Home Depot Essay Example for Free

Home Depot Essay Organizational talent is where the organization has the best of the best personnel in as its staff. This covers all the departments of the organization from subordinate staff, production staff as well as the technical staff. Having such a staff base can be advantageous to the organization in terms of efficiency and quality service delivery. The Home Depot Company is one such organization that has the very best personnel as members of its staff. According to Bullard (2010), there are a few basic tactics in which and organization can make maximum of use of its organizational talent and they are: Remove your Constant Underperformers: It is a waste of resources to pay an employee whose performance is not worthy talking about. Therefore in order to remain with employees who can perform, it is wise to get rid of the nonperformers. This is one strategy that the Home Depot uses to improve its service delivery. Bad apples: There are many obstacles that an organization encounters in the day to day running of its activities; therefore for there to be smooth running of the business, the organization should get rid of these internal and external obstacles. Hidden gems: Each organization has the â€Å"silent performer†. This is the employee who is never in the limelight but delivers the best services for the company. Discovering this employee and nurturing him through motivation is the best way that an organization can use to ensure that the organizations talent is maximized. High-quality outside hires: Short term outsourcing can be beneficial for the company especially in technical areas. The human resource department should always be on the look out for those potential employees who can add value to the business and hire them when need arises. The Home Depot as an international brand intends to use the following management techniques to gain a competitive advantage in the Do It Yourself industry (Hewitt, 2007). Performance Management: The performance management allows the company to evaluate the individual performance of its employees and as such it can able to tell which employee fits in which department and how to ensure they deliver the best service for the company. Compensation Management: Nothing can be more motivation an employee as being rewarded for good performance. The Home Depot Company is one such company that ensures that its best performers are recognized and rewarded. This gives them more moral to perform and deliver quality work for the company. Learning Management: Employee training forums help them to be able to learn about new production as well as sales and marketing and as such they can be able to diversify and produce more quality goods. The Home Depot intends to use this management feature to ensure that their staffs especially in the production sector are well trained and conversant with the latest market trends and designs. Social Networking: Social networking can also be referred to as team building, even thou this concept is not new at the Home Depot company, it seeks to improve it and come up with diverse methods of networking and team building. Discuss the Key Channels that Home Depot Developed for Recruiting Talent By recruiting talent, the Home Depot has been able to build the following key basic channels of organization management as well as customer relationship management. The Home Depot has been able to discover capabilities that can be used to determine the success of the customer experience as well as the customer relationship management (Hewitt, 2007). Some of the capabilities include the design and implementation of viable customer relationship management (CRM). This will be used to ensure that clients’ needs are well taken care of. Another key channel that the Home Depot developed by recruiting talent is that it has been able to determine the most productive channel for each department. This has ensured that the level of production in the organization is on steady upward progress in each and every department (Hewitt, 2007). The last key channel of development that the Home Depot develops by talent recruit is that it has been able to build a mutual relationship between itself and its various business partners and associates. This has helped it to ensure that there is smooth running of businesses it the various franchises that it operates in and outside America. Discuss the Critical Programs used by Home Depot to Keep Talent in their Pipeline  The Home Depot has put in place a few programs / strategies that are meant to ensure that the staff it hires are not tempted to jump ship and search for greener pastures but they stay committed to their work. For the new recruits, they are first guided on the various functions of the department they will assigned to, after which they are given a challenge to undertake (Hewitt, 2007). The talent will feel â€Å"empowered† by the challenge given to him / her and will strive to deliver the best, however the management is always on the standby to ensure that they are given any support that they may require. In addition to that, the skilled talents are allowed to try out a variety of roles before they can be advised on the best carrier choice to take. Finally the talents are given an opportunity to try out new innovations and ideas that they might have, by so doing the talents will feel appreciated and as such it will hard for them to leave the organization (Hewitt, 2007). Discuss Three Lessons Learned by Home Depot related to Talent Management. Some of the lessons that the Home Depot learned in relation to talent management are: Investing in talent, give programs time to work, listen and respond to naysayers. Listen and Respond to Naysayers: In every organization, there is always positive and negative criticism coming in from all quarters. The Home Depot has learnt to use the public relation skills by always giving a positive and promising feed back to any criticism that is raise against it. In so doing the company has been able to draw admirers from different regions of the world. Youth Investment: The youths can be used to determine the future of an organization, this is because of their willingness to work, learn and deliver. The youths are also innovative and filled with creative ideas. The Home Depot extensively invests in the youths in all sectors and departments. The youth are then given the responsibility of delivering quality serviced for the organization. Time: The rush by most organizations to have instant results is what makes the programs the implement fail, however when it comes to Home Depot, it has learnt to give time for the programs it implements to develop, mature before the results trickle in. y so doing, the company has been able to reap maximum inputs from the output it gives. Summation / Conclusion The Home Depot Company is a sure that with good planning and implementation, any business can grow into an empire in the shortest time possible. In addition to that investing in youth talent is another way for a company to expand rapidly. The Home Depot should spread its customer base to other untapped market like Africa where there is a lot of potential.

The Massachusetts Technology Sector Essay -- Journalism Journalistic E

The Massachusetts Technology Sector After working for more than five years as a software engineer at a Massachusetts-based digital-video editing company, Dave Lanzar decided it was time to take a chance and join the ranks of a start-up streaming media company that had yet to go public. â€Å"The future was rosy and we were all going to get rich,† Lanzar said. But that future never materialized, and the company that was supposed to make Lanzar rich no longer exists. He was laid off in August 2001, one month before the terrorist attacks on Sept.11, 2001 accelerated an already progressing downturn in the job market that hit the Massachusetts technology sector especially hard. Lanzar did not work as a programmer again for over two years. During that time he burnt through his entire savings and starting doing odd jobs like baby-sitting and lawn-work to survive. In October 2003 he secured a several-month-long contract job. After the contract ended in early 2004, it was six more months until Lanzar found a permanent job. Even though he is back to work, his extended, unpaid and unwanted vacation still haunts him. â€Å"I definitely, sometimes feel my rustiness. I’m having to work very hard to overcome that,† Lanzar said. The Massachusetts high-tech industry has been the setting for thousands of similar stories since 2001. The Greater Boston Chamber of Commerce reported that, between 2001 and 2003, the Boston area alone lost 32,000 high-technology jobs -- a 22 percent loss. The Mass Software Council reported in the 2004-2005 edition of its yearly software industry research publication, The Complete Guide to the Massachusetts Software Industry, that the state lost 121 software companies and 3,859 software-related jobs in 2... ...the state will not invest too heavily in one specific technological growth area, such as stem-cell research, while ignoring the rest. â€Å"We think if there’s going to be an investment in technology, it should be more broad-based,† said Boulanger. Boulanger also warns of possible dangers looming on the horizon that could impede growth. He points to proposed Massachusetts House bill 2606 as a potential momentum killer. The bill aims to close corporate tax loopholes, and includes a measure to ensure that any software bought online would be subject to state tax. The bill claims this loophole is worth an estimated $50 million dollars in yearly revenue. â€Å"It’s definitely moving in the wrong direction,† Boulanger said. â€Å"The state government has the ability to make Massachusetts companies more competitive around the margins. And that is all we are really asking for.†

Chinese Starbucks Essay

1. Many of the same environmental factors, such as cultural factors, that operate in the domestic market also exist internationally. Discuss the key cultural factors Starbucks had to consider as it ex-panded into China. Starbucks has found success in the USA because of marketing towards â€Å"20-40 year old men and women who are concerned with social welfare† thus creating the coffee house atmosphere-Heather Karr Employee of Starbucks in Madison, WI. The coffee house in the US includes college students studying, young professionals having casual meetings, â€Å"Soccer Moms† grabbing a cup of Joe after dropping the kids off at school, etc. All-in-all Starbucks is selling not coffee but the idea of a â€Å"coffee break†, a time during the day that one can sit back, relax, and forget about the daily grind. Starbucks had to consider this as part of their main success and research China’s culture to see this same possibility existed for them there. Luckily they found that it did. Due to China’s communistic government implementing a â€Å"One Child Law† the same age demographic surprisingly existed: 20-40 year old men and women who want a place to socialize and take a break from their lives. The Family Planning Law in China was implemented to control the growing population in China, has many exceptions, and began in 1978 (enforced in 1979). Learning about this law in a history class previously, I never considered it in a marketing aspect. These individuals have grown up as single children and may have a sense of entitlement. They are well educated as the US media is always reporting on their countries’ amazing international grade reports. So, this group of â€Å"Little Emperors† are more aware of western culture than generations previous and Starbucks had to of discovered that they could give these people a taste of the western world. Lastly, Starbucks had to consider China’s tea consumption before expanding. While the US likes their coffee, China prefers tea in their social events. How could Starbucks take their signature product of coffee and still be successful? They had to sell the coffee house experience and that’s exactly what they did. 2. Discuss the key political and legal factors Starbucks had to consider in the Chinese marketplace. What are the risks of entering a country with these factors? What changes have occurred in China’s polit- ical and legal structure to the advantage of foreign companies? The standout political/legal factor for Starbucks expanding into China is Communism. Starbucks company originated in a democratic capitalistic country where it became successful. Expanding into China requires a lot of research into not just foreign laws but a very strict and controlling government that frowns on western practices. In 1999 when Starbucks began its expansion they did it with joint ventures meaning they licensed the right for Chinese citizens to sell Starbucks coffee and use their logo. Joint ventures and dictatorship are risky ideas and Starbucks could have easily failed. They made their risk minimal by only receiving royalty fees for the license to use their logo. China became a member of the World Trade Organization in 2001 thus opening the ability for American companies to freely participate in their market. Starbucks took this opportunity buy out is partners and take control over the 60 stores in existence in 2006. From 1999-2006, Starbucks had plenty of time to learn about Chinese culture and educate themselves in Chinese business that allowed them to feel confident about expanding in the future. 3. What demographic factors were important for Starbucks to understand in China? What were the demographics they decided to target? As I stated in my answer to question one, Starbucks had to understand their own target demographic in the successful US market and see if they could replicate that in China. Luckily for them it did. Political factors like the â€Å"One Child Law† gave way to a culture shift among previous generations that allowed for the 20-40 year old demographic to thrive. These citizens are independent, educated, and desire to socialize amongst their peers with no where to feel at home in. Starbucks, by â€Å"tweeking† their menu slightly and adding more dining space than other shops in other countries, adapted to these Chuppy† demands and found success. 4. What was the initial global-market strategy Starbucks employed to enter China? Discuss the advantages and disadvantages to this early strategy. How has their strategy changed since then and why? Initially Starbucks implemented a joint venture strategy. Meaning, they licensed their company for use in China believing that Chinese business individuals could have a better chance at success than they could. They also took that opportunity to learn and educate themselves about Chinese culture and business all the while receiving royalties for the licenses. This was a minimal risk for them as China was not a country that allowed a global market place to exist until its membership in the WTO in 2001. Their membership created an opportunity for Starbucks to take control of its licenses and eventually to expand further into the country.

Example Chapter 1 Thesis - 3014 Words

Automated Sales and Inventory System For Joica Trading Hardware and Construction Supply Department of Information Technology and Management College of Sciences In Partial fulfillment of the Requirement in System Analysis and Design Presented to: Prof. Dimaano Prof. Doctor 2nd Semester, S.Y. 2012-2013 Abstract TABLE OF CONTENTS Page TITLE PAGE i Chapter I Background of the Company 1 Organizational Chart 2 Locate of the Study 3 Overview of the system 4 Data flow Diagram of the existing system 5 Used Cased Diagram 6 Ishikawa Diagram 7 Data flow of the recommended diagram 8 Chapter II Feasibility Study Operational Feasibility 9 Technical Feasibility 10†¦show more content†¦User Overview of the Existing System They are using logbooks or any paper material which they can write their transaction records. After one week, they are reviewing all of the records and tally the most demand product and transfer it in a new logbook which used for final record data. User 1: Owner/ Sub-Owner The owner/ sub-owner acts a manager of the business they are responsible all the transaction. They are taking the customer wants, recording the data, make inventory and managing the staff and the whole business. User 2: Staff The staff is responsible for handling the customer’s cash and solved products are tallied and while it is in the log book. With no real inventory system they are also double checking if what the solved products are. Ishikawa Diagram Use Case Diagram The customer will request to buy an item or product to the staff. The staff will check the item and if it is available, the staff will process it into payment then give the customer the requesting product. CHAPTER II Operational Feasibility The records of the hardware store are stored in a logbook and updating it every day because of their everyday transaction. The data are arranged manually by the use of logbooks to record every single transaction of the customers. 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