Sales planning and Operations Promotional Mix and Sales Presentation
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Sales planning and Operations
Promotional Mix and Sales
Presentation(LO-3)
Prepared by:
MD. Ismail Hossain (id- 2012121010)
Adnan Ahmed (id-2011421027)
Nazia Akter (id- 2011202018)
Muniar Rahman Rainum (id- 01-02-10106)
MD. Saddam Hossain Soikat (id-2012121026)
Prepared to:
Mr. Irfan Jahangir
Faculty, Marketing, School of Business
Submission date: 09.03.2013
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Task 5 (lo-3.1): Explain how sales strategies are
developed in the line with corporate objective.
SF sweaters LTD started its operation in 1999 at Gazipur, Dhaka,
Bangladesh. The management team employed by SF sweaters ltd has
been involved in the ready-made apparel industry since the last
decade. SF sweaters ltd employs over 1200 skilled workers &
managerial staff. Our factory is approximately 125,000 sqft areas with
all the modern facilities. The operation plant is built on our own land.
We have all the major departments including marketing, planning,
procurement, finance, and shipping. Our corporate head office is
located in the capital city, Dhaka.Our production team is comprised of skilled labors who have been
successfully contributing to SF sweater ltd As well as our country’s
economy as a whole. Our company vision is to provide products and
services of high consistent quality ensuring maximum value and
satisfaction to our customers, thought effective utilization of time and
adoption of superior design and appropriate technology.
Sales Strategy
When an order is placed by a buyer, the first task for the sales people
is to give them an estimate for how much their order would cost to be
processed. This would be based on many factors such as the type of
yarn, the design of the product, accessories that are required for
making the production, etc. The style is send to the sample house
where the product is made to make a same to same sample. They
weight is taken lastly to make the final price for the product. A profitcharge is also applied to the product and 20% wastage is added to the
product and finally the prices are given to the buyer. Finally, the buyer
also comes with a price and an appointment is made on which the
buyer wants to process the products. The final price may also come
down or up based on the quantity of the production. After the order is
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confirmed, a license or credit is placed to the company from which, SF
Sweaters LTD orders the accessories and other elements that are
required for this production. Finally, the sales manager has to keep a
full check if everything is going fine.
Corporate objective of SF Sweaters LTD
SF Sweaters LTD corporate objective is to provide products and
services that are of unfailing top quality ensuring maximum value
and satisfaction for our customers guaranteeing efficient utilization
of time, adoption of superior design and latest technology.
How SF Sweaters LTD’s the sales strategy helps to develop the
corporate objective
SF Sweaters LTD’s main work is to find orders. Without marketing or
a sales team of their own, it would be very risky to do business
because they can go off anytime if they don’t find work and it’s very
important for a firm like this to keep working throughout the year.
Their corporate objective is to provide products and services that
are of unfailing top quality ensuring maximum value and
satisfactory for their customers.
A survey is always processed after every order where they want a
feedback from their buyers. They influence the buyers to point out
what SF Sweaters LTD has done wrong and how can they improve their
services. The buyers are all happy when they eventually realize that
how professional SF Sweaters LTD applies for their work starting fromprocessing the order till the end of production. SF Sweaters LTD ends
up developing a great relationship and eventually proceeding with
more orders which SF Sweaters LTD can do or other works that can be
done through SF Sweaters LTD in other garments.
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Task 6 (lo-3.2): Explain the Importance of recruitment andselection procedures.
Importance of Recruitment and Selection
Recruitment is the process of identifying that the organization needs to
employ someone up to the point at which application forms for the
post have arrived at the organization. Selection then consists of
the processes involved in choosing from applicants a suitable
candidate to fill a post. Recruiting individuals to fill particular
posts within a business can be done either internally by
recruitment within the firm, or externally by recruiting people
from outside.
The advantages of internal recruitment are that:
1. Considerable savings can be made. Individuals with inside
knowledge of how a business operates will need shorter periods of
training and time for 'fitting in'.2. The organization is unlikely to be greatly 'disrupted' by
someone who is used to working with others in the organization.
3. Internal promotion acts as an incentive to all staff to work
harder within the organization.
4. From the firm's point of view, the strengths and weaknesses of
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an insider will have been assessed. There is always a risk attached
to employing an outsider who may only be a success 'on paper'.
Recruitment process:
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External Recruitment:
External recruitment makes it possible to draw upon a wider range of
talent, and provides the opportunity to bring new experience and ideas
in to the business. Disadvantages are that it is more costly and the
company may end up with someone who proves to be less effective in
practice than they did on paper and in the interview situation.
There are a number of stages, which can be used to define and
set out the nature of particular jobs for recruitment purposes.
Job analysis is the process of examining jobs in order to identify the
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key requirements of each job. A number of important questions need
to be explored:
1. the title of the job
2. To whom the employee is responsible
3. For whom the employee is responsible.
4. A simple description of the role and duties of the employee within
the organization.
Job analysis is used in order to:
1. Choose employees either from the ranks of your existing staff orfrom the recruitment of new staff.
2. Set out the training requirements of a particular job.
3. Provide information which will help in decision making about the
type of equipment and materials to be employed with the job.
4. Identify and profile the experiences of employees in their work tasks
(information which can be used as evidence for staff development and
promotion).
5. Identify areas of risk and danger at work.
6. Help in setting rates of pay for job tasks.
Job analysis can be carried out by direct observation of employees at
work, by finding out information from interviewing job holders, or by
referring to documents such as training manuals. Information can be
gleaned directly from the person carrying out a task and/or from their
supervisory staff. Some large organizations specifically employ 'jobanalysts'. In most companies, however, job analysis is expected to be
part of the general skills of a training or personnel officer.
Job Description:
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A job description will set out how a particular employee will fit into the
organization. It will therefore need to set out. A job description could
be used as a job indicator for applicants for a job. Alternatively, it could
be used as a guideline for an employee and/or his or her line manager
as to his or her role and responsibility within the organization.
Job specification:
A job specification goes beyond a mere description - in addition, it
highlights the mental and physical attributes required of the job holder.
For example, a job specification for a trainee manager's post in a retail
store included the following:
'Managers at all levels would be expected to show responsibility. Thecompany is looking for people who are tough and talented. They
should have a flair for business; know how to sell, and to work in a
team.'
Recruitment procedures of SF Sweaters
There are two types of recruitment that are involved in the recruitment
of SF Sweaters LTD. Since SF Sweaters is a manufacturing firm, its
main task is to make productions as suppliers and send it to their
buyers. The major employees that are recruited are labors.
There are about 800 employees working down here. On the other
hand, many office works are required to process this work. There are
about 50 employees who are recognized as office employees.
Recruitment for both of the type of employees are different. For
instance, the office workers are based on qualifications and experiencewhere as the production labors are recruited as long as they are over
the age of sixteen.
For the recruitment of the office workers, there are many processes
which need to be followed.
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There are around six departments. Every department has a top
manager and the directors of the company are in charge of all the
managers. The managers are in charge of how they would want to get
their work done. All the top level managers have been with SF
Sweaters for more than five years at least so they have a great
knowledge of their work and who could be the right people for their
work. The departments that are there are marketing, commercial,
human resource management and production. There are many
departments that are involved in the production team such as
merchandising, store in charge, yarn in charge, production of 3gg, 5gg,
7gg and 12gg and sample in charge. The office workers are mainly
involved in commercial, merchandising, production management andhuman resource management. This employees requires a graduation
degree and a good knowledge of communication, language and
management skills. Their recruitment is down by the directors and with
the department heads.
Whenever there is a vacancy, it is posted on various newspapers. A
last day is mentioned on the newspaper as well a CV s are checked by
the human resource manager mentioning if the requirements are
achieved or not. They are in charge of deciding if the CV can go
through or not. After that, the selected people are called in for an
interview and the process can take up to three days. The directors and
the department managers are there during the recruitment and many
people are screened out in the recruitment process. The ones that
makes in through are called in the next day for another interview. And
finally, its confirmed in the next day if the person is recruited or not.
The process of the production labors is completely different.
Whenever there are vacancies, it’s announced in the gates of SF
Sweaters LTD and also announced in a recruitment agency in Gazipur
and almost anyone who wants to can join in. They need to have few
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requirements which are that the employees need Notary Cards where
SF Sweater can have security checks. It’s easy for anyone to find work
in Gazipur because the process is the same almost every other
factories and Gazipur is filled with factories. Whenever an employee
presents their CV to the Human Resource manager, they are given a
date when they are called in for training. Even having experiences
won’t help employees escape this training. In the training, the
employees are justified and employees who take very long time to
learn how to learn the work aren’t recruited or recruited in easier work
like in finishing.
Recruitment process of sales persons of SF
Sweaters
The sales or marketing manager and the directors are in charge for the
recruitment of the sales persons. The sales persons are required
to consult buyers within Bangladesh and outside Bangladesh.
Therefore, English is a must and languages like Chinese,
French, German, etc are a plus point. Firstly, the CVs are
screened in by the human resource management to see if the
minimum requirements are met. Then they are processed to the
managers who are in charge of calling and booking an
appointment for the recruitment. In the interview, many points
and skills are checked though different tests and questions. Thequalified employees are called in the next day and SF Sweaters
finally fix up a day when he or she may join in for their work.
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Task 7 (lo-3.3): Evaluate the role of motivation,
remuneration and training in sales management.
Organization and management structures OF
SF Sweaters
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Training plans of SF Sweaters
Training plays an important role in the success of SF Sweaters.
Unfortunately, small businesses of ten can’t afford to give staff
time away from work to attend training during work hours.
Similarly, business owners of ten find the available training is too
unspecific and not appropriate to the individual needs of their
business.
The best return on your training investment will be achieved by
identifying your company’s training needs, taking a systematic
approach to sourcing suitable training, and enrolling your employees
on the right courses for the job.
For training SF Sweaters follows these steps: Identify training needs
Involve employees in training decisions
Developing training plan
Assessing training
Next steps
Identify training needs
You should focus training efforts on areas where you can reap the
biggest, fastest and easiest rewards. But before you can do this, you
need to identify the skills gaps or training needs in your company and
priorities them. Some training needs are obvious.
SF Sweaters Answers the following questions to help identifying
the training for employees might need:
• Is business experiencing problem or being held back in some
way?• Do they receive customer complaints?
• Is part of team or business underperforming?
• Do they have a shortage of a particular set of skills, or a likely
future skills shortage?
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Involve employees in training decisions:
Once they have identified their business training needs, the next step
is to ask their employees what relevant skills they want to improve
through training. They may give some good ideas. Ask your employees
what training they think would improve their productivity and how it
will benefit your business.
Developing training plan:
Once they have identified their skill or knowledge gaps, the next step
is to find the best form of training to achieve the results they want. Try
to avoid finding training first, and then fitting this to their employees.
For optimal results, try to match selected training option with the
needs of business and the way employees learn best. They followed:
1. In-house training
2. Job shadowing
3. Conferences, seminars, workshops and courses (Prothom Alo
trainings).
Assessing training:
They ask employees to review their training experience. Try to find out
if the training is relevant to the job and appropriate to their
level of expertise.
Training assessment forms may help them discover more about the
course and establish what worked and what didn’t. Be aware that what
your employee sees as a positive training experience might not
necessarily be valuable to business.
When employees complete any training, discuss how their learning willbe put into action. This will help to ensure new skills are implemented.
Next Steps:
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Identify new things and skills for business needs and meet with
their staff to develop a personal development and training plan
for each employee.
Allocate a budget for training.
Warning:
All managers and supervisors must buy-in to the concepts presented
and be trained themselves. Without the support and understanding of
management, training programs run the risk of having little or no
benefit. Don't use training solely as a disciplinary action or when
problems arise. One of the goals of training is to prevent problems
before they occur.
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Role of Leaders of SF Sweaters
1. Required at all levels- Leadership is a function which is important
at all levels. In the top level, it is important for getting co-operation
in formulation of plans and policies.
2. Representative of the organization- A leader, i.e., a manager is
said to be the representative of the enterprise. He has to represent
the concern at seminars, conferences, general meetings, etc.
3. Integrates and reconciles the personal goals with
organizational goals- A leader through leadership traits helps in
integrating the personal goals of the employees with the
organizational goals. He tries to co-ordinate the efforts of people
towards a common purpose and thereby achieves objectives.4. As a friend and guide- A leader must possess the three
dimensional traits in him. He can be a friend by sharing the feelings,
opinions and desires with the employees.
5. Initiates action- Leader is a person who starts the work by
communicating the policies and plans to the subordinates from
where the work actually starts.
6. Motivation- A leader proves to be playing an incentive role in the
concern’s working. He motivates the employees with economic and
non-economic rewards and thereby gets the work from the
subordinates.
7. Providing guidance- A leader has to not only supervise but also
play a guiding role for the subordinates. Guidance here means
instructing the subordinates the way they have to perform their
work effectively and efficiently.
8. Creating confidence- Confidence is an important factor which canbe achieved through expressing the work efforts to the
subordinates, explaining them clearly their role and giving them
guidelines to achieve the goals effectively. It is also important to
hear the employees with regards to their complaints and problems.
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9. Builds work environment- Management is getting things done
from people. An efficient work environment helps in sound and
stable growth. Therefore, human relations should be kept into mind
by a leader. He should have personal contacts with employees and
should listen to their problems and solve them. He should treat
employees on humanitarian terms.
10. Co-ordination- Co-ordination can be achieved through
reconciling personal interests with organizational goals. This
synchronization can be achieved through proper and effective co-
ordination which should be primary motive of a leader.
Motivational Factors of SF Sweaters
There are many type of incentives given to the employees of SFSweaters LTD.
There is always Eid bonus for almost every employee.
There is monthly bonus for production employees. This is only
available for production employees.
The main work for the employees who work on 3gg, 5gg, 7gg
and 12gg are they are paid according to their production. So, the
employee who can produce more products gets added bonus for
their payments.
Emergency Holidays.
Sick leave.
Personal loans.
Heath and safety.
Life insurance Facility.
Transport facility.
Food facility.
Two-factor theory
The two-factor theory (also known as Herzberg's motivation-hygiene
theory and dual-factor theory) states that there are certain factors in
the workplace that cause job satisfaction, while a separate set of
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factors cause dissatisfaction. It was developed by Frederick Herzberg,
a psychologist, who theorized that job satisfaction and job
dissatisfaction act independently of each other. The two-factor, or
motivation-hygiene theory , developed from data collected by Herzberg
from interviews with a large number of engineers and accountants in
the Pittsburgh area.
According to Herzberg:
The job should have sufficient challenge to utilize the full ability
of the employee.
Employees who demonstrate increasing levels of ability should
be given increasing levels of responsibility. If a job cannot be designed to use an employee's full abilities,
then the firm should consider automating the task or replacing
the employee with one who has a lower level of skill. If a person
cannot be fully utilized, then there will be a motivation problem.
Hygiene Factors of SF Sweaters:
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In the job, all workers have given salaries, good working environment,
and security. These are the hygiene factors and condition of work.
Without these no one will work for the organization.
If all these are there, workers will not be dissatisfied or will not be
motivated. If these things are missing the worker will be dissatisfied
and demotivated.
Motivator Factors:
The extra things are given to the workers are the motivator factors. As
example,
1. There is always Eid bonus for almost every employee.
2. There is monthly bonus for production employees. This is onlyavailable for production employees.
3. The main work for the employees who work on 3gg, 5gg, 7gg
and 12gg are they are paid according to their production. So, the
employee who can produce more products gets added bonus for
their payments.
4. Emergency Holidays.
5. Sick leave.
6. Personal loans.
7. Heath and safety.
8. Life insurance Facility.
9. Transport facility.
10. Food facility.
With these incentives, the workers are given extra facilities out of their
job description. The workers get motivated by these extra incentives
and these are the motivator factors.
Limitation of Two-factor theory:
The two factor theory is not free from limitations:
1. The two-factor theory overlooks situational variables.
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2. Herzberg assumed a correlation between satisfaction and
productivity. But the research conducted by Herzberg stressed
upon satisfaction and ignored productivity.
3. The theory’s reliability is uncertain. Analysis has to be made by
the raters. The raters may spoil the findings by analyzing same
response in different manner.
4. No comprehensive measure of satisfaction was used. An
employee may find his job acceptable despite the fact that he
may hate/object part of his job.
5. The two factor theory is not free from bias as it is based on the
natural reaction of employees when they are enquired the
sources of satisfaction and dissatisfaction at work. They willblame dissatisfaction on the external factors such as salary
structure, company policies and peer relationship. Also, the
employees will give credit to themselves for the satisfaction
factor at work.
6. The theory ignores blue-collar workers. Despite these limitations,
Herzberg’s Two-Factor theory is acceptable broadly.
Implications of Two-Factor Theory
The Two-Factor theory implies that the managers must stress upon
guaranteeing the adequacy of the hygiene factors to avoid employee
dissatisfaction. Also, the managers must make sure that the work isstimulating and rewarding so that the employees are motivated to
work and perform harder and better. This theory emphasize upon job-
enrichment so as to motivate the employees. The job must utilize the
employee’s skills and competencies to the maximum. Focusing on the
motivational factors can improve work-quality.
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Task 8 (l o-3.4): explain how sales management organized
sales activities and control sales outputs.
Every organization had to maintain their every task. So to manage sell
task every organization had to do some special thing. S.F
Sweaters/cardigans to maintain their sail management activities they
are doing sales budget and sales forecasting. This are explained
bellow.
Sales budget: A sales budget is a necessary component in everycompany's corporate backbone in order to predict accurate sales
forecast and profitability. Having an effective financial plan in place
helps management decide on inventory, pricing and allows them to set
future goals to promote profitability.
Sales budget of
S.F Sweaters/cardigans LTDQuarter year
1 2 3 4
Budgeted sales
100,000 300,000 500,000 800,000 1,700,000
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selling average
price(per cardigan)
250 250 250 250 250
Total
25,000,
000
75,000,
000
125,000,
000
200,000,
000
425,000,
000
% of sales collected
in the period of the
sale
60%
% of sales collected
in the period of after
the sale
40%
Quarter year
1 2 3 4
1) Accounts
receivable
begging
balanced
10,000,0
00
10,000,00
0
2) 1st quarter
sales
15,000,0
00
10,000,0
00
25,000,00
0
3) 2nd quarter
sales
45,000,0
00
30,000,0
00
75,000,00
0
4) 3rd quarter
sales
75,000,0
00
50,000,0
00
125,000,0
00
5) 4th quarter
sales
120,000,
000
120,000,0
00
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6) Total cash
collection
25,000,0
00
55,000,0
00
105,000,
000
170,000,
000
355,000,0
00
Here I have prepared an assumed sales budget of S.FSweaters/cardigans. They are thinking that they will be able to sale
their product according to the budget with the average price. And they
think that they will receive 60% at the sale time and 40% after the
sales period.
Sales forecasting: Sales forecasting depends heavily on estimates.
Using evidence, such as past results, expectations and other sales, you
can form a basis for your evidence. When doing a sales forecast, it is
usually best to err on the side of caution. Forecasting higher than you
are capable of throws off your forecast and can be discouraging when
you do not meet your expectations. Sales forecasting can be very
liquid, so you can change forecasts if results start to differ from your
initial expectations.
We can do our sales forecasting for three time periods and this are
1) Short term forecasting (less than 1 year): which forecasting
are prepare for a 1 years or less then 1 year this are called short
term forecasting.
2) Medium term forecasting (1 to 3 years): which forecasting are
prepare for 1 year or less then 3 years this are called medium
term forecasting.
3) Long term forecasting (3 years and above) which forecasting
are prepare for above than 3 years this are called long term
forecasting.
SF Sweaters LTD they used to export their Sweaters/cardigans in many
country of the world. But as we know that Sweaters/cardigans these
are the seasonal dress. Each and every time they did not get market
value. That’s way under processing this point they usually do medium
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term forecasting just because of that they can change their policy
and design with time and market demand.
Task 9(L o- 3.5): Explain the use of database in effective
sales management.
As we know we are living at the age of science. At that time most of
the organization in the world they are using different kinds of database
system. To record their all sales related activities. There is several
kind of database. This are
Oracle,
Microsoft Access,
IBM DB2,
FileMaker Pro.
By using this database system any organization can record their any
database of their firm. There are lots of advantages if using database
management system.
Advantages:
By using database system any organization system they can
keep their record for a long time as long as they want. It can be update any time.
It can be changed any time.
No chance to committed any mistake.
It's save time.
Most secure process.
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There is lots of data protection act avail able to protect data.
The same information can be made available to different users.
This reduces data redundancy, or in other words, the need to
repeat the same data over and over again. Minimizing
redundancy can therefore significantly reduce the cost of storing
information on hard drives and other storage devices. In
contrast, data fields are commonly repeated in multiple files
when a file management system is used.
Using a database management system, file formats and system
programs are standardized. This makes the data files easier to
maintain because the same rules and guidelines apply across all
types of data. The level of consistency across files and programsalso makes it easier to manage data when multiple programmers
are involved.
Data is easier to access and manipulate with a DBMS than
without it. In most cases, DBMSs also reduce the reliance of
individual users on computer specialists to meet their data
needs.
Our cardigan factory they had to deal every day. They had to buy wool,
spin, and different kind of raw materials to their business purpose. To
avoid any kind of mistake, fraud they should use different kind of use
data management system. But they are not using any data
management system. Just because of that they are facing lots of
problem this are.
Quit poor process.
75% chance to committed mistake.
Lengthy process.
Some time it is boring.
Any body can commit fraud.
They are lagging behind from the present world.
7/30/2019 Sales planning and Operations Promotional Mix and Sales Presentation
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These are not enough there are lots of problem to avoid a database
system. So from my point of view S.F Sweaters/cardigans they should
follow at lest any one database which is related or match with their
organization. Than they will able to avoid their unwanted problem.
7/30/2019 Sales planning and Operations Promotional Mix and Sales Presentation
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Reference: http://www.exforsys.com/career-center/process-
management/recruitment-process-and-its-importance.html
http://businesscasestudies.co.uk/cummins/using-effective-recruitment-
to-retain-competitive-advantage/the-importance-of-recruitmentand-
selection.html#axzz2MxH2vmSa
http://www.streetdirectory.com/travel_guide/183825/human_resources/
how_important_is_a_good_recruitment_process.html
http://smallbusiness.chron.com/developing-effective-employee-
training-program-1181.html
http://www.managementstudyguide.com/role_of_a_leader.htm
http://www.managementstudyguide.com/importance_of_leadership.htm
http://en.wikipedia.org/wiki/Two-factor_theory
http://www.netmba.com/mgmt/ob/motivation/herzberg/
http://www.managementstudyguide.com/herzbergs-theory-
motivation.htm
Definition of "Sales Budget" | eHow.com
http://www.ehow.com/info_7742672_definition-sales-
budget.html#ixzz2N17kyh3J
How to Calculate Sales Forecasting | eHow.com
http://www.ehow.com/how_6900522_calculate-sales-
forecasting.html#ixzz2N18nro16