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existing market trends, customer’s requirements, and the ways to fulfill their needs. Our aim is to provide our customers with highest quality services and products to keep them staying with us again and again. At small scale, the company will mostly contain male professional customers between the ages of 18 to 65 years of medium to high income. On the large extent, we will focus on retailers and wholesale dealers.
We believe that by getting crucial financial support through its sale, in 02 years, the company will be able to capture 5-10% of the premium cigar market in the Greece. ABC Tobacco has estimated that its market share revenues will be of $1000000 in a year and $1600000 and $2300000 at the end of 2nd and 3rd year respectively.
We will specialize in the tobacco field and our mission is to gain and maintain the top position in tobacco industry by offering high-quality cigars at inexpensive rates and at easily approachable sites.
ABC Tobacco Company is a Greek based corporation and is equally shared and owned by Michael Collins as president, Jonathan Smith as vice president, and Jeffery Thompson as production manager. The administrative composition of the company has been designed on divisional structure as shown in the following figure.
The results carried out through a recent survey reveal that the use of all types of tobacco brands is almost constant in all age groups. ABC Tobacco is going to launch its tobacco brands in ten major cities of Greece where the biggest cigarette user age group is 18 to 25 years. The following data represents the percentage of tobacco user age groups of different brands.
Men use typical type of tobacco more frequently. But generally pipe and cigar smokers remain in touch with a particular product. Another interesting trend in pipe smokers is their continuous purchase of extra pipe. The survey reports point out that pipe smokers feel themselves comfortable by purchasing extra pipes. ABC will have to train its
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In the result, a huge number of organizations have involved in the process of downsizing while indicating it as a rightsizing. Particularly, the report includes discussion on different aspects of human resource management while relating it with downsizing, equity issues, impacts of such processes, and lastly, recommendations that will enable organizations to carry out their HR activities effectively.
In the contemporary market characterised with intense competition, most organisations have diverted from conventional perception of human resource as passive resource that can be manipulated to get things done.
It provides equal fortification against discrimination to Americans who have disabilities as the Civil Rights Act of 1964, which deals with judgement built around race, sex, religion and origin. Disability can be defined as impairment, physical or mental in nature that will significantly hinder a chief life activity.
The changes in the working pattern will not be presented as a bunch of priorities set by the HR department, rather it should give a feel to the work force that the company is serious about the business and the work force is the back bone in enhancing the growth of the company.
This is in contrast to the traditional emphasis on transferable resources such as equipment. Increasingly it is being recognized that competitive advantage can be obtained with a high quality workforce that enables organisations to compete on the basis of market responsiveness, product and service quality, differentiated products and technological innovation.
Strategic human resource management can be defined as an efficient management process of utilizing human resources to the best extent and it aims at enhancing the organizational efficiency (Fombrun et al., 1984). It is a complex process that is continuous in nature
The environment of the hotel industry is also discussed, as it is important to understand how the needs of workers and of organizations can be more closely aligned. Other related aspects of this report include competition and hiring practices in the hotel
They can improve the knowledge, skills, and increase retention of quality employees while enhancing the nonperformers ability to suit the firm’s needs (Liker & Michael, 2010). An inquiry made regarding this argument is that a company’s current
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