for the redundancy (Ferris, et al, 1995:6). Different organizations use different selection criteria for redundancy. At Alfalah Bank, the redundancy procedure is conducted by the HR practitioners. Employee information regarding performance, attendance as reflected in the attendance record, contribution to the organization, experience, skills, and qualifications is gathered. Before selection for redundancy commences, the organization consults the line managers and HR department on matters relevant to the legislation (Holland, et al, 2007:74). The selection process then commences with guidance from the supporting management under the prevailing circumstances. The number of redundancies necessary is established keeping in mind the skills needed to meet the organizations future goals. (Hammonds, 2003:15). The increase in the number of redundancies at Alfalah Bank has reduced production and customer’s trust for the services offered at the Bank. Solutions Job Evaluation One way of ensuring that human resources are planned properly is through job evaluations. This is an organized grading of jobs according to other jobs in the organization. Job evaluation or classification is normally done when a job position becomes vacant and need to be filled by recruiting a person for the correct level based on the responsibilities (Ulrich, 1996:230). It can also be done when the responsibilities of a job changes. Different organizations use different job evaluation systems depending on their employee groups. Job evaluation system requires the use of job description, occupational standards or guidelines and job category (Legge, 2004:10). There exist four mainly used work assessment methods these are: categorization, positioning, the point method, and factor evaluation. Classification is a method in job evaluation where jobs are categorized according to their clas s description such as clerical job, managerial jobs, the list is endless (Bratton Gold, 2001:72).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This method is commonly used in the service sector where job are classified by comparison with other job classes. After the process of job classification is over, a pay grade is matched with the job. Ranking of job is a line of job appraisal where jobs are graded from highest to the lowest (taking into consideration their value to the business culture). Point evaluation method is a quantitative kind of approach where jobs are assigned points according to their compensable factors. The points allocated to each job are then weighted and their total points tabulated. The total points determine the value of the job to the organization and its pay. Factor comparison appraisal is based on the compensable factors e.g. experience, responsibilities among others. Jobs are ranked on the basis of their value to the organization. Job salaries are determined by the pay rate of these compensable factors (Swamson, 2009:52). Motivational Theory and Reward Remuneration and reward of employees are som e of the ways that can be used to retain employees. By reward we mean that the efforts of the employee are recognized. Singling out and rewarding workers inspires them to look for ways of undertaking their tasks effectively and lack of it can completely dishearten them. A reward system has to be effective and be able to instill the desired behavior for efficient performance (Boudreau Ramstad, 2007:60). The reward system can either use financial mechanism or non-financial. People need to be encouraged and appreciated in order to achieve their mission and that of others. Abraham Maslow (a researcher), explored the connection between reward and motivation and came up with a theory called Maslow’s hierarchy of need. Maslow discovered that human beings have different types of needs that they want to be met. They include; basic needs security, self esteem, self actualization and group needs. To fulfill these needs, sets of motivating rewards have to be used. Some of the basic need s can be fulfilled through provision of good standards of living by means of honest pay structures (Anon. â€Å"Human needs and rewards† 2010:1). Provision of secure working environment coupled with training on safety and health issues can assist in meeting the security needs of the employees. On the other hand, reward systems on job promotion based on employee’s efforts, skills, and experience can help in raising their self esteem and meet the needs that come with it. Employees’ team working groups that are well structured with good communication help in fulfilling the group needs. Self actualization needs can be fulfilled by encouraging employee developments by use of appraisal tool where employees gauge their performance (McNamara, 2010:2). According to Wilkinson (1988:50), the HRM should use a reward system that helps in meeting most of employees’ needs. This will encourage employees and motivate them to work harder to achieve the organizations goals and objectives which in turn will lead to increased production and consequently lower the redundancy rate (Stone, 2008:20). Reference List Akber, Naila, 2009, Human Resource Management (Bank Alfalah HRM Report) Web. Anon. 2010, Human needs and rewards Web. Armstrong, Michael 2006, A Handbook of Human Resource Management Practice (10th ed.). London, Kogan. Bohlander, George Snell, Scott. 2009, Managing Human Resources. London, Cengage Learning. Boudreau, J.W. Ramstad, P.M. 2007, Beyond HR: The new science of human capital. Boston, Harvard Business School Press. Bratton, John Gold, Jeffrey. 2001, Human Resource Management: Theory and Practice. London, Routledge. Compton, R. L. Nankervis, Alan. 2009, Effective recruitment selection practice. CCH Australia Limited. Ferris, Gerald. et al, 1995, Handbook of human resource management. Blackwell HRM series, Blackwell human resource management series. New York, Wiley-Blackwell. Hammonds, S. Engelke., 2003, Redundancy. Legal essentials L aw at work. London, CIPD Publishing. Harris, Hillary et al., 2003, International human resource management. London, CIPD Publishing. Holland, P. De Cieri, H. (Eds.) 2006, Contemporary issues in human resource development, Pearson Education, Sydney. Holland, P., et al, 2007, Contemporary Issues and Challenges in HRM, Prahran. Tilde University Press. Legge, Karen. 2004, Human Resource Management: Rhetorics and Realities (Anniversary Ed.). Basingstoke, Palgrave Macmillan. McNamara, Carter, 2010, Human Resource Management (and talent Management) Web. Smith, A. Shawn Mazin, A. Rebecca. 2004, The HR answer book: an indispensable guide for managers and human resources professionals. New York, Amacom Div American Mgmt Assn. Stone, Raymond J. 2008, Human Resource Management, John Wiley Sons, Australia, 6th Edition. Storey, John. 1998, New perspectives on human resource management. London, Cengage Learning EMEA. Swamson, Richard. 2009, Foundations of Human Resource Development: Easy read L arge Edition. San Francisco, ReadHowYouWant.com. Ulrich, Dave 1996, Human Resource Champions. The next agenda for adding value and delivering results. Boston, Mass, Harvard Business School Press. Wilkinson, A. 1988, Empowerment: theory and practice. Personnel Review 27 (1): 40–56. Human Resource Management Background Information Effective human resource management is essential for any company to succeed. This entails efficient management of the workforce in order to promote the performance of the company. The human resource at Proctor and Gamble is charged with the responsibility of ensuring excellent service delivery by the company’s employees and this positively impacts on the company’s remarkable global performance and this can partly be attributed to efficient management of the business (Anonymous 2010).Advertising We will write a custom assessment sample on Human Resource Management specifically for you for only $16.05 $11/page Learn More The company’s human resource sector aims at maintaining a skilled workforce as well as attracting the best talent to join the company’s workforce in order to ensure it enjoys high and efficient output from its human capital, which is essential for the good performance of the company. Further, the organization puts more emphasis on evaluation and measurement of employees’ engagement and commitment to the roles assigned to them and has in addition established initiatives to promote involvement of the employees in the company’s strategic activities as well as sustenance of benefits. To ensure that it achieves high standards of human resource management, the company has established and developed a human resource department that comprises of change agents, team builders advisors among other human resource specialists who constantly engage in activities aimed at motivating employees and promoting their welfare as well as ensuring the provision of a skilled pool of labor to the company through transparent recruitment of new qualified employees. Human Resource Requirement for Service Being part of Proctor and Gamble human resource team entails the responsibility of developing systems and tools that are directed towards attracting a skilled pool of labor, reward and motivation of the existing employees as well as challenging the employees in order to promote efficiency, innovation, and invention (Anonymous 2010). The human resource management is expected to promote and protect the company’s values, purpose, and principles through inspiring, enabling, and engaging the company’s employees as well as acting as change agents in order to drive towards positive transformation of the company and provide a solid foundation for the company’s culture, external environment as well as company’s goals (Anonymous 2010). The Human resource manager is not only expected to be academically qualified in the field but also has to possess qualities of good leadership coupled with social responsibility which is necessary when dealing with people from diverse backgrounds and social settings who make up the workforce.Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 1 5% OFF Learn More Consultation with Stakeholders Proctor and Gamble ensures involvement of the human resource sector as an ultimate business partner in order to promote increase in the company’s growth. This is because the human resource sector ensures that there is simplification of work processes in the company and promotes the creation of a culture that focuses on innovation through pro active labor relations (Anonymous 2010). In addition, the human resource sector in the company seeks to understand and address the needs and wishes of potential employees as well as the current employees in order to strengthen the company’s position as an attractive employer (Anonymous 2010). At Proctor and Gamble, developing the employees into future leaders is one of the major long term strategies of the company. Options required for delivery of service Being on the forefront towards provision of intensely competitive consumer goods in the market, PG puts consumer s atisfaction as the major company’s priority and aims at understanding consumer needs better than their competitors (Lafley 2001). To achieve this, the company’s management must connect these needs to an innovative engine that results in production of improved products that meet the consumer needs (Lafley 2001). Consequently, the human resource manager must have the ability to mobilize the employees towards the achievement of this goal. Service Specifications Being a human resource manager in this company requires you to work on assignments and tasks covering the major areas of human resource management, based on Dave Ulrich human resource champion model (Anonymous 2010). In addition, the human resource executives are expected to map and analyze the company’s salary planning in order to assess its effectiveness in line with the company’s goals, values, and objectives (Anonymous 2010). Agreed roles and responsibilities The human resource managers organize s trategic plans such as those aiming at ensuring team effectiveness improvements; to achieve this, the human resource department facilitates and supports team events by providing constructive suggestions and ensuring implementation of agreed action plan in order to help the teams to become more efficient and effective (Anonymous 2010). Through focus groups and individual interviews, the human resource management can gather adequate data to generate recommendations for Proctor and Gamble on areas requiring improvement in the company’s workforce while putting into consideration the long term vision of the company (Anonymous 2010). In addition, the human resource management is charged with the responsibility of recruiting and evaluating the company’s employees.Advertising We will write a custom assessment sample on Human Resource Management specifically for you for only $16.05 $11/page Learn More Training Support for Human Resource Management In 2 001, the research and development management at Proctor and Gamble called on its human resource to establish and develop a formal training program for its human capital and although these training programs had been in existence in the 80s and 90s, the programs had been gradually diminished in the 90s as a result of the company’s resource issues as well as competing priorities which dictated redirection of investment into other vital areas (Owen and Klein 2007). However, due to the increased need for advanced knowledge and skilled labor at every level of management in the contemporary economy, the leadership at Proctor and Gamble emphasized that the human resource development through the establishment of a corporate university which would have ensured a direct link between corporate learning efforts and the company’s goals (Owen and Klein 2007). A further evidence of the company’s commitment to learning can be highlighted by its collaboration with Accenture which assumed the responsibility for development and maintenance of advanced management systems which have promoted high performance in Proctor and Gamble through the development of internal capabilities in strategic critical core components such as human resource management (Accenture 2009). Accenture played a major role in development of skilled and knowledgeable workforce in Proctor and Gamble by ensuring that PG met its learning objectives through the provision of leading and advanced technologies, enhanced business skills and deep knowledge of the operational management systems in order to promote efficiency in its operations through increasing output of the employees (Accenture 2009). Proctor and Gamble has consequently advanced a robust maintenance support system which ensures reliability of the management system as well as allowing the company to reach its rising global demand for web based training and through the accessibility of the system to over ninety thousands Proctor and Gamble employees, the application has further served to reduce overall operational cost of the company (Accenture, 2009). In addition, a study conducted by Accenture revealed a strong correlation between high performance and the priority that companies place on human capital which further justifies development of an efficient human resource management in Proctor and Gamble. Timelines In order to develop a skilled pool of labor among the existing workforce, one of the major strategies of Proctor and Gamble was to establish a corporate university which entailed formal training for the company’s employees in diverse environment and departments of the organization (Owen and Klein 2007). The human resource faced numerous challenges in the implementation of this move but eventually achieved remarkable success from its implementation.Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The human resource management utilized the corporate strategy model through which they sought to breakdown the entire process into basic questions and then provide answers to these questions in order to achieve the intended goal (Owen and Klein 2007). The leadership further sought to define the desired workforce that the company aimed at achieving through the agreement of desired level of competencies among various groups of target learners (Owen and Klein 2007). This was further followed by actual analysis of the state of the existing workforce performance in the company. The corporate strategy sought to define the goals and inspirations of the company as well as facilitating the establishment of the scope of influence in the training program and pioneered the initial description of the company’s goal to succeed (Owen and Klein 2007). Establishment of the research and development universities have served to enhance knowledge and skills among managers and other officials who have consequently transmitted their knowledge to their juniors leading to a culture that upholds knowledge and skills in the organization. Quality assurance measures Proctor and Gamble embrace the philosophy of quality assurance by ensuring that they deliver products of superior quality to the consumers as well as provision of business environment that is condusive for effective performance of quality systems in the company (Anonymous 2010). In order to achieve its quality assurance measures, the corporation ensures provision of superior quality goods to consumers as well ensuring corporate responsibility towards their employees and the community at large (Anonymous 2010). This is evident in the corporation efforts to safeguard its employees against harm y providing a safe working environment. The company is headed for greater success in future due to its implementation of quality assurance measures. Ethical Service Delivery standards and their consistency with organizational code o f conduct The company’s code of ethics outlines the mode of governance in the company and governs the way the affairs of the company are governed (Anonymous, 2010). In addition, the code of ethics outlines the duties of various managers and officials in the company consequently forming basic fundamental rule for the company’s activities (Anonymous, 2010). Proctor and Gamble has formulated guidelines which ensure quality service provision as well as ethical conduct of its employees. Officers in the company are allowed to hold to or more offices but they are prohibited from executing, acknowledging and verifying any instrument in more than one capacity if the instrument is required by the company’s regulation to be executed, acknowledged and verified by two or more officers (Anonymous 2010). This serves to minimize incidences of subjective decision making, discrimination, and corruption among other negative aspects that may arise in leadership positions as well as the recruitment process (Anonymous 2010). These officials are further elected objectively by the board of directors for a predetermined period of time and can further be removed from office by the board upon incidences of misconduct (Anonymous 2010). The board commonly holds annual elections to in order to appoint officials who under normal circumstances hold the office until the end of a specified period of time after which a qualified successor is elected (Anonymous 2010). In addition, any vacancies created in the official positions as a result of death, resignation or other inevitable factors, the board is charged with the responsibility of electing a successor to hold the office for the remaining period of time pending the official election period (Anonymous 2010). This further promotes transparency and consistency in the recruitment process. All officers are expected to effectively perform their duties and take full responsibility of all the duties assigned to them by their se niors. The code of ethics regulates the treatment of human resource in this major corporation by ensuring the implementation of one of its major policies which involves the recognition of interests of the employees in the same token that the company addresses its own interests (Anonymous 2010). For instance, the board of directors is authorized in its discretion to maintain a profit sharing plan, adequate benefit and pension plan as well as granting employees a chance to be heard in matters regarding conduct of business but this goes as far as the board of directors limits (Anonymous 2010). To further promote employee participation towards good performance of the company, the board of directors assists the employees to form part of the company’s ownership by becoming shareholders which further promotes their welfare (Anonymous 2010). Monitoring the Process of Recruitment In most organizations, the process of recruitment is often blurred with malpractices, corruption and often ignores the company’s outlined procedures for recruitment. It is therefore vital for the company to effectively monitor the process of recruitment to ensure fair and objective appointment of qualified personnel. The company may appoint an independent body to oversee the recruitment process after which the independent body submits an extensive report of the procedure followed during recruitment. In addition, the company may conduct an independent survey to assess the productivity of the recruited employee in order to ascertain that he is qualified for the job. Unethical behavior reporting Employment discrimination is a common unethical behavior prevalent in recruitment process and is usually based on race, gender, nationality, and age among other subjective factors which have overall negative long term consequences on the performance of a company (Lucas 2006). The government of United States has put in measures to protect against employment discrimination by enacting laws tha t govern such practices. For instance, the congress enacted the age discrimination in employment act of 1967 which aimed at protecting older people from being discriminated against in job recruitment as a result of their age as well as ensuring that the employees are provided with benefits regardless of their ages (Lucas 2006). Discrimination against older is one of the most common and often ignored form of discrimination in job recruitments. The business culture in most parts of the world perceive the old as less productive relative to the young consequently preferring the young population as worthwhile investment since they have a lower mortality rate and are more healthy (Lucas 206). These preconceived and often false notions may result to unethical practices in employment recruitments giving rise to illegal discriminations against workers in Proctor and Gamble (Lucas 206). Therefore it is important for Proctor and Gamble to ensure that its human resource does not discriminate em ployees based on subjective practices and should ensure that the process is consistent and transparent. Dealing With Measurements and Variations Forced ranking is one of the controversial methods commonly used by major companies to evaluate the performance of the companies whereby employees are ranked against each other based on a particular scheme or design (Lucas 2006). Some companies rank their employees according to the normal distribution curve which they use to identify low and high performers while others place their employees on the quartiles depending on their performance with the low performers occupying the first quarter and the highest performers occupying the last quarter (Lucas 2006). The high performing candidates are eligible to pay increments, bonuses and job promotions while low performing employees lack such privileges. Forced ranking identifies and rewards good performers and forces out the poor performers consequently ensuring that the company improves the loyal workforce and remains competitive in the industry (Lucas 2006). This method of ranking is preferred due to its discriminatory effect towards the non productive workforce and its emphasis on the talented and energetic (Lucas 2006). Companies that have adopted this method of evaluation reject the premise that it is illegal and unethical and emphasizes that it has a valid business purpose (Lucas 2006). However, these evaluation models also display elements of discrimination whereby the older employees are placed at the lower grades in order for the employers to maintain a cheaper and less expensive workforce without breaking the provision of the law governing discrimination against aged workers (Lucas 2006). Consequently, the forced ranking system may facilitate discrimination by acting as a disguise for intentional and illegal age discrimination (Lucas 206). Data from survey of clients and feedback from clients Proctor and Gamble markets over 250 brands across the globe and have a co nsumer base of nearly five billion consumers in over 130 countries (Lafley 2001). The company has achieved remarkable success in consumer satisfaction in its service provision which can e proven y the company’s numerous honorary awards such as being featured in the Fortune magazine’s world’s most admired companies list from 1985 to 2001 and the inclusion in 2001 list of top 50 Net savvy U.S organizations (Lafley 2001). Further, the company has achieved increased profitability over the years which serve to prove popularity of their products across the consumer base. In the fiscal year of 2001, the employees delivered total revenue of $ 39.2 billion (Lafley 2001). Recommended changes for Future Service Delivery Proctor and Gamble should ensure that they retain the older workers since they have a wealth of experience necessary for effective performance of the company (Lucas 2006). Proctor and Gamble should consequently device mechanisms to provide jobs that attract and accommodate older workers into the business environment. This is only possible through the creation of a culture that promotes and honors experience by the human resource emphasizing on qualities such as experience knowledge and expertise rather than energy, fast pace and fresh thinking (Lucas 2006). The human resource of Proctor and Gamble should focus more on role playing exercises as well as the individual ability to handle jobs relevant situations when interviewing applicants rather than focusing on psychometric and verbal reasoning skills in order to provide an equal opportunity for older employees to compete in the job market (Lucas 2006). The company should also provide flexible retirement rates for its employees; most firms have in the past offered early retirements incentives to reduce costs which have consequently resulted in shifting of costs from employee health care accounts into retiree health care accounts (Lucas 2006). Proctor and Gamble should device mechanisms to accommodate and leverage the older segment of the population by allowing the employee to take a specified period of time retirement after which he is reinstated as an independent contractor and this will enable the company to benefit from this pool of experience for execution of special projects (Lucas 2006). Reference List Accenture, 2009. High performance delivered, consulting, technology, outsourcing- helping Proctor and Gamble strengthen a culture of high performance through its learning process. Chicago, Accenture publishing. Anonymous, 2010. PG careers in Western Europe; human resource at Proctor and Gamble-code of regulations. Cincinnati, Proctor and Gamble. Lafley, A G 2001, Cisco success stories: Proctor and Gamble Cisco systems. Available at:  https://www.cisco.com/c/en/us/index.html. Lucas, P. 2006. Age Discrimination-Unethical, Illegal and a Missed Business Opportunity for US Business. Web. Owen, L., Klein, E. 2007. First Steps: Instituting Proctor and Gamble†™s RD Corporate University. Ohio, Proctor and Gamble.

Bskyb Marketing Plan

The target markets of BSkyB are both individual citizens and small business enterprises, where the later will be at the centre in the targeting. BSkyB (Sky) is to segment the targeted markets geographically where the concentration will be small cities in UK. BSkyB (Sky) will concentrate its product/service strategy on SMS texting, apart from other common mobile communication services. BSkyB (Sky) plans competitive pricing to appeal the customers in UK mobile telecommunication sector. When it comes to distribution strategy, BSkyB (Sky) will place its services to the organized retail shops in the UK mobile telecommunication sector. For some markets, the distribute shops will be opened BSkyB (Sky) in malls of the geographically segmented cities. In order to reach the targeted customers in UK mobile telecommunication market BSkyB (Sky) will centrally focus on advertising so far as promotion is concerned. INTRODUCTION BSkyB (Sky) is a comparatively youthful firm in UK telecommunication industry, however has a considerable and rising track in the UK. BSkyB (Sky) offers an array of entertainment and communications services to just about 40% of homes, where its aired television channels are watched by more than half the populace every week in the country, and moreover BSkyB (Sky) employs thousands of group all through the different regions of UK the country. BSkyB (Sky) claims to have changed consumers’ experience of television and home communications in UK, whilst making momentous returns for its shareholders and further confidently contribute to the economy of the country overall. More clearly, overall, BSkyB (Sky) was projected to s put in a ? 5. billion giving to UK GDP in the year of 2011. So far as UK telecommunication industry is concerned, BSkyB (Sky) is fast emerging as a major player in the industry as regards the market segments of broadband and telephony markets, though its performance in these market segments are yet to be acknowledged as leading (CorporateSky, 2013). The major facts about BSkyB (Sky) are presen ted in the Table. Table: Key Facts: BSkyB (Sky) Source: BSkyB (2013) Adjusted operating profit for BSkyB (Sky) is a foremost measure of the underlying business performance. It has increased by 14% in 2012(? m) Source: CorporateSky (2013) Even though BSkyB (Sky) is making substantial profits restricting its operation the solo targeted segment of UK telecommunication market, yet it has ample opportunity to grow and increase profits shifting gears, where there ia an opportunity awaiting in mobile telecommunications services market segment. It is in this context that a marketing planning is developed for BSkyB (Sky) in this report. IDENTIFICATION AND ASSESSMENT OF MARKET The marketing process of a firm all concerns to planning and implementation of the research objectives defined in terms of the identified market segment to be targeted. This is what marketing management is described as an order of selecting target markets and further based on marketing planning acquire, carry on, and nurture customers all the way through generating , bringing and communicating advanced customer value. In this framework, marketing practitioners in firms are expected to be possessing proficient skill as per the requirements in the market, and they need to look for controlling the echelon, time, and concerto of demand (Mullins, Boyd and Larreche, 2006). The marketing attempt is connected to not only servicing he customers but as well benefiting the firms. So far as identification and assessment of the market is concerned, the procedure all concerns to analysing marketing opportunities, deciding target markets, planning marketing strategies, extending marketing agendas and finally monitoring and controlling the marketing endeavor that largely connect to marketing planning . However, a foremost component of the marketing planning process is discerning, innovative marketing strategies and plans that may well direct marketing attempts (Kotler and Keller, 2009:80). In this direction, the first and foremost task is to identify the opportunities in the market and find out the prospective segments where a firm can take opportunities to enhance its business and profitability. This report all concerns to identifying and assessing potential segments for BSkyB (Sky) UK telecommunication market. This business organizing operating in UK telecommunication industry is yet to make a mark and achieve a leading position. On the basis of identified market opportunities, it might be suggested to BSkyB (Sky) to concentrate on mobile telecommunications services, which appears a promising market segment, where BSkyB (Sky) huge opportunities to expand its business and so the profitability in order to emerge as a leading player in UK telecommunication industry. It is worth to mention here that UK mobile telecommunications market corresponds to one of the most striking tele-communications markets globally , with the mobile telecommunications services market segment creating just about ? 1 billion of revenue yearly, where yearly growth in this market segment is projected to total ? 900 million yearly. Therefore, BSkyB (Sky) should target acquiring 30% of the yearly revenue by 2018, after five years of systematic implementation of the extended marketing plan. MARKETING PLAN The marketing plan is the most fundamental tool for expressing and integrating the marketing attempts whilst targeting to a specific marke t. The marketing plan functions on two echelons namely strategic and tactical. Firstly when it comes to strategic marketing planning it all concerns to establishing target markets and the value offer for the customers. On the other hand, the tactical marketing planning spells out the product, price, place and promotion as strategies (Kotler and Keller, 2009:80). In the Figure a methodical process of marketing plan model is developed that involves planning, implementation, and controlling. Figure: Marketing Planning Model Source: Kotler and Keller (2006) In order to develop marketing planning for BSkyB (Sky), the both the strategic and tactical approach is adopted where the focus of the marketing efforts is concentrating on marketing mix components in the forms of product, price place, and promotion, apart from segmentation and targeting. Moreover, the marketing planning process for BSkyB (Sky) is developed based on the model extended by Kotler and Keller (2009) as mentioned above. This marketing planning is developed for BSkyB (Sky) to target the mobile telecommunication market segment in UK telecommunication market, so that BSkyB (Sky) could expand its business in the market and emerge as a leading player in the segment with enhancing its profitability for ensuring long term survival and sustainability. The planning involves marketing objectives, segmentation and targeting. The implementation involves marketing mix strategy and finally controlling involves measuring and reviewing the mid term achievements. This marketing plan is developed keeping in mind the duration of five years. Marketing Objectives, Targeting and Segmentation The process and strategy of segmentation all concerns to positioning strategy of a firm in the market, where the firm has already recognized and assessed the targeted customers , and further it is indispensable to determine as what position the firm wishes to engage in the selected market segments (Armstrong and Kotler, 2005). For getting done a thriving positioning, whilst the target customers discover that the product fulfills their wishes and needs, there are strategies the firm needs to peruse in the forms of defining objectives, deciding target markets and for segmentation(Mullins, Boyd and Larreche, 2006; Kotler and Keller, 2009). UK mobile telecommunications market corresponds to one of the most striking telecommunications markets globally, with the mobile telecommunications services market segment creating just about ? 21 billion of revenue early, where yearly growth in this market segment is projected to total ? 900 million yearly. Therefore, BSkyB (Sky) should target acquiring 30% of the yearly revenue from mobile telecommunications services market segment by 2018, after five years of systematic implementation of the extended marketing plan. The target markets of BSkyB are both individual citizens and small business enterprises, where the later will be at the centre in the targeting. BSkyB (Sky) is to segment the targeted markets geographically where the concentration will be small cities in UK. Marketing Mix Strategy The strategy of marketing mix involves deciding strategy about the four components of marketing mix namely product, price, place and promotion. In fact marketing mix strategy is trademark of marketing actions. Marketing mix is in fact a conscious attempt as regards division of a firm to decide on their offered products/services that eventually determine the success/failure of the firm in the market. Hence, the marketing mix strategy should be in line with the point in time, competition and the hope of the customers (Armstrong and Kotler, 2005). Accordingly the marketing mix strategy is developed for BSkyB (Sky). Product/Service BSkyB (Sky) will concentrate its product/service strategy on SMS texting, apart from other common mobile communication services. Price BSkyB (Sky) plans competitive pricing to appeal the customers in UK mobile telecommunication sector. This implies that BSkyB (Sky) will decrease or increase the price of services keeping in mind the movements of competitors, though high pricing strategy will be avoided in order to penetrate the market. Place When it comes to distribution strategy, BSkyB (Sky) will place its services to the organized retail shops in the UK mobile telecommunication sector. For some markets, the distribute shops will be opened BSkyB (Sky) in malls of the geographically segmented cities. Promotion In order to reach the targeted customers in UK mobile telecommunication market BSkyB (Sky) will centrally focus on advertising so far as promotion is concerned. The budgeting of promotion is to be as following: Print Advertising| Electronic Advertising| Internet Advertising | Others| 25%%| 35%| 30%| 10%| Controlling Strategy Yearly or half yearly controlling of marketing plan is suggestive in order to make sure that the firm is not wastefully expending and achieving the marketing objectives as per planning. So far as performance achievement is concerned financially the foremost ratio to watch is marketing expense-to-sales ratio. Moreover, the period-to-period fluctuations in every ratio may well be tracked on a control diagram. The conduct of consecutive remarks even within the higher and lower control limits ought to be looked at (Mullins, Boyd and Larreche, 2006). UK mobile telecommunications market corresponds to one of the most striking telecommunications markets globally , with the mobile telecommunications services market segment creating just about ? 1 billion of revenue yearly , where yearly growth in this market segment is projected to total ? 900 million yearly. Therefore, BSkyB (Sky) should target acquiring 30% of the yearly revenue by 2018, after five years of systematic implementation of the extended marketing plan. The achievement in this regard will be evaluated on yearly basis. Furthermore, period-to-period fluctuations in every ratio will be tracked on a control diagram by the marketing practitioners in BSkyB (Sky). Following is the planning of controlling on yearly basis. 1st year| 2nd year| 3rd year | 4th year | 5th year | %| 5%| 10%| 5%| 5%| In order achieve the marketing objectives, performance evaluation will be conducted on half yearly basis, and in the case of success/failure of achieving targets, further planning will reviewed accordingly. CONCLUSIONS AND RECOMMENDATIONS Even though BSkyB (Sky) is making substantial profits restricting its operation the solo targeted segment of UK telecommunication market, yet it has ample opportunity to grow and increase profits shifting gears, where there ia an opportunity awaiting in mobile telecommunications services market segment. BSkyB (Sky) should target acquiring 30% of the yearly revenue by 2018, after five years of systematic implementation of the extended marketing plan. In order to develop marketing planning for BSkyB (Sky), the both the strategic and tactical approach is adopted where the focus of the marketing efforts is concentrating on marketing mix components in the forms of product, price place, and promotion, apart from segmentation and targeting. BSkyB (Sky) should target acquiring 30% of the yearly revenue from mobile telecommunications services market segment by 2018, after five years of systematic implementation of the extended marketing plan. The target markets of BSkyB are both individual citizens and small business enterprises, where the later will be at the centre in the targeting. BSkyB (Sky) is to segment the targeted markets geographically where the concentration will be small cities in UK. BSkyB (Sky) will concentrate its product/service strategy on SMS texting, apart from other common mobile communication services. BSkyB (Sky) plans competitive pricing to appeal the customers in UK mobile telecommunication sector. When it comes to distribution strategy, BSkyB (Sky) will place its services to the organized retail shops in the UK mobile telecommunication sector. For some markets, the distribute shops will be opened BSkyB (Sky) in malls of the geographically segmented cities. In order to reach the targeted customers in UK mobile telecommunication market BSkyB (Sky) will centrally focus on advertising so far as promotion is concerned. Period-to-period fluctuations in every ratio will be tracked on a control diagram by the marketing practitioners in BSkyB (Sky). In order achieve the marketing objectives, performance evaluation will be conducted on half yearly basis. REFERENCES Armstrong, G. and Kotler, P. (2005), Marketing: An Introduction, 7th Edition, Prentice Hall Inc. , Upper Saddle River, N. J. Company Report (2012), BSkyB (Sky) Industry Report (2012), UK Mobile Telecommunication Industry: Euromonitor International. Kotler, P. and Keller, K. L. (2006), Marketing Management, 12th Edition, Prentice Hall Inc. , Upper Saddle River, New Jersey. Mullins, J. W. Walker, O. C. , Boyd, H. W. and Larreche, J. C. (2006), Marketing Management, 5th Edition, McGraw-Hill, New York. BSkyB (2013), â€Å"Key facts figures†. [Online] accessed from http://corporate. sky. com/about_sky/key_facts_and_figures [22 March, 2013] CorporateSky (2013), â€Å"British Sky Broadcasting Group Plc : Unaudited results for the six months ended 31 December 2012†. [Online] accessed from http://corporate. sky. com/documents/pdf/latest_results/q2_press_release_2 01213. pdf [23rd March, 2013] Bskyb Marketing Plan The target markets of BSkyB are both individual citizens and small business enterprises, where the later will be at the centre in the targeting. BSkyB (Sky) is to segment the targeted markets geographically where the concentration will be small cities in UK. BSkyB (Sky) will concentrate its product/service strategy on SMS texting, apart from other common mobile communication services. BSkyB (Sky) plans competitive pricing to appeal the customers in UK mobile telecommunication sector. When it comes to distribution strategy, BSkyB (Sky) will place its services to the organized retail shops in the UK mobile telecommunication sector. For some markets, the distribute shops will be opened BSkyB (Sky) in malls of the geographically segmented cities. In order to reach the targeted customers in UK mobile telecommunication market BSkyB (Sky) will centrally focus on advertising so far as promotion is concerned. INTRODUCTION BSkyB (Sky) is a comparatively youthful firm in UK telecommunication industry, however has a considerable and rising track in the UK. BSkyB (Sky) offers an array of entertainment and communications services to just about 40% of homes, where its aired television channels are watched by more than half the populace every week in the country, and moreover BSkyB (Sky) employs thousands of group all through the different regions of UK the country. BSkyB (Sky) claims to have changed consumers’ experience of television and home communications in UK, whilst making momentous returns for its shareholders and further confidently contribute to the economy of the country overall. More clearly, overall, BSkyB (Sky) was projected to s put in a ? 5. billion giving to UK GDP in the year of 2011. So far as UK telecommunication industry is concerned, BSkyB (Sky) is fast emerging as a major player in the industry as regards the market segments of broadband and telephony markets, though its performance in these market segments are yet to be acknowledged as leading (CorporateSky, 2013). The major facts about BSkyB (Sky) are presen ted in the Table. Table: Key Facts: BSkyB (Sky) Source: BSkyB (2013) Adjusted operating profit for BSkyB (Sky) is a foremost measure of the underlying business performance. It has increased by 14% in 2012(? m) Source: CorporateSky (2013) Even though BSkyB (Sky) is making substantial profits restricting its operation the solo targeted segment of UK telecommunication market, yet it has ample opportunity to grow and increase profits shifting gears, where there ia an opportunity awaiting in mobile telecommunications services market segment. It is in this context that a marketing planning is developed for BSkyB (Sky) in this report. IDENTIFICATION AND ASSESSMENT OF MARKET The marketing process of a firm all concerns to planning and implementation of the research objectives defined in terms of the identified market segment to be targeted. This is what marketing management is described as an order of selecting target markets and further based on marketing planning acquire, carry on, and nurture customers all the way through generating , bringing and communicating advanced customer value. In this framework, marketing practitioners in firms are expected to be possessing proficient skill as per the requirements in the market, and they need to look for controlling the echelon, time, and concerto of demand (Mullins, Boyd and Larreche, 2006). The marketing attempt is connected to not only servicing he customers but as well benefiting the firms. So far as identification and assessment of the market is concerned, the procedure all concerns to analysing marketing opportunities, deciding target markets, planning marketing strategies, extending marketing agendas and finally monitoring and controlling the marketing endeavor that largely connect to marketing planning . However, a foremost component of the marketing planning process is discerning, innovative marketing strategies and plans that may well direct marketing attempts (Kotler and Keller, 2009:80). In this direction, the first and foremost task is to identify the opportunities in the market and find out the prospective segments where a firm can take opportunities to enhance its business and profitability. This report all concerns to identifying and assessing potential segments for BSkyB (Sky) UK telecommunication market. This business organizing operating in UK telecommunication industry is yet to make a mark and achieve a leading position. On the basis of identified market opportunities, it might be suggested to BSkyB (Sky) to concentrate on mobile telecommunications services, which appears a promising market segment, where BSkyB (Sky) huge opportunities to expand its business and so the profitability in order to emerge as a leading player in UK telecommunication industry. It is worth to mention here that UK mobile telecommunications market corresponds to one of the most striking tele-communications markets globally , with the mobile telecommunications services market segment creating just about ? 1 billion of revenue yearly, where yearly growth in this market segment is projected to total ? 900 million yearly. Therefore, BSkyB (Sky) should target acquiring 30% of the yearly revenue by 2018, after five years of systematic implementation of the extended marketing plan. MARKETING PLAN The marketing plan is the most fundamental tool for expressing and integrating the marketing attempts whilst targeting to a specific marke t. The marketing plan functions on two echelons namely strategic and tactical. Firstly when it comes to strategic marketing planning it all concerns to establishing target markets and the value offer for the customers. On the other hand, the tactical marketing planning spells out the product, price, place and promotion as strategies (Kotler and Keller, 2009:80). In the Figure a methodical process of marketing plan model is developed that involves planning, implementation, and controlling. Figure: Marketing Planning Model Source: Kotler and Keller (2006) In order to develop marketing planning for BSkyB (Sky), the both the strategic and tactical approach is adopted where the focus of the marketing efforts is concentrating on marketing mix components in the forms of product, price place, and promotion, apart from segmentation and targeting. Moreover, the marketing planning process for BSkyB (Sky) is developed based on the model extended by Kotler and Keller (2009) as mentioned above. This marketing planning is developed for BSkyB (Sky) to target the mobile telecommunication market segment in UK telecommunication market, so that BSkyB (Sky) could expand its business in the market and emerge as a leading player in the segment with enhancing its profitability for ensuring long term survival and sustainability. The planning involves marketing objectives, segmentation and targeting. The implementation involves marketing mix strategy and finally controlling involves measuring and reviewing the mid term achievements. This marketing plan is developed keeping in mind the duration of five years. Marketing Objectives, Targeting and Segmentation The process and strategy of segmentation all concerns to positioning strategy of a firm in the market, where the firm has already recognized and assessed the targeted customers , and further it is indispensable to determine as what position the firm wishes to engage in the selected market segments (Armstrong and Kotler, 2005). For getting done a thriving positioning, whilst the target customers discover that the product fulfills their wishes and needs, there are strategies the firm needs to peruse in the forms of defining objectives, deciding target markets and for segmentation(Mullins, Boyd and Larreche, 2006; Kotler and Keller, 2009). UK mobile telecommunications market corresponds to one of the most striking telecommunications markets globally, with the mobile telecommunications services market segment creating just about ? 21 billion of revenue early, where yearly growth in this market segment is projected to total ? 900 million yearly. Therefore, BSkyB (Sky) should target acquiring 30% of the yearly revenue from mobile telecommunications services market segment by 2018, after five years of systematic implementation of the extended marketing plan. The target markets of BSkyB are both individual citizens and small business enterprises, where the later will be at the centre in the targeting. BSkyB (Sky) is to segment the targeted markets geographically where the concentration will be small cities in UK. Marketing Mix Strategy The strategy of marketing mix involves deciding strategy about the four components of marketing mix namely product, price, place and promotion. In fact marketing mix strategy is trademark of marketing actions. Marketing mix is in fact a conscious attempt as regards division of a firm to decide on their offered products/services that eventually determine the success/failure of the firm in the market. Hence, the marketing mix strategy should be in line with the point in time, competition and the hope of the customers (Armstrong and Kotler, 2005). Accordingly the marketing mix strategy is developed for BSkyB (Sky). Product/Service BSkyB (Sky) will concentrate its product/service strategy on SMS texting, apart from other common mobile communication services. Price BSkyB (Sky) plans competitive pricing to appeal the customers in UK mobile telecommunication sector. This implies that BSkyB (Sky) will decrease or increase the price of services keeping in mind the movements of competitors, though high pricing strategy will be avoided in order to penetrate the market. Place When it comes to distribution strategy, BSkyB (Sky) will place its services to the organized retail shops in the UK mobile telecommunication sector. For some markets, the distribute shops will be opened BSkyB (Sky) in malls of the geographically segmented cities. Promotion In order to reach the targeted customers in UK mobile telecommunication market BSkyB (Sky) will centrally focus on advertising so far as promotion is concerned. The budgeting of promotion is to be as following: Print Advertising| Electronic Advertising| Internet Advertising | Others| 25%%| 35%| 30%| 10%| Controlling Strategy Yearly or half yearly controlling of marketing plan is suggestive in order to make sure that the firm is not wastefully expending and achieving the marketing objectives as per planning. So far as performance achievement is concerned financially the foremost ratio to watch is marketing expense-to-sales ratio. Moreover, the period-to-period fluctuations in every ratio may well be tracked on a control diagram. The conduct of consecutive remarks even within the higher and lower control limits ought to be looked at (Mullins, Boyd and Larreche, 2006). UK mobile telecommunications market corresponds to one of the most striking telecommunications markets globally , with the mobile telecommunications services market segment creating just about ? 1 billion of revenue yearly , where yearly growth in this market segment is projected to total ? 900 million yearly. Therefore, BSkyB (Sky) should target acquiring 30% of the yearly revenue by 2018, after five years of systematic implementation of the extended marketing plan. The achievement in this regard will be evaluated on yearly basis. Furthermore, period-to-period fluctuations in every ratio will be tracked on a control diagram by the marketing practitioners in BSkyB (Sky). Following is the planning of controlling on yearly basis. 1st year| 2nd year| 3rd year | 4th year | 5th year | %| 5%| 10%| 5%| 5%| In order achieve the marketing objectives, performance evaluation will be conducted on half yearly basis, and in the case of success/failure of achieving targets, further planning will reviewed accordingly. CONCLUSIONS AND RECOMMENDATIONS Even though BSkyB (Sky) is making substantial profits restricting its operation the solo targeted segment of UK telecommunication market, yet it has ample opportunity to grow and increase profits shifting gears, where there ia an opportunity awaiting in mobile telecommunications services market segment. BSkyB (Sky) should target acquiring 30% of the yearly revenue by 2018, after five years of systematic implementation of the extended marketing plan. In order to develop marketing planning for BSkyB (Sky), the both the strategic and tactical approach is adopted where the focus of the marketing efforts is concentrating on marketing mix components in the forms of product, price place, and promotion, apart from segmentation and targeting. BSkyB (Sky) should target acquiring 30% of the yearly revenue from mobile telecommunications services market segment by 2018, after five years of systematic implementation of the extended marketing plan. The target markets of BSkyB are both individual citizens and small business enterprises, where the later will be at the centre in the targeting. BSkyB (Sky) is to segment the targeted markets geographically where the concentration will be small cities in UK. BSkyB (Sky) will concentrate its product/service strategy on SMS texting, apart from other common mobile communication services. BSkyB (Sky) plans competitive pricing to appeal the customers in UK mobile telecommunication sector. When it comes to distribution strategy, BSkyB (Sky) will place its services to the organized retail shops in the UK mobile telecommunication sector. For some markets, the distribute shops will be opened BSkyB (Sky) in malls of the geographically segmented cities. In order to reach the targeted customers in UK mobile telecommunication market BSkyB (Sky) will centrally focus on advertising so far as promotion is concerned. Period-to-period fluctuations in every ratio will be tracked on a control diagram by the marketing practitioners in BSkyB (Sky). In order achieve the marketing objectives, performance evaluation will be conducted on half yearly basis. REFERENCES Armstrong, G. and Kotler, P. (2005), Marketing: An Introduction, 7th Edition, Prentice Hall Inc. , Upper Saddle River, N. J. Company Report (2012), BSkyB (Sky) Industry Report (2012), UK Mobile Telecommunication Industry: Euromonitor International. Kotler, P. and Keller, K. L. (2006), Marketing Management, 12th Edition, Prentice Hall Inc. , Upper Saddle River, New Jersey. Mullins, J. W. Walker, O. C. , Boyd, H. W. and Larreche, J. C. (2006), Marketing Management, 5th Edition, McGraw-Hill, New York. BSkyB (2013), â€Å"Key facts figures†. [Online] accessed from http://corporate. sky. com/about_sky/key_facts_and_figures [22 March, 2013] CorporateSky (2013), â€Å"British Sky Broadcasting Group Plc : Unaudited results for the six months ended 31 December 2012†. [Online] accessed from http://corporate. sky. com/documents/pdf/latest_results/q2_press_release_2 01213. pdf [23rd March, 2013]