What is the business risk for "Samsung" company in these day. Answer in scope of

Question: Expected losses

1.Direct losses

2.In Direct losses

Cost of loss financing

1.Retention and self-Insurance

2.Insurance

3. Hedging

4.Other risk transfer

Cost of residual uncertainty

1.Effect on shareholders

2.Effect on other stakeholders

training decision making and planning: what do you suggest, how can planning decision making and training aid in developing organizational cultures in healthcare organization?
what are potential consequences if a Health Organization does not have proper planning does not utilize effective design make models and does not provide necessary training?

Case Study
C & S Department Store is the second largest clothing and retail store chain in Jamaica. At present, they have 5 clothing and retail stores in all 14 parishes and are planning to expand to 7 stores per parish in the next 3 years. C & S Department Store has a centralized Human Resource Department located at its main office in Kingston. Unfortunately, although the HR processes are managed centrally, there are many HR tasks, policies and procedures that are controlled by the clothing and retail store managers or by the lead parish manger in each parish. Currently, the HR management processes are using Excel spreadsheet to compile reports from various parish Headquarters and stores. This task is being performed by a team of HR executives at its main office in Kingston.
Simone Coram is the Senior HR Manager of C & S Department Store and has discovered various administrative and HR issues with the clothing and retail store sites. Due to high focus on sales revenue and stores profitability, Retail Store Managers have difficulties in managing the stores in the areas of staff attendance, discipline and critical HR practices.
The fundamental emphasis and foundation of C & S Department Store has been centered on always maintaining the highest standards of customer service and for that reason they are in direct contact with customers at each and every Department Store. What sets C & S Department apart is a commitment to exceeding expectations making it one of their unique selling points. Giving excellent customer service is one of the main reasons why their customers choose C & S Department Store and why they keep coming back.
Imperatively, the entity’s strategy is purposed towards employing the ideal candidate for both their part-time and full-time sales associates with the capacity and proficiency to grow and hone their skills for prospective advanced position within the organization. Presently, the store managers for three (3) of C&S Department Store have made the announcement that they plan to retire within the next 18 to 24 month. These three managers have insisted that they will not remain in their position beyond this particular point.
A team of HR internal auditors has conducted a study and identified that there are irregularities in the staff attendance data both at the retail stores and regional offices. Sometimes many of the staff did not sign the attendance register or signed intermittently. During the HR audit, it was discovered that some staff signed the attendance register only at the end of the day. Further, sometimes staff signed the register and then left their post. There was also no mechanism to track the leave data of employees. Employees did not know their exact leave data. At the end of the year it was revealed that some employees have taken excess leave while some employees worked incessantly, creating frustration among staff.
There was also no standardization in the reports between head office, regional offices and the retail stores and this created discrepancies. HR provided a set of excel sheets and paper-based forms to help store managers maintain data. However, many store managers used and made unique formats of reports making it difficult to collate the reports. The data thus collated had to be verified over again and again, as there was a tendency for errors to emerge.
This discrepancy has caused a significant issue in salary. HR and attendance data were used to generate data for payroll. As there were many discrepancies in HR data and reports, this created several salary discrepancies and caused numerous issues among the employees, thus lowering employee satisfaction rate and affecting the employee morale.
Training and communication have become a major issue at C & S Department Store. As the company was growing at a fast pace, training employees on various HR procedures and policies was becoming increasingly difficult. Thus line managers took decisions based on their previous experience or personal insights and created unnecessary hassles that required HR intervention.
The staff turnover in two (2) key departments of Marketing and Accounts was running at 90%. Estimated cost of staff turnover - including overtime, loss of revenue, loss of skills, training time and management time to replace a staff member – is equivalent to approximately $3,000 per position thus costing the business around $500,000 per year.
Human Resource Management focuses on matching the needs of the business with the needs and development of employees and as such you are required to answer the following questions based on the scenario represented above.

4. As Ms. Coram, you have suggested the implementation of a Management by Objectives method to improve the performance management system at C & S Department Store. Justify the use of this method to assist the company in meeting its performance standards. Explain five (5) factors that the team should take into consideration before implementing the MBO ?

I have asked this question 4 times and no one has done it right yet!!!!! PLEASE HELP ME

I need a Risk Management Plan for a made up supply chain company. This should be several pages including:

1   INTRODUCTION.. 1

1.1         Purpose Of The Risk Management Plan. 1

2   risk management Procedure.. 1

2.1         Process. 1

2.2         Risk Identification. 1

2.3         Risk Analysis. 1

2.3.1    Qualitative Risk Analysis. 1

2.3.2    Quantitative Risk Analysis. 1

2.4         Risk Response Planning. 1

2.5         Risk Monitoring, Controlling, And Reporting. 2

3   Roles and responsibilities. 2

4   Budgeting.. 2

5   Timing.. 2

6   Risk Breakdown structure/ categories. 2

7   stakeholder risk tolerancese.. 3

risk management plan approval.. 4

APPENDIX A: REFERENCES. 5

APPENDIX B: KEY TERMS. 6

Why is it that managers want to push inventory back to suppliers?

What are the impacts of such move on the supply chain?

Do you believe Physician assisted suicide should be legal? Why or why not? For those who suffer from a mental illness do you think a physician assisted suicide should be legal? Back up your opinions properly.

a) Identify key FIRE SAFETY hazards in a high building and mention suitable controls required including firefighting equipment.

b) Comment on the key points for safe usage of fire extinguishers in any workplace.

House of quality (HoQ) is the basic design tool that used to determine the voice of customers (VOC). This approach is also known as quality function deployment (QFD). Please, use at least two different sources (excluding Wikipedia) to explain what this approach is. Provide an example to clarify the numerical techniques used in the house.

Involving stakeholders might be a must to boost sustainable business success. Discuss the factors determining the types of stakeholders who should be involved in the decision of sustainable business. Explain the possible strategies of promoting sustainability to gain stakeholders’ support. Support your answer with examples.

It's about entrepreneurship and sustainability

Hiring by race. Please state your opinion and back it up thoroughly to BOTH statements. Statement 1. Hiring by race allows for a more diverse workplace. Statement 2. Race should never be a factor in any hiring or school decision.

State which form you would most likely choose for your own business based on the level of risk aversion, experience, financial situation and tax considerations. Explain your decision.

Draw a flow chart of the Staffing/hiring Process at organizations. Explain each step and its significance in the process.

Draw a flow chart of the Staffing/hiring Process at organizations. Explain each step and its significance in the process.

With the help of flow chart, explain the training process. Explain how can the training programmes effectiveness be evaluated? What are the various types of cost involved with Training programmes?

IT IS A RESEARCH

I Need a Unique Answers please

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Write a report on the below points

1. HR Strategies in Air Arabia Airline UAE (200 words)

2. Ethical Standard in Air Arabia Airline UAE (150 words)

3. HR Strategies impact on organizational performance (Air Arabia) UAE (200 words)

4. HR strategies promoting good practices at workplace (200 words)

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Note: Plagiarism is strictly prohibited please do not copy from internet

this s a research report not a case

Marketing shapes consumer needs and wants versus marketing merely reflects the needs and wants of consumers and take a position supporting your answer with concepts from the chapter. Note below Answer should be from this text. Text(s): Kotler, Phillip; Keller, Kevin Marketing Management 15 th Edition. Pearson/Prentice Hall ISBN: 978-0-13385646-