According to advertising expert Stuart Henderson Britt, good advertising objective focuses on the intended audience, the advertising message, the desired effects, and the criteria for determining whether the results were achieved. Not just increase awareness but by 20 per cent. Why should these components be part of the advertising objective?
All these components should become part of the advertising objective. It s a way by which the company aware its customer about the product or services. The organization should know about the needs of the customer and about how advertising can influence them to purchase and increase sales of the company.
The company should focus on its customers and identify the primary customers among them. For Example- People from all generation watch TV nowadays, but advertisements like Mountain dew concentrate on young, adventurous people rather than boring, old and lazy people.
The advertising message focus is essential as it helps to pass the main message to the targeted audience so that the people can easily recognize the brand through the message. For Example- if someone hears the line “dew the dew” then he can automatically realize that the advertisement is about Mountain Dew.
The company adds desired effects in the ads to influence the customer behaviour in their favour. For Example- if the customer is thirsty and sees the advertisement of Mountain Dew, then he will automatically buy it. Hence, the objective effect of advertisement can be achieved.
Please Make an excellent Report
Write an article about “Issues and Challenges from employees’ and employers’ perspective in the career management process and develop your career management plans by using different learning and development approaches”, for at least 500 words. State your ideas, suggestions, and recommendation(s).
1. Introduction
2. Main Body
3. Suggestion
4. Conclusion
5. References
In the current economic scenario, the dissatisfied employees leave the organization for greener pastures which causes high attrition rates. The employees often feel neglected, unappreciated and that is why they move to different firms in the hope of finding an employer who will better appreciate them. According to J.M. Ivancevich and W.F. Glueck, it is essential to take care of employees needs and appreciations. It is necessary to ensure that good employee is motivated to stay in the firm and are always have the “right position in the right position at the right time” as it ensures that the firms retain their top talent and proper career management.
The issues and challenges faced by the employers and employees in today’s fiercely competitive business environment are mentioned below:
- Money or Title- on the one hand, many companies are taking good employees away with brighter career prospect. In contrast, some organizations are struggling to retain their employees who leave for attractive designations and high salaries.
- Challenging work- sometimes, an employee leaves an organization to broaden their domain expertise. Some organization do not offer work with new technologies and product, which negatively affects the employees’ skills. It becomes challenging for an organization to find new work every time for the employees. It is important for the organization to make sure that the employee sees the work attractive.
- Work environment- it is important to provide a tasty and healthy working environment for an employee. The employee may leave the company if they feel that the system within is unfair or biased against them. The firms should take care of good orientation and periodic team bonding so that the tem employees do not feel alienated or un-integrated at work.
- High stress- it may be possible that the employees any ignore the high stress during the job but stress at crucial stage and extended period of stress may want the employee to change the situation. The employer should make the proper choice regarding assigning the role to the employee.
- Lack of work-life balance- the employee wants to make an appropriate balance between the work and the family as it helps them to sustain their job as long as possible. Lack of good balance will drive away good talent straight to a competitor who might provide such balance.
- Supervisor / Management- usually, it is assumed that people leave their jobs due to their managers. Sometimes the employee finds it difficult to work with their immediate supervisors or management; they will prefer to leave the firm to escape the wrong manager.
- Unclear performance goals/ lack of clarity on the role- it is rare to find satisfaction in the job when the employee is unaware of what is expected out of him/her by the firm. Employers should make sure that the managers should adequately train the team on their roles and on the importance of the goal they are chasing.
The career management planning helps the employee to think about their job/career goals, review their strengths, talent, passion and experience for their work and to identify the skill gaps that are required to fill to achieve the desired aim. To achieve this, an employer and employee need to work together to create developmental plans. Key areas may also include:
- Long term goals-it is important for an employee to think about what they want to be two/five years down the line. An employee needs to focus on their long term goal once they are set.
- Detailed short term gals- it includes goal up to a year, the employees should be asked what things they want to stay the same are and what changes they want to make within the firms and themselves.
- What are your objectives for the immediate future? It may include aiming about promotion, new role, the transition to other/sales team.
- What action would you need to take regarding training, gaining experience? It includes personal development like MBA, Maters or Professional development like courses offered internally or externally.
- What support do you need from the boss/firm >
- It consists of an arrangement of training and financial support. Leave to attend training externally or delegating some task to someone else to ensure more time for transition.
- The target date for accomplishing goals? It includes fixed or flexible deadlines, or the target may depend on anyone else, such as a new manager in case of role change.
- How would you measure success? It may be through certification or customer survey/feedback rating of ‘Excellent’.
Career development planning is an utmost important step which enables an employee to think about his future at work. The meetings can be held through one on one meeting with supervisors, line managers, peers mentors etc. This may help the supervisor to give attention to any dissatisfaction and enable an employee’s point of view and to rethink role assignments, additional works life balance, training trajectories, all of which have a massive effect in ensuring employees satisfaction and work and also helps to reduce attrition.
References:
Goswami, Brijesh Kishore., Jha, Sushmita. (2012) Attrition Issues and Retention Challenges of Employees. International Journal of Scientific & Engineering Research, 3(4). 1-2
Manolescu, A. (2003). Human Resource Management, 4th Edition. 332
Van de Ven, Frans. (2007) Fulfilling the Promise of Career Development: Getting to the “Heart” of the Matter. Organization Development Journal, 25(3). 45