Similarly, it is also essential to assess the feasibility of the constructed business strategy to determine whether it can be implemented to new product concept development successfully or not. It depicts that for Marks and Spencer the proposed business strategies in reference to new product development must be scaled. This process is started while idea generation and financial planning as well as continue to the process of implementation. Here there are number of aspects that are necessary to take in consideration such as company should make sure can the developed business strategy be funded, organisation have the capability to meet the required level of performance in terms of products quality, store services and other. At the same time, it is also essential for Marks and Spencer to determine the marketing and management capabilities needed to maintain the achieved market and competitive position.
Doing full justice to the concept requires extensive changes to the prevailing practices in higher education. While recognizing the merit of such changes, higher education institutions should be committed to function within the existing regulatory framework and will institutionalize Seamlessness in a phased fashion over time. The initial courses begin with several key dimensions of Seamlessness to enhance student experience. Each student must construct a significant portion of his/her own curriculum with the guidance of faculty members. Seamlessness means providing students with the occupational, spatial and temporal mobility demanded by today’s globalized economy.
The versatility of skills and knowledge expected of the career counsellor in processing with client their career choices requires specialised training and the coaches who possesses personality characteristics that makes this journey more pleasant and motivating. The second key pointer, is the need for continuing education to acquire and maintain a reasonable level of awareness of the modern and on-going scientific and professional facts and news in the fields of activity. Counsellors maintain their competence in the skills they use, where they are open to new procedures, and remain informed regarding best practices for working with diverse populations since our society now is multi-cultural. (ACA, 2014) The career counsellor must be skilful
Arranging such events would enable Career Services Ltd to promote career development of fresh graduates, students as well as professionals. For this purpose, the project plan would enable us to attain said initiatives. This section is based on identifying different PMP elements with regards to setting up career development events in educational institutions.
PMP credential is the most optimal means through which you can not only expand your project management acquaintance and ability but also give required boost to your career. This is a professional certification is recognized internationally and provided in many countries. This industry renowned credential, point towards your proficiency and knowledge. It is a must-have professional certification for the project managers. The PMP certification offers a competitive advantage; open avenues for better work opportunities and enhances the potential to draw more salary than the Non-Certified project managers.
It is intimately connected with all personnel/managerial activities in an organization. It is also an integral part of the whole management programme. Training is a vital necessity; because, apart from the advantages discussed above, it enables them to develop themselves and grow within the organization, improve upon their ‘worth ', earning capacity, and job security. It helps the employees to understand the management correctly, and develop a sense of involvement in the organizational affairs. The management is benefited in the sense that higher standards of quality are achieved, satisfactory organizational structure is built up, authority delegated down the line and the employees are motivated.
The provision of formal training and informal employees will improve the quality of the work submitted and will increase the employees’ work experience, and therefore increase capital and further influence employees and development (Huselid, 1995). Summary of the literature
Employee training and development is important to a company as it will create ready available and suitable replacements for personnel who had resigned or promoted. It will also boost the company to use advance technology and software because of adequate knowledgeable employees. These will achieved a more effective and efficient team to enhance the organization competition level. 2.3 Career Choice and Career Management Strategy 2.3.1 Fuji Xerox Company Limited had established its good company policy by the following strategies : • Fuji Xerox implemented its Good Company Policy and had established it as the basis of management. According to this policy, a good company have the values of being kind, strong and interesting.
1. A competitive advantage for the company International competition leads to the need of intercultural training. In fact, the companies have to be more and more aware that their expatriate are going to be in relation with clients, subordinates, suppliers indeed they need to be well prepared to be efficient rapidly (Brewest, 1990 quote by Storey, 1992). With this aim, the multinationals have to enhance the training of their employees in order to give them a competitive advantage compare to their competitors (Humes, 1993). 2.
As a modern theory in approaching leadership, it's explained the leader's ability to stimulate and inspires the employees to achieve beyond their own expectation capacities as well as higher level of moral and ethical standards. Another study done by Hall et al. (2008) have defined transformational leadership as a system to changing and transforming people because they perfectly adopt an attitude that support employees, provide an organizational vision, cultivate hope in the future, encourage follower to think innovatively, individualized consideration and excellent communication skill. Transformational leadership behaviours have positive relationships with higher performance, commitment to organization and higher job satisfaction among employees and a several studies already affirmed the statement (Avolio & Bass, 1988; Bass, Avolio & Goodheim, 1987; Seltzer & Bass, 1990). According to Podsakoff, MacKenzie & Bommer (1996) education institution need transformational leaders to motivate lecturers to high levels of job satisfaction and learning in education