(A). Instruction MKM-5600, diss 2 (Kotler, P., Keller, K., and Chernev, A. (2022

(A). Instruction MKM-5600, diss 2 (Kotler, P., Keller, K., and Chernev, A. (2022). Marketing Management (16th ed.). Pearson. ISBN: 978-0135887158.) Consider the following guidelines: Minimum of 500 words and 3 references in APA format Depth of Insight: Effective commentary is never trivial or obvious, and it should never be merely a recital of facts. Facts should be placed within the context of analysis of course materials, as well as previous posts, and their presentation should clearly support the position stated. Evidence must be sufficient and specific. Thus, citing references that back up one’s statements is required as each post will need to include a reference to an academic article that supports your position, and you can only use each academic article reference once during the course. Relevance: This element concerns the timing, fit, and placement of your comments. A relevant contribution takes into account previous comments to build a coherent, focused discussion. Effective listening/reading, a good sense of timing, and willingness to integrate the work of others or respectfully challenge ideas are skills that lead to relevance. Occasionally, someone may make a comment that changes the course of the discussion, and this can be beneficial as long as it relates to module topics. Clarity and Conciseness: Clarity involves speaking with urgency, vividness, and persuasiveness. Conciseness requires that you make your point with only the necessary words. A long comment (more than five sentences) is not necessarily a good comment; for example, if your point gets buried in the length of the post. Involvement: This element concerns the energy, interest, and enthusiasm you bring to the discussion. Involvement is shown in thoughtful listening, tracking of the ongoing discussion, and poised responses that contribute positively. Involvement is discriminating in that you are wholly engaged in the discussion with relevant points of interest, but you are also capable of leading the conversation forward when appropriate. You are expected to be involved in the conversation throughout the module. Discussion will focus on the following: (500 words, 3 references) Pricing can be one of the most challenging considerations in business—price something too low, and a business can fail to make profit. Price something too high, and business can quickly evaporate. How does a customer’s frame of reference influence the price they are willing to pay for a product or service? [MO 2.2, MO 2.3] You are required to reference at least one academic article to ensure you are reviewing academic literature to support an MBA-level understanding. You may pull from your textbook, articles, and other material to provide specific answers, processes, concepts, and examples. The first response will start the discussion and each corresponding response must add to what has been said in previous posts. (B) Instructions HRM5300 diss3 responses (200 words each) a. (jen) As a unionized organization, we have certain hiring obligations based on the collective bargaining agreements. At my organization, we post all positions for a minimum of 5 days internally and externally. We consider all internal candidates and will generally interview all internal candidates. Positions must be posted a minimum of 5 days before a finalist is identified. One strategy that we try to support is to fill higher-level positions with internal candidates. Most of the processes and procedures in my organization are pretty complex. We have found that internal candidates fare better as they can navigate the system a little easier than external candidates based on their previous experience within the organization. Conversely, our lower-level positions are best served by externally recruited candidates. We are able to train accordingly and ultimately promote internally. The recruiting website that I investigated was Indeed. My organization posts positions on our own website and also via Indeed which I recently became aware of. I found that the postings on Indeed are the exact same postings from our website. In most cases, you can apply to my organization via Indeed or via a link that takes you directly to our website. I also found that Indeed has ratings and reviews on companies from many industries. They also show the approval ratings of CEO’s for some companies. Indeed also provides comparisons of companies from the same industry. For example, you can compare working at Best Buy vs. GameStop. This information can be very useful in determining which organization you feel would be a better fit for your career. I noticed that several reviews indicated that some companies have great jobs, however, there is no room to grow/advance. Another useful tip when determining a career trajectory. The site also provides average salaries for jobs in many industries. You can search for current openings across the U.S. under the average salary. Indeed provides skills that may be needed for positions. This will assist job seekers in determining if they are qualified for positions. Although I’ve been at the same organization for 13 years, I have only been in my current position for 18 months. I fully examined my job description when I initially started my new role, however, I often refer to it just to ensure that I am meeting expectations and performing my essential duties and responsibilities. I am in a new position that was created based on the needs of the department. Others have the same job title in my organization, however, the position never existed in my current department. I feel that the job description does accurately represent my duties. Recently, I have found, however, that the position has evolved which may require an update to the job description. My core duties are the same, however, I have found myself involved in additional projects. The process of updating or formulating job descriptions is the responsibility of the hiring manager. Once revised/created, it is sent to our compensation unit to determine a salary and/or provide a new rate if a change in salary is warranted. (b) (keisha) – I currently work for the State of NJ in Human Resource, prior to starting with the agency a few years ago this agency was still utilizing paper method and a system that IT created, which wasn’t the best system. Subsequent to starting we began to utilize a recruiting platform called JazzHR for all of our recruiting, which then sends the posting to Indeed.com.We also send the job posting to the Civil Service Commission to post on their site. We utilize this platform for both external and internal recruitment. Organizations that utilize their own website can tune their recruitment message and focus in on specific people, which is what we do when we have an internal posting. I feel recruiting externally may be best supported by business strategies the require fresh perspectives or diverse workforce. External recruitment can help infuse new perspectives in the organization. On the other hand internal recruitment may be more suitable for business strategies focused on employee development, retention and succession planning. When wanting to promote within it provides growth opportunities to current employees, which is an effective approach, it allows our agency to leverage the existing knowledge, skills and cultural understanding while promoting employee loyalty and morale. – I decided to investigate Monster.com. When accessing this site it seems to be a straight forward site. Right away there is a search box to utilize for specific job titles or keywords. I like the fact that it has a link for new graduates that helps to translate your experiences, helps to build resumes, explore options, and gives pointers to help with mastering interviews. This site can very useful and help to not only me and my classmates but anyone in search of employment – I last saw my job description in September 2023, when receiving my review through our ePAR system which stands for Electronic Performance Assessment Review. A lot of state agency use this system for providing feedback to employees and for employees to provide their feedback to their manager or supervisor. The job description did accurately represent what I have done, currently do and more. With the ePAR system you receive notification when your review becomes available, you have the chance to review the feedback from you manager or supervisor, you also have the opportunity to provide feedback regarding the ePAR. Working in Human Resource there have been employees who do not completely agree with the feedback they receive. At that time they are able to discuss with their manager and Chief of Staff as to why they do not agree with the feedback they are receiving. At this time I do not have any recommendations to make to my specific job description. I feel when formulating job descriptions a comprehensive job analysis must be conducted, roles and responsibilities must be clearly defined, required qualifications must be stated, and the employers culture and values should be stated. This will help give job seekers the exact information they when applying to an establishment.