4es HUMAN BESoURCES THE nade ve bros ee lo errprcy by Nature 6 SHINS ccesrding to ae = Rrtiking react fare fen HO OPERATIONS = creates We pedo Behe 4 | MACUROS, Olesign We mine os dias is Cnet = Fonds § budgets, on Maclet R& “ods[poro Bote. —Meiting Hen Deccan He consorest wont Aprobis for (© ee 1920s "S \ASOs nears S akties prec” \@Bos > i Ae eat oan wpa. (Gracie, pe, pea) fer cestorrers, —cuthmer centric Gas _Losromer’s neck, atte ore = Promo & PAG WW tas charac? B/E of + im congehtion. “4 cual ae resource, industrial, intermediate, consumer, mass, niche Bran mraebok =] | OR EE en Prodoce. FEAT Taw MOKEANS Sei chivectty Crtedls Hoot nae Ore umd OS irene SUPPNES Ort fraced Whelente- +e RAN sing, retailerFamila & Peers, Commngnihy Volves Fisca\ woliek g Influences on marketing Costorns Monetary Polina, t + factors influencing customer choice ~ psychological, sociocultural, economic, government Influences behoias Lv > rronvation SES. ~ perception inuome = learning cutuga ion = beret atthuaes levedl of ed ~ Wheat = persoretity % seh concept Cc ion * Consormer Ret ‘econsumerlaws ACCC ~ induperdent shatwlen comm prove 40 efore Cometiston, * Cor “consumer wortchelag Pics ~ deceptive and misleading advertising — product Pentires content or pleree ee : fork w paik suite adv. —Aiccounty that dont exis = price discrimination — sive. ofE-th 40 paramos lift. retailers for veryg pried. implied conditions — fit for adveetised perprte Toncinene CovRe cleseription —warranties.— gromiree / guarantee = 7 do repair or replace & product ; TE te Pawn Lattin em specea! porno! a0 eagle has Detox tea__ remored wos et Nee Piece taenay VERA Mustenting Dred fasten, x Tneawein etate's mau F table im seoniortdh POTS oF foc j rely on @to & foiled we atuhote tay Oct wesponsiblg Were being Pai + ethical external aK @ = cand control &q. Pai Giobet Finawtion Cine * Sales slows #oecine ae interest roves i # Stead, eroits = vraves ue © Differentiate # oproavet ctatehion . marke tresearch a + oe Renee | Le gathering mfo te hele imprve(E) a = Beale - |\ secre + ethasanch #Primacy Data = collection of into iniHally. ____ product @ = from original sources — OObgervatione( Q > observing behaviowe of customers , @Sorveys ask pel Same &s. (DExperimental 2» examine reactions to a trial, ® Secondary Data= use what has alrecdly been collec cl. binternad cara (bom the © itscle) Or exterral late (wisSEFE © ) — They are goats acierea pia marteting pan. (Mlncrease market share S = specif @ Expand into new geogrophre marle®] VY « meosereble A = achievable (B Expand the product ran ge. reetstre, ® Customer service Toe wmetss /tine beunel+ identifying target markets = Qroupe oF customers For whom a produt has been olevelopeA | # MOSS Martek > ALL congumers > ep. water, electricity ‘ ¥ Martat Segment > Common chacacteristres “PEG. age, Gender, income. KNide Maret» Smatter market coihia a market Sequant : me narrows # specitie Customer —_ ent achicee mar leting objectrer Produc odus £ Price. ~ quake, brand , — COst Fe Coster Packaging , prestige — pelow, above om logo, positioning | ‘ Ciemilar to conpehitors fromoten Place —_— . —_———.. aA ~ Aas, pessnal cling , - Availability of the goo relytrorshia marbeting | = Intern, select-e, exclaire & publicity - creates an image of He proctect} — Persuasion Prestrge imprerst Achal us flaited eperective action splemesEiE aonexing and conlkciion © es : ; Actual and planned results revising the marketing strategy aa 0 Moa, 4 Ps fo know ubich Sales analysis le Ctrectegy to implernent : > Leok at actval iy new a olertlepent # cock ~henebt analgsis # forcested sates or - posible rerauevs product clehorn ee costs involweet. Q Mar let Share Analysis — hook at saly of ® vs conpehtors Seles (3) Marketing frobtebility Anata — COS VS revit & ee assesses a tteckcenessHow your product is perceived conparcol 7 to Competitors, ‘¢ market segmentation, product/service differentiation and positioning, marketing strategies Geagrapric. = \ocoston SS Altering your product [service : How? Demographic = deto\s, A gran Tog , gender, a 4s Customer service Sychographic = personality ale a 3 Poltestgle 3 ehovioural = fouat! (ded oxatty [usoeg. rote Lyenvironmental Contans Why? Bl thes are homogenous Lyconveniene Foups Of ndhividicelS Cho © Alloss CB) 4s be mora react iW A® Simior Cory, Con~ettnet . © products — goods and/or services Ly oleve lope d fo mast nuds/wantg of custames Ly pangible [intangible benefits — branding : => Jolentifies a Prodect vio vic of names, logos, symbols. 3 Must atraict attention (perpose) | be memorable /recognisaule . > Serves as on assorance of quality « Devetoes louarty + — packaging = PHssicok appearane | Consjcler ations: environmental OFonctional role. concerns, brand ident,” Dranding role (abetting ‘ana pret ae of info. © price including pricing methods — cost, market, competition-based If ily & Seevvee itil COSt > based on the Cost of producing [jorite eter Mosher > Supety $ clemand ne Competition > higher , equal to oF lower than competitors (basing price oravnol competitors) — pricing strategies — skimming, penetration, loss leaders, price points z 7 S i Waves + “Lower pricax of fering various qa Higher dened baer) (raised ay of a aie cy aifl 0-4. PS4 was over $1000 prices Barcel, ewe teed ow eont nappa predict 40 ger ppl in range of bueg — price and quality interaction on Ly indicates guality +g. phone pians 4 Pee eae 4 IG Pagehological focing 09: C pretled -eletion PricingDeveroe long-term relarionthiea w | sep / Poick non-personal = Loyolte, (rewerch « promotion Tawareness Pauaae peohtaon’s Reach large audience — elements of the promotion mix — advertisis ~Bevcioes loyarry ee ree Sales rep persuades % of, Creaton of Sito he saves , Clecrana, an event Ly Brireate er Hee. EOFY sotes, —celeb pai to proadet Bei To Buy t get 2 ee launch news customer. «News Corfomer, Poea ey, ¥ Trials — PR packages commonly + Ascites Sént Fo yourulers cuithy large follower age to shows the produ — the communication process — opinion leaders, word of mouth Prblic £ publicity , no contre! Figure promos Ay Ferm of pub a product = Reachor 40 using He > instageam ods (preckect « ~ Defends on aegrer. oF © place/distribution : sSanctact on — methods of olistibu ton — Availabilry ~ deioon nal, (DP 2 Posing on the responsibility s aie’ “Bez e2c Of abisteibating Jrnar ting AND vid retaiten [reasons 40 ure each are on eg v6me’ — (Sp2WZRLC P9168, soure a2} choice — intensive, selective, exclusive Depend Setvrobe HE. s than, on Hh. Maret. eee i very, limifecd number eH ap Highly averlable ool ‘ef, pf stores Top goer Moderate accessibility, jrock cf-— physical distribution issues — transport, warehousing, inventory conterned with efficient movement of proawets, (DTransports moving goods : type of good $ time nedect seost of fransport 5 hype Ware hovsing = storage bA olistributing + type of good 3 Awe stor eg. only ome placein Syd to buy ex Testa. = tocection of worchouks Q Inventorg= no. of stock on hand: Over /under-stocking[E- Tol Marbeting tin’] + people, processes and physical evidence OPS Services (Dfeople = quatity of interaction j how customers are treateok @ Frotays = Customer's total experience ; the entire process 9 Physical evidence = every visual element of (8) ; Creates anima ~phurical appeccene, presentation # © emarketing — Interact wi] customers online ~> Promote Vilng He iatenet v Web pages + Emails » SMS * Blogs ¥ Social Media Advertising global marketing . ‘ chnig ver fo > Marketing o product os modiky | Hechng that is sold around the world. I suib) OFeeseos “rae — global branding = wor ldlwicl vie of a namefloge [symbol ost effective. uniform im = global cecogition; overcomes Janguoge barrites — standardisation = 10 need to change prodiscd oltered =e. promo strategies are dhe sorne (standarditecl) = Cost Savings — customisation = differentiating products to suit different cultures /retigions being gensite to the target country = : ig < ch of morteh > language, ruigion, et ae a na rth a S aceoretinglyy) ~ global pricing = pricing policy in are Countn Cosrorni ved Eolif price iA AEE Sounbries 5 : in + wer cae We Ager edge FOLENS okt ceok = rite Globe @ Mordartisgets Same price globally L, How « ® obflerenbuker steel from conpabhory olfFerent Bt onigue 4, Keg element > valve Pl opositton > Obatomar_hntina Cone te Qoperctional excellence. {Dhrodud leachrship —“evreenes —fow test operations innovation & gual: w L ogi Role of Human =Man fetal re¢/ahonstio bf . {eo oe Raw Ma aging Smploger ¢ enmploger. 4 elements of HR cycle ~ Acg.visihor Matatnane pecloprent & segaraho Employees oe an AMET ~ Strategic role of HR WS to Invest” ya quality start Os a long” term & aged, = Interdependence with other key business functions ete » poks * companee™ empleys anoter company 1 compete part of th PR Pentton — Human resource functions Cet another company fo manipe the He cack fr gov. 4 specialist reereitren! fionys Lis Acq, Maint, Dev, Sep: —Using contractors: 4Indepenctent contractor can citter be an individealor # B. — NOT erplogess. — Cartract FOR service Adv = Cast Savings Greater Cx pert 1 prores conspentivercy A & canertter uje onshore or off hore contractsrs : i ecccasias eatin ty reing = the obtaining of serices aha | clomestre. atborrsing = oe oe een toot wittain te same arene cha abbeal atsorcing= He obtarnimag of Serlicet OTefensrieg) i) Outside O eigen 3 ouside the counteyloyer— employer redo jaf lvencing, Hee ornpoger a key influences @ stakeholders — Promote Ovon interests E “xHandlle, HEM issues Moy oy pera rte ‘onare Misco 4 NeBotIae cagreemants > More ducer ond, eae earn TOR Man ging Hoot. creck ar geining Pont Employees 2% OF I Pig wer benedity ~WEHPAE Chitdeae enna] SEG. pens feitnd oe retaining skilteed employees, employer associations >promate interesls of enyloyse in enpleyer —anmloytr mole Bey Cr aS Cian, rorels, Urifaic lierisels, ier nigoders SSUES Zonsvit wl OY On Changes to policg (he srotuuhy usrirtemes coharme mnions—pprolect + promolt interest of enotoyers = bt Ans rin wor . Pole Aduta on) righty is Loorlep\ taal. = heatttn, Hoe, ding ble oleregviation £ carved [er t not worth #. goverment organisations tions -* Estelolishes AV front of He rele 4 Awards Senin FA condivens NES > Fair Werk Act 2o05 a Fair Wor Commun invelicin dispute cesoloton bared edeck of pus. anole breath of law Women Bighis, soak Fposl Bow rerio HME. OT eS fon nes conpsnrt Workplac RGCAC A Ryan, 20 — GE Ak tom © 6 must be Seem aS upivleling He Current vals of Society fe ee Dein fee . PTS Rey Wer, Cotte Cetin Senet Oy, «© legal — the current legal framework ~ the employment contract — common law (tights and obligations of employers and employees) Employers” Ermplogees O Duty of cove (DD key gate workplace (>) Duty to peuy Agreat wage Z) Dery to work td shi @ oo teeta @ Sbest of abitity— fo olistloge rel. wfo (©) Dury to provide Work © on ea rolatecl — ~ Ft /er—10 Naciones Empogrant — Set 0% by Fair Wor PA 280% Steurclooks : pextbi ity 3 - Rrental leare ini Le Mae hrs 2.Reqvest t ‘ninimum employment. 4. Antwol leave S - Personal ) Carer/companionate love b. ceeterereeaa Seren te 7. hong service leore &- Peblic Hrolicteng poy “I. Note © ferminertion redecdoneg Phy 10+ Must Provics. Fai Wert Into Sfexfeouent to eerpoloipacs | WAGE TILES Ay mauct bE = OF awerh Min rede i saci Tote Wort Lomeiisien Seema! ce pre agreement ota Teter OF vera Tet awards ~ Legol cle s min waye + working cordtHons —per Inoles ter . ; ee oD oo exclusive fo OF arch its enplo — Agent S45 FWC (Be07-) i other employment contracts en ees than LICH oes cf S ni Permonen 3 QONDYENS, maT E LEC oe Casvod = NOT permeniur, Ufo fee okismtsrcek Bshitts my no entitemenss’ BUT PSX wage of FT Fixed~ term = Contractor Phx benefits on pro rater boris a 88 hrs rer wee — work health and. ‘workers i Nor Neate iced Raley Acro Le Bighh /resp~ oF emer penplogers of sedehy in workpiaen - Potente) wsh LE Provicke— sate nworkelaw— r anin Le 320 enplogeg > Prat hee comnnten fir OFS + Worler’s Compensation Act 1967 Ly Cootens! preidlt Sad entores erepsy2s mraintein con Muara Terl Place Injury Mant aiol Ljorlues Conpasation Act (14P Ly Safe rer to eer ea : See ee Te ag T abacan, martal stahs, pragnency, Racial Diserimicaton het 1975 — race : Affirmeckiie Achor (EE Ow) A 1°86 Disability Piserionmation Het 1992 — Aisebit tes Hume Lighk t+ Equal Qppertowt, Comme At 1986 — manclates Meguitabls ieieg i Fe pee gee eee ere eget fe. for Kontnf af cork Workplace. Cenclar Eq vasity Act 2012te olemand for . ena 600M eo Byobs 2 TB prodvetiorn | o Temployer loargeirsny 2 f inflation o UprsliW enplocgers 2 Contin, learniag in) onian. + fosters Ftamut. Jobour RECESSION ob jobs ~ Lpraduction ® V employee borgpicing Pon 0 WU inflaton NEG oy pbs srutten fo churge + Genployet morale © Vemployza enpousr nent = manvt. jnchaty y jobs — se pl Have T Ave do gov 8) ins * social — changing work pattems, living standards} er-pleyrverwe OF ae : Lrentitieren tS Toomer fe Motiwttue\ iH ty i tonne Peasvel LPF wort ST See tegen ea News inet gdh Feosvedlitahon « Audie initiatives pve of job shoes eracoke: FT mate porhipa to. * se Vtraditiored hes , THlexibitity et 7 ‘tity > In. ble if am employer ca ihn 6 nen rere ei NY an clulted abate CAN Woe Pretaiveel | absentterind, produchuiyt 3 ryatiationl. Hore A mate Acton + fli —D progrars # Promote Luorts (rf balance Hore & poritice impact on ehvivon/seci AGL Energy : pays piner enagy Gills for sgiy honelns chet tersof HAs E ttectieress * Lor porate culhre alll: c Ls values t belies tte «® Charadeaenes: rela. bias maneigurs + eoplogery | ety Teameuorh 5 crennvi | innovative Le nfl Lo becomes Yre ee stat pertoren @ Benchmert- Ly metsere employer's performance. againtt estab. Stanetarcls , te rf not aseting | IAMS Of protvation or wmactuyp emi T * Chan in state furnoree : wm Daag ar Spiel erplogess feore the—(fs) 2 Absenicesen Ls employes not attending fur t © Aicicltnts Ls clerronsinates ePfherticnus ot pumnig t decetoprwet cles of ohisprts Le Rotipites, Lebhoberery o Norke- sotictach orn by vbethir oplege ir Aaygey feontenT = Bp rode chu $ retention bo Fsenictacton = Ls recog: £ rewerAsprocesses of human resource management een © acquisition Yiolentity ; Kray = joo analysts (note of poster te be Fiteot ) £Recrvirent = Internat em extecner = Attracting ppl to apply for the poitiion ¥ Selection = Choosing most Yor Iheod = Frouy of terry | interviewing pr lraproving emplogers sheatls Jobrlit-es © development ¥ Develeporent prepare empaloyecs Porm Fup respomsibiTry Trainings: fstalls anol pertormence 2On]/off He job tredni Job rotedin, train, TAFE Juni apprentne e) ceatiatey, Seepresnenys : formas Assessmant of PE formancg bh? A metivation, oot, contoliner, produchinky $ opers — prone foreof skill dptabore br caw . HE anaes tee Etaag ee Why? To retain state 3 yternover How) Merete, henetty = COMMON + ediditcnal inom boyeol on sets ~ bonus : end of 97 for reaching Kels ~ Payment of plece rertes : based on oubpt” ~ Shored owrecshie scheme Non Morekory beret = greater Jol Variety ( berehh <3: COnP Ce a Peete hours a se winereaned Sterhs 1 jee — manage Hemsley — longer erplogee entitlements ( >thon Minimo prendiog of emdeyrent separation Volunteer = free will, Chooge to lew tire, reatan Cectonal ever) voluntery redundancy ; nominade. oneself woe lonreiry = argh DLLh LEN, otsbeck te Veo leve = Sc ctaneny j joe me Wee ents = ener | plex, to cdounsied 2 AIGAL j not perforn~: : f Benciad Wad propriately Sumimory obismaetal = instent , W/o roti = often serious 7 Abett. Dismissal ofr = continual lelenus, nob performing . genes Of Warnings ' dliscrimination, harsh Junjs/vor* ayonebl & i Dismissal = Unfoie Be etek oy Fair Wark lomn~strategies in human resource management © leadership style E Avinocitacion (Avtocratic) _ Authority ! — Managers make all olecisions Democratic. (Perticivative) See ereiceg ! — Ernployes” ore consvited, final adeeision still with manager Delegate ~Dutegate! ~ Eryx mare all ctecrsions no input ef managed +¢ job design — general or specific tasks 3 LManages oleveloe € speaity Work activitfes. > Consider yoo Satisfaction Jenrichmunt whan elevigning jobs this Dill & productivity Specific = lini autonomy, clear aireat instrections = tasks performest fe employees trained Bee ee vanenued Se = General = high erutonemy, Pavality of work actuities. = employe completes group of fashs Ot erthrt procels — Fsatistaction — job variety Pro: port 40 : ee aed, dow deaene « recruitment — intemal or exter ing The right pesele wnatiracting Intermed: pos tien #llecl iby existing Employed , wide. aepticat pact Pro: Wi K f propre, Outside Cg: Tales time fo Settle Mn, FE xtermal: Fillet by sorep a SILAS, Emplegers lish Of rege imenaents, vhenere| Skills: -fransterdable across many occwpediors be ty, mokvaRNon, pos aRAIUdE, Coock, UTdEr prensurs Pea work cuillingreas 4 learn, orale “stuing, eonnnce nication ESPeete Sills. speerfic fen vce redion ‘ b> acyyieet ose SPeAaAR eR Training oad loess) leads fo A Qvatrheatien ed" edectricionaa er Perrone impr Bt So, Le proce. ing,and ~ current or future skills of empleo Burtels fedve nig, devetoe Leactershie Stills pea vw fudvee. skills; aa “eh i foe. O OH, Builds cucrost cleits: j allows © to be Flexible at atime oF pat Cuero? chills; Formal frainiag= Studer t= Vike ole Cagerenbes nies) jlnfermal Fravning = eee on the joo Inductor (fraining\= for new emmpiongees to famili o with Org. to Norvctocho = NAB RW fraining Course fe ba Slob - Lobentify ony ress to feproce - _Zetgemanc mnecenet deropmealot inistrative Rewogatsing, eaiuating ancl managing employer pecformance Gage | = Planning; ser goals for He employe pertormenne Obj] Shage 2= Checking inj en ployer obger ver feedback, recognition, rewarel Stage 3= Assessment Measure emploger pert. against benchnorks, ° rebel = Seshtt ¥ Fal iviols 7 Dereepmental= Shing Pgh tel neeres ran =| wears prapics Setting Poly phat egress fe beAriners 5 foeczey on neces of the barnett Praminis +o mnobvete. et pe , individual or group, performance pay MP Paget beyord Jmin legal reg. | wageT, bors , commission Norm nminsic; Fringe penetik, Pexibilin, challenging work, recognition. Indv ae = Reward barcdlan group achiereuat, *eamivorh, mohvahon Comm vaitahon, : Cee not ees errployee pris equal ePtoct Perfor mata fu = Portion of wage baseclon performance = ‘peach target for pay toh eg. tearm itsion Adv: $ motivates Dis. employes grivery by non m revert. glob. are paccesirg the globe! mete an «global — costs, skills, supply Maning LK of Fortign lokour Whs?, he fica dprovper FO Vet aioloa Loorkug “> Redes costs; Sign 9 Frills any shell shortages in Aus > Supply of o large 10. and range of workers much ———' Fgrtater than that ctomesiically. xf Ability to actess ov large sumely of Aiginly shiltecl and cesr eftreient abou Pom = cornpemtive adv - Conqore in ee « workplace disputes = A ISeigreeouenT” bho employer + emploger wsocnerecs Gor rial prouss +0 resolve dlisputes;ywertten rn aniarel Tagreement renin negtsion, mean, ‘grievance ‘volvement of cous @ Negotiation; Both partes olisass € conpromirt j Collective beergeininay! @ Mediation; Neutral S™ pacts invited 40 aesiet in maaching an agreament. gp lnvolvement of covers © above ay © Conritictiony Fac Wark Cormmisren notified Meetings are get by FW ww) parties te olepte 4o Preah an otgretment whe allot sahsti PNOT reaqaksy birding | (D Arbitration; cane as @) bet olecision is legally binsting / Eviclence if preterdeol te bee ther, In & Bermal, court MAA Settica . / | If matters are more Gerios, 1 goes to abe Cott Geomimen jouw) SUCK as M6Sa NT.