Promotional Mixes Essay Example | Topics and Well Written Essays - 500 words

Promotional Mixes - Essay Example Being a new product, it will target an audience which will be the small and medium enterprises especially those managed by either women groups or the youths. The advertisement will all be about the potential of both the youth and women and will encourage them to open different accounts with the bank. The opening of accounts will be free of charge thus the bank will be emphasizing on offering clients with great services at no cost. One of the best options for the target market will be the opening of group accounts which will offer the benefit of no operating charges. If groups save a specified amount, groups can ask for loans depending on their savings. The loans come with low interest rates and payable depending on the amount to be borrowed and methods of payment will be better than that of normal loans (Lamb, Hair & McDaniel, 2011). The other method will be personal selling in that the bank representative resort to heading to where the small and medium enterprises are located to try and persuade the audience on the new product. This will involve calling meetings to be chaired by bank agents and try to face the group members in person thus Appling the push strategy thus creating consumer demand for the new product (Banasiewicz, 2009). Also the bank will apply the use of publicity involving the association with the general public regarding the use and benefits of the new banking product. This will be in form of press releases or press conferences, event sponsorship in that the bank may sponsor youth events such as soccer tournaments thus getting the opportunity to capture the attention of the general public .The other mix will be public relation involving the interaction between the bank and the business environment. This will enable the bank to get immediate feedback to questions and inquiries as far as the new product will be concerned. The bank will treat customer responses with utmost seriousness because they reflect

Training Need Analysis and Evaluation of Training Effectiveness Essay Example for Free

Training Need Analysis and Evaluation of Training Effectiveness Essay To assess how the organizational objectives will be realized through the delivery of a staff training programme that will focus on improved and/or changed skills, knowledge and/or attitudes of those directly involved or affected by the ‘change’ †¢To understand the process and importance of measuring training effectiveness in the organization †¢To measure the expressed needs of training effectiveness at work place from the individual †¢To find out the obstacles in the proper utilization and increase the effectiveness of Training programs and try to suggest remedial measures wherever possible. To decide what specific training each employee needs and what will improve their job performance. To differentiate between the need for training and organizational issues. Performing a training gap or needs analysis involves comparing what a person knows with what they need to know in the context of their particular job functions. Performing a gap analysis helps to eliminate over and under training and in so doing increases training effectiveness and efficiency. Measuring Training Effectiveness will help the organization Have a well-structured measuring system in place which can help the organization determine where the problem lies. This will provide the organization with an idea of where it sits in terms of training system effectiveness and in giving it the structure the administration need to construct a roadmap for improvement. This project will help in finding out the obstacles in the proper utilization and increase the effectiveness of Training programs and try to suggest remedial measures wherever possible. BHEL has always been ahead with their innovating HR practices. Thrust to develop and nurture the participative culture in the Company has continued since long. Human Resource Development has always been the focus area in BHEL. Workshops have been conducted from time to time for Supervisors and Executives on Enhancing Organisational Effectiveness. The objective of the workshop was to bring about better understanding and appreciation of the issues being faced both by the Company and the employees. The Training system at BHEL has always been exemplary. During 2002-03, 40466 participants were exposed to different training programs in various training Centers at Units as well as at apex level in NOIDA. Besides, 3700 Act Apprentices and 1300 Technician Apprentices were also provided with training at BHEL’s Units, as part of fulfillment of its social obligation towards the society. Also, towards its ongoing efforts for higher customer satisfaction, around 1100 customers personnel were provided training inputs on its products at Training Centers in the Units. Thus an opportunity to study at BHEL will be both enlightening and enriching. An organization either Business or Industrial Enterprises, needs many factors for its growth, further development and for its very survival. The most important factors are Capital, Materials, Machineries and Human Resources as the success or failure of any organization depends on the effective combination of these factors. Managing all other factors are comparatively easier than managing Human Resources. The Human Resources are most important and need to be handled carefully. Since all the other factors are handled by the human resources, they have to be trained in a effective manner to utilize the resources at optimal level to get the desired output and thereby to reach the organization goals. The effective combination of all these factors results to way for success. Training is defined as learning that is provided in order to improve performance on the present job. A persons performance is improved by showing her how to master a new or established technology. The technology may be a piece of heavy machinery, a computer, a procedure for creating a product, or a method of providing a service. Oliver Sheldon says ‘No industry can rendered efficient so long as the fact remains unrecognized that the in principally human – not a mass of machines and technical process but a body of men. If manpower is properly utilized it causes the industry to run at its maximum optimization getting results and also work for as an climax for industrial and group satisfaction in the relation to the work formed. Competitive advantage is therefore depend on the knowledge and skill possessed by employee more than the finance or market structure by organization. The employee training not only serves the purpose to develop their employers but also safe guard organizational objectives of survival and success through competitive advantages. The training function now popularly called as Human Resource In recent years, the scope of Training and Development has broadened from simply providing training programs to facilitating learning throughout the organization in a wide variety of ways. There is increasing recognition that employees can and should learn continuously, and that they can learn from experience and from each other as well as from formally structured training programs. Nevertheless, formal training is still essential for most organizations or teach them how to perform in their initial assignment, to improve the current performance of employees who may not be working as effectively as desired, to prepare employees for future promotions and increased responsibilities. The Computer Application Training and New Employee Training are most popular training topics. Various Management and supervisory skills such as leadership, performance appraisal, interviewing, and problem solving were also commonly taught. Many organization provide ‘Train-the trainer’ courses for superiors or peers who will in turn provide on-the-job training to others. Besides being one of the most important HRM functions, Training and Development is also one of the most expensive. Meaning and Definition: After an employee is selected, placed and introduced, he or she needs to be provided with training facilities. The training is the act of increasing the knowledge and skill of an employee for doing the particular job. Training is a short term educational process and utilizing systematic and organized procedure by which an employee is learned the technical knowledge. Definition: Staimez: defines ‘Training is a short term process utilizing a systematic and organized procedure by which non-managerial personnel to learn technical knowledge and skill† Mamoria: defines â€Å"Development covers not only the activities which improve job performance, but also those which b ring about growth of personality, helps individual in the process towards maturity and actualization of this potential capacities so that they become not only good employees but also both good men and women. S. P. Robbins: Defines â€Å"Training is a learning process which seeks a relatively permanent change in behavior that occurs as a result of experience. Dale Yoder: Defines â€Å"It is that deals with the effective control and use of manpower as a distinguished from other source of man power† Training is part of Human Resource Development. It is concerned with concerned with training, development, and education. Training has been defined as an organized learning experience, conducted in a definite time period, to increase the possibility of improving job performance and growth. Organized means that it is conducted in a systematic way. Although learning can be incidental, training is concerned with the worker learning clear and concise standards of performance or objectives. Training is the acquisition of technology which permits employees to perform their present job to standards. It improves human performance on the job the employee is presently doing or is being hired to do. Also, it is given when new technology in introduced into the workplace. Principle of Training: 1. Training Plan: This must be well planned, prescribed and ably executed effective implementation depends to great extend on planning. Organizational objectives: T D program must meet objectives of the Organization 3. Equity and fairness: T and D program must enjoy equal opportunity to drive benefit out of such training and must have equal chance to undergo such training. 4. Application specification: Training content is balanced between theory and practical. It must be ‘Application specification’/ 5. Upgrading information: T and D program is continuous reviewed at periodic interval as order to make them updated in terms of knowledge and skill. 6. Top Management support: Top management support is essential to make Training and Development effective. 7. Centralization: For economy of effective uniformity and efficiency, centralization of training department is found more common and useful. 8. Motivation – Training and Development have motivation aspects like better career opportunity, individuals skill development etc. , Importance of training in recent years: Recent changes in the environment of business have made the Training and Development function even more important in helping organization maintain competitiveness and prepare for the future. Technological innovations and the pressure of global competition have changed the ways organizations operate and the skills that their employee need. The tight labor market has increased the importance of training in several ways. First higher employee turnover means that more new employees need training. Second, it has been suggested that frequent and relevant development experiences are an effective way to gain employee loyalty and enhance retention of top-quality staff. Need for Training: Training must be tailored to fit the organization’s strategy and structure. It is seen as pivotal in implementing organization-wide culture-change efforts, such as developing a commitment to customer service, adopting total quality management, or making a transition to self-directed work teams. Pace-setting Human Resource Development departments have moved from simply providing training on demand to solving organizational problems. Trainers see themselves as internal consultants or performance improvement specialists rather than just instructional designers or classroom presenters. Training is only one of the remedies that may be applied by the new breed of Human Resource Development practitioners. In an age of network organizations, alliances, and long-term relationships with just-in-time suppliers, leading companies are finding that they need to train people other than their own employees. Some organization offer quality training to their suppliers to ensure the quality of critical inputs. Organisations with a strong focus on customer service may provide training for purchasers to their product.

Developing Joined Tables for Data

Developing Joined Tables for Data 4. Pre-Joined tables Consider creating tables of pre-joined data when two or three tables should join on a normal format by an application although the disadvantage of the join is not allowed, the pre-joined tables should: Consist no redundant columns (matching join criteria columns) contain only those columns completely essential for the application to provide its processing requirements Be made frequently using SQL to join the normalized tables. When the pre-joined tables are created the disadvantage of the join will raise a problem only once [Dick] [25, 41]. Since every new query does not cause a problem for the overhead of the table join process a pre-joined table is queried very effectively. 5. Report tables Most of the time developing an end-user report using SQ is possible. These sorts of reports need special data manipulation or formatting. Consider creating a table that displays the report when specific highly visible or critical reports of this kind are needed to be seen in an on-line environment. Then by using SQL and/or another report facility this table can be queried. In a batch environment The report should be made by using the suitable mechanism (application program, 4GL, SQL, etc.). then in sequence It can loaded into the report table. The report table must: Consist one column for each column of the report Have a clustering index on the columns which make the reporting sequence Not destroy relational tenets (such as, 1NF and atomic data elements) Page15 In order to carry the results of outer joins or other complex SQL statements Report tables are suitable. a simple SELECT statement can be apply to retrieve the results of the outer join rather than the complex UNION technique If an outer join is executed and then loaded into a table. Some RDBMS products support an explicit outer join function that can be a substitution for the UNION depicted. After all, based on the implementation, the explicit outer join can be simpler or more complicated than the UNION it replaces. [25,41]. 6. Mirror (duplicating) tables   Ã‚  It is necessary to divide processing into two (or more) different components in case of very active application system which needs creating duplicate, or mirror tables. Consider an application system that has very heavy on-line traffic during the morning and early afternoon hours. Both querying and updating of data are involved in such traffic. On the same application tables during the afternoon decision support processing is also performed. It always seems that the production work in the afternoon to destroy the decision support processing causing dead locks and time outs frequently. Creating mirror tables is a solution to remove the problem in this condition. Background set of tables is available for the decision support reporting and a foreground set of tables for the production traffic. In order to keep the application data synchronized a mechanism must be established to periodically migrate the foreground data to background tables. One such this kind of mechanism would b e a batch job executing LOAD and UNLOAD utilities. in order to maintain the effectiveness of the decision support processing This must be done as often as necessary. It is worth noting that since the access needs of decision support are usually significantly different than the access needs of the production environment, various data definition decisions like indexing and clustering may be selected for the mirror tables. Page 16 7. Partitioning tables Fragmentation or partitioning is a mechanism normally used in relational databases to decrease the execution time of queries. The terms Fragmentation, Partitioning, and Clustering in databases domain is inferred to a table split into smaller data sets to support the management of very large volumes of data properly. As mentioned before, two ways of achieving fragmentation are existed: vertical and horizontal [218]. Vertical fragmentation makes the designer able to group attributes of a relation into smaller records. For instance, a dimension may be split in order to have the name and city attributes in one partition and the remaining attributes in another partition. As a sequence, more records can be retrieved into main memory when a query asks name, because they consist fewer attributes and therefore their size are smaller. Contrarily, horizontal fragmentation split a table into smaller tables with the same structure but with fewer records. For instance, if some queries need the lat est data while others access older data, a fact table can be horizontally partitioned based on some time frame such as years [234]. Therefore, since smaller data sets are physically assigned to different partitions, these smaller data sets significantly facilitate administrative tasks, enhance query performance when parallel processing is used, and provide access to a smaller subset of the data (if the user?s selection does not refer to all partitions). During physical data warehouse design Fragmentation techniques should be selected. Oracle [213] provides four kinds of horizontal partitioning methods: range, hash, list, and composite. Each of them has different merits and design considerations. In range partitioning, the rows of a table are partitioned based on a range of values. In hashing partitioning, the rows of a table are partitioned according to a hash function used for an attribute of the table. Lastly,

mafia Essay -- essays research papers

Their guns terrorized the streets of New York. They were murderous, brutal thugs that killed with no feelings of remorse. They were bank-robbers, drug dealers, casino owners, hit men and pimps. They were the Mafia of the 1920's and 1930's. These degenerates played an important role in American history, they were more than just bank-robbers and gunslingers, and they were men that affected all facets of society. They were celebrities, some of the most recognized men in America. Their evil deeds made the front page of every newspaper. They were some of the richest men in America, but most of all; they were the scapegoats for America's problems. They were hated by many, respected by few and feared by all. In times of poverty and despair, they were looked upon as the "problem", which needed to be "fixed". The fear they imposed on America gave Americans something to unite over and fight against together. Sometimes, a person is most courageous when they are most fearful. They made America "roar" in the twenties and they took "the wrath" of thirties. They were some of America's most dangerous men and some of its most famous as well. In order to obtain an objective view towards the Mafia, one must know a little about its history. The Mafia was first started in the ninth century, in Sicily. At this time, Arab forces were occupying Sicily. The natives were being oppressed, so they took refuge in the surrounding hills and formed a secret society to protect against the foreign invaders. This secret society was named Mafia, after the Arabic word for refuge. The society's intentions were to create a sense of family, based on ancestry and Sicilian heritage. During the 1700's, Mafia leaders began to force their way to the head positions in the Sicilian government and used government funds for their own private endeavours. In the early 1900's, when Mussolini and the Fascists came to power, he vowed to rid the country of all the Mafia. Keeping this in mind, and the fact that there was money to be made through extortion, prostitution, gambling and bootlegging in the United States, many Mafioso's decided to come west to America. Charles "Lucky" Luciano, the eventual organizer of the New York Mafia, was born in Sicily in 1897, and came to New York. Luciano climbed the "criminal ladder" and by 1935, he was known ... ...titution was so profitable, because it offered the most easily marketable and vendible product in the world; sex. The Mafia used the prostitutes as tools to make more business. They placed their "girls" throughout their clubs, so they could lure some high roller in the back for a drink or two. They worked the bars, and listened to lonely middle class men who needed a shoulder to cry on. They were on the streets mingling with the crowd, looking for their next perverted customer. The bosses often used prostitutes to "sweeten" deal between rival leaders or crooked politicians. They were as dangerous as the trained killers were, because they possessed something more powerful than guns. They were just as ruthless as the men that put holes in people's heads; they only came in a nicer package. The Mafia men of the 1920's and 1930's were some of the most influential men in American history. They robbed banks, killed people, stole, cheated, lied and corrupted an already corrupt country. They were not role models, and they did not aspire to be. They were businessmen, men who had only two objectives, money and power. They saw a need for something and they produced it.

Beowulf Embodies the Values of Anglo Saxon Society

The Anglo-Saxon people, who ruled England up until the Norman conquest, were composed of warlike Nordic and Germanic peoples. They descended from the Angles, Saxons, and Jutes. They valued courage, strength and desire for fame and glory and commitment to obtaining it (similar to the ideals regarding fame and honor espoused by Homers Achilles). They also valued generosity and the protection of others. The first value, courage, is constantly put to the test in the dark and dangerous world of Beowulf. This world was filled with monsters and obstacles to slay or overcome. Beowulf himself is said to be the strongest man on earth at that time, and the way he wrestled Grendel almost effortlessly, while so many others had failed, proved that he had a kind of superhuman physical strength. His desire for fame and his commitment to obtaining it was also very strong, he had an enormous amount of willpower and was determined to win himself a name. Even after he was famous throughout the known world for his deeds, he still was not yet satisfied. After he had fought in many battles and saved the Danes from Grendel and Grendel's mother he was still not content. He battled the dragon, which was his greatest accomplishment, and proof of his courage and sheer heroism. Although it can be interpreted as a proof of courage, one could also look at it as foolishness, a man's selfish desire to gain glory, even after he has been saturated with it. However, the Anglo-Saxon concept of selfishness was far less abstruse than our own. Their idea of generosity was helping friends and allies, especially in form of gifts for chivalric acts. He did slay the dragon and Grendel partially because he wanted to protect the Danes and his own people from these two atrocities, but he was also motivated by a desire for glory. Beowulf himself was apathetic to the notion of death, he stated it many times throughout the poem, a fine example is his speech prior to fighting Grendel. However, he is obsessed with his legacy and his name, which is more important than life itself to him and the other Anglo-Saxons. For example, the slave in Beowulf's expedition to slay the dragon is not even in the headcount due to his lineage and rank. Fame is part of building the noble family name and rank. Social mobility was fairly high among the warrior class in Beowulfs times, much like it was in the Roman legions. A good name and the amount of gold determines a warrior's rank, the world of Beowulf, for the warriors at least, is a meritocracy.

Automation and Artificial Intelligence

Automation is on an increase across all technologies and fields. This increase has led to the transformation, and the future role people play in Global workforce. The rise of artificial intelligence will result in the need for new skills and roles. Some Skills and roles may disappear and others will evolve. Some industries may need more people and others may need less or none. The balance in human workforce will be impacted hard. Non-availability of required skills & re-skilling will disrupt the workforce in all industries. Organizations and people would need to adjust to this change. While machines need to be built and maintained, artificial intelligence leads to job loss due to the skill gap and jobs eliminated by machines.Impact of Artificial Intelligence on the WorkforceAutomation & Artificial intelligence will result in improvement of productivity and economic growth, but millions of people may need to switch occupation or upgrade themselves to stay in the global workforce. Automation will have a far-reaching impact on the global workforce. By 2030 at a 15% midpoint level of automation adoption, 400 Million workers will be displaced by adoption of automation. According, to a 2-year independent study by the McKinsey Global Institute (Dec 2017). It is estimated that in 60% of the occupation almost one-third of the activities could be automated. A SurveyMonkey poll on AI conducted for USA TODAY also had overtones of concern, with 73% of respondents saying that would prefer if AI was limited in the rollout of newer tech so that it doesn't become a threat to humans. USA Today. (Jan. 2, 2018). Unfortunately, with the pace at which automation and artificial intelligence are growing, 3 to 14% (75 to 375 Million) of the workforce will need to change their occupational category.Historical data on the technology shiftâ€Å"Innovation has generally liberated humans to be more productive,† says Rep. John Delaney.â€Å"Similar to the personal computer in the 1980s, AI will reshape our personal and business lives in such a dramatic manner, most companies today cannot comprehend the full impact,' said Anand Rao, PwC US Data & Analytics Innovation leader. Fear of technology advancement had always been there. From the textile revolution in 1811 with the advent of personal computers in 1980 world leaders and the Global workforce are worried about technological advancement. â€Å"The major challenge of the sixties is to maintain full employment at a time when automation is replacing men.† President Kennedy (1961). Although there had been concerns, every time a technology shift has happened more jobs had been created than lost. When a workforce is shifted from the usual mundane jobs, they have focused on more creative and productive areas, resulting in the advent of the human race. The past may not be an exact reflection of present or future. The advance of automation and artificial intelligence could be far reaching. A robot that could just build is different from a robot that could design and build.Artificial intelligence, Skill Gap & Workforce TransitionTo be successful in an automated world, Man & machine need to work together. One cannot replace the other. This would require new and niche skills with exceptional leadership skills. However, However, â€Å"77% of CEOs say they see the availability of key skills as the biggest business threat.† USA Today. (Jan. 2, 2018). According to an EY poll, 80% of the organization recognize the shortage of required talent to drive Artificial Intelligence adoption as the top challenge. Technology and Innovation along with the on demand human capabilities like leadership, creativity, problem solving, and passion will make organizations thrive in the market. Eventually an automated world is a possibility, however in the process will create major ripples in the workforce. The change would go beyond Man versus Machine and require re-learning and retooling.Impact on societyLarge corporations like Apple, Amazon, and Facebook had refused to comment on Artificial Intelligence. However, they do have people tasked with monitoring Artificial Intelligence. Microsoft had announced that they have created a review board called Aether – AI and Ethics in Engineering and Research. USA Today. (Jan. 2, 2018). Trusting and allowing Artificial Intelligence to control, drive cars and aeroplanes, and automated trading may eventually lead to AI taking control of learning and updating themselves resulting in an uncontrolled growth of machines. A study by McKinsey Global Institute (Dec 2017) suggests countries like China, India, USA and Germany will have more percentage of work activities displaced by automation. A 38 % of automation achievement would throw some western democracies to authoritarian policies to control the civil chaos as suggested by Brookings institution. Calum McClelland (2018). Governments and policy makers should handle this situation carefully.ConclusionEven if we successfully transition, we would lose all jobs to artificial intelligence and automation. Being creative and keeping us educated will give a good chance in this changing world.ReferenceArtificial intelligence: Doomsday scenario – or age of wonder? – USA Today. (Jan. 2, 2018)You can't have a machine age without humans – PwC report – ENP Newswire. (Mar. 1, 2017)AI creates jobs, yet talent crisis remains, according to EY poll – ENP Newswire. (May 1, 2018)Jobs lost, Jobs gained: workforce transitions in a time of automation – McKinsey Global Institute (Dec 2017).

Funk Art Movement, From Ceramics to Found Objects

Funk Art Movement, From Ceramics to Found Objects By the middle of the 1950s, abstract expressionism had held sway in the art world for a full decade, and there existed certain artists who felt the adulation had gone on for roughly nine years too long. In an uncoordinated artistic rebellion, a number of new movements began to gain traction. The one characteristic these movements had in common was shunning the abstract in favor of the tangible. From this, the delightfully-named Funk Art movement was born. Origins of the Funk Art  Name The romantic version of Funk Arts etymology says it came from jazz music, where funky was a term of approbation. Jazz is also perceived as unrefined and especially with late 50s free jazz unorthodox. This fits neatly, for Funk Art was nothing if not unrefined and unorthodox. However, it is probably closer to the truth to say that Funk Art came from the original, negative meaning of funk: a powerful stench, or an assault on ones senses. Whichever version you believe, the baptism occurred in 1967, when UC Berkeley Art History professor and Founding Director of the Berkeley Art Museum, Peter Selz, curated the Funk exhibition. Where Funk Art Was Created The movement got its start in the San Francisco Bay area, specifically at the University of California, Davis. In fact, many of the artists who participated in Funk Art were on the studio art faculty. Funk Art never outgrew being a regional movement, which is just as well. The Bay Area, the epicenter of the underground, was probably the one place in which it could have thrived, let alone survived. How Long the Movement Lasted Funk Arts heyday was in the mid- to late-1960s. Naturally, its beginnings were much earlier; the (very) late-1950s seem to be the point of origin. By the end of the 1970s, things were pretty much over as far as artistic movements go. To include all possibilities, it can be said Funk Art was produced for no more than two decades and 15 years would be more realistic. It was fun while it lasted, but Funk did not have a long life. The Key Characteristics of Funk Art Found and everyday objectsAutobiographical subjects(Frequently inappropriate) humorAudience engagementElevation of ceramics Historic Precedent Funk was preceded by another Bay Area art movement known as Beat Era Funk or Funk Assemblage. Its attitude was more surrealistic than funky, but it did add a few notes to Funk. Despite also being regional, Beat Era Funk never garnered much popularity. In terms of humor and subject matter, Funk Arts lineage goes straight back to Dada, while its aspects of collage and assemblage hearken to Pablo Picassos and Georges Braques Synthetic Cubism. Artists Associated with Funk Art Robert ArnesonWallace BermanBruce ConnerRoy De ForestJay DeFeoViola FreyDavid GilhoolyWally HedrickRobert H. HudsonJessEd KienholzManuel NeriGladys NilssonJim NuttPeter SaulRichard ShawWilliam T. Wiley Sources Albright, Thomas. Art in the San Francisco Bay Area: 1945 to 1980, Berkeley: University of California Press, 1985.Nelson, A. G. You (exh. cat.),  Davis: University of California Press, 2007.See: The Early Years of the UC Davis Studio Art FacultyOral history interview with Bruce Nauman, 1980 May 27-30,  Archives of American Art, Smithsonian InstitutionOral history interview with Roy De Forest, 2004 Apr. 7-June 30,  Archives of American Art, Smithsonian InstitutionSelz, Peter. Funk (exh. cat.).  Berkeley: University of California Press, 1967.Tinti, Mary M. Funk Art,  Grove Art Online, accessed 25 Apr. 2012.