abhishreshthaa
Abhijeet S
Marketing Mix of Tesla Motors Inc : Tesla Motors Inc. is a Silicon Valley-based company that designs, manufactures and sells electric vehicles (EVs) and electric vehicle powertrain components. It is currently the only automaker building and selling highway-capable EVs in serial production (as opposed to prototype or evaluation fleet production) in North America or Europe[citation needed]. According to recent paperwork filed with the US Securities and Exchange Commission, Tesla produces at least 15 cars per week — mostly custom-ordered vehicles manufactured to owners' specifications.[3]
Tesla Motors is named after electrical engineer and physicist Nikola Tesla.[4] The Tesla Roadster uses an AC motor descended directly from Tesla's original 1882 design, which he said came to him in a feverish hallucination due to exhaustion when he was working as an engineer and inventor in Austria-Hungary.[5]
The Tesla Roadster, the company's first vehicle, is the first production automobile to use lithium-ion battery cells and the first production EV with a range greater than 200 miles (320 km) per charge.[6] The base model accelerates 0–60 mph (97 km/h) in 3.9 seconds and, according to Tesla Motor's environmental analysis, is twice as energy efficient as the Toyota Prius.[7] The company produced its 1,000th Roadster in January 2010[8] and has delivered Roadsters in at least 25 countries.[9] Tesla began producing right-hand-drive Roadsters in early 2010 for the UK and Ireland markets, expanding into Australia, Japan, Hong Kong and Singapore in the following months.[10]
One of the accountabilities of the human resource management department is the recruitment and the retention of highly qualified and skilled employees. This is considered as the primary activity in hiring competent people that would become an asset on the company. In recruiting the right employees, companies like McDonald should consider several factors; these include positive work behaviours, and technical skills.
Staffing or recruiting today has been taken a lot more serious by most management. Gaining and acquiring competent staffs at all levels of the company are more than a matter of training. It can be rooted from effective recruitment and retention programmes. The recruitment and the retention programme for McDonald may include how they filter the job applicants, the recruitment channels to be used and the type of information conveys by the industry to the applicants during the process.
In recruiting a new employee to fill the vacancy, it is important that the company or the Human resource management should be able to set criteria that will serve as guidelines to choose the most suitable employee for the job or position needed. In this manner, the criteria includes tasks to be handled, tools and technological skills, knowledge requirements, skills and abilities required, work activities that can be handled, job training, and educational attainment.
In order to identify the most suitable employee who will be given a chance to become the new employee for a company, there are different methods to be used which will be included in Employee Recruiting Policy to identify the critical activities in the recruitment process and monitor its results. HRM Recruiting Program clearly states the mission and objective of the recruitment process to be done. Specifically, the purpose of such policy is to offer a criterion and standard measure for recruiting new employee.
The first mechanism is to have a psychological exam and aptitude test. This examination is important to know some personal information about the applicants. These examinations are given by HR Psychologists/Staff. Secondly, the next exam will be to test the knowledge of the applicants in terms of management concept and other skills that will show their potentialities of becoming a good and effective employee.
After the applicants have taken have taken the examinations, those who passed will be assessed using the interview method which is handled by HR management. Primary and final interview will be conducted to evaluate further those applicants who have survived the thorough examinations. According to Golhar & Deshpande (1997), most employees are selected by means of one on one interview; however, along with this technique, written examinations and panel interviews are also used for the selection process. The use of multiple selection techniques will help prevent applicant selection errors. The use of application tests in the selection process is perhaps the most effective method that could be used in combination of the interview method. The result of whom to become the new employee will be based on the criteria set by Human resource management of the organization. After all these procedures have been done, the HR management and executives makes the final decision on whether or not the employee will be recruited/hired or not.
In enhancing the Human resource management of McDonald, the management should also consider the context of employee training and development. The new and strategic human resource management approach of McDonald should highlight the value of providing regular training and development programmes for the improvement of the technical, technological skills and knowledge of the employees and the crew members.
The training and development initiative should be conducted in the purpose of achieving growth for the employees and the corporate objectives. Accordingly, training and development refers to the acquisition of skills and knowledge that specifically adhere to the technical and intellectual requirements of the company, in this case, McDonald.
Trainings are characterized with learning through practical as well as experiential developments within the bounds of the working environment. At present, training and development programs for professional development offered by business organizations to their employees encompass the aspects of morals and principles, work attitude and behavior, field and technical know-how, and leadership potential. All these should be taken into account by McDonalds based on the requirements of the company in order to foster productive aptitude among qualified workforce in the fast food chain.
Accordingly, the one of the main reasons for employee training includes the need for improving the performance of the employees to adapt to the changing business market. Employee training can be used to develop the skills of employees which adhere to the current needs of the company.
Tesla Motors is named after electrical engineer and physicist Nikola Tesla.[4] The Tesla Roadster uses an AC motor descended directly from Tesla's original 1882 design, which he said came to him in a feverish hallucination due to exhaustion when he was working as an engineer and inventor in Austria-Hungary.[5]
The Tesla Roadster, the company's first vehicle, is the first production automobile to use lithium-ion battery cells and the first production EV with a range greater than 200 miles (320 km) per charge.[6] The base model accelerates 0–60 mph (97 km/h) in 3.9 seconds and, according to Tesla Motor's environmental analysis, is twice as energy efficient as the Toyota Prius.[7] The company produced its 1,000th Roadster in January 2010[8] and has delivered Roadsters in at least 25 countries.[9] Tesla began producing right-hand-drive Roadsters in early 2010 for the UK and Ireland markets, expanding into Australia, Japan, Hong Kong and Singapore in the following months.[10]
One of the accountabilities of the human resource management department is the recruitment and the retention of highly qualified and skilled employees. This is considered as the primary activity in hiring competent people that would become an asset on the company. In recruiting the right employees, companies like McDonald should consider several factors; these include positive work behaviours, and technical skills.
Staffing or recruiting today has been taken a lot more serious by most management. Gaining and acquiring competent staffs at all levels of the company are more than a matter of training. It can be rooted from effective recruitment and retention programmes. The recruitment and the retention programme for McDonald may include how they filter the job applicants, the recruitment channels to be used and the type of information conveys by the industry to the applicants during the process.
In recruiting a new employee to fill the vacancy, it is important that the company or the Human resource management should be able to set criteria that will serve as guidelines to choose the most suitable employee for the job or position needed. In this manner, the criteria includes tasks to be handled, tools and technological skills, knowledge requirements, skills and abilities required, work activities that can be handled, job training, and educational attainment.
In order to identify the most suitable employee who will be given a chance to become the new employee for a company, there are different methods to be used which will be included in Employee Recruiting Policy to identify the critical activities in the recruitment process and monitor its results. HRM Recruiting Program clearly states the mission and objective of the recruitment process to be done. Specifically, the purpose of such policy is to offer a criterion and standard measure for recruiting new employee.
The first mechanism is to have a psychological exam and aptitude test. This examination is important to know some personal information about the applicants. These examinations are given by HR Psychologists/Staff. Secondly, the next exam will be to test the knowledge of the applicants in terms of management concept and other skills that will show their potentialities of becoming a good and effective employee.
After the applicants have taken have taken the examinations, those who passed will be assessed using the interview method which is handled by HR management. Primary and final interview will be conducted to evaluate further those applicants who have survived the thorough examinations. According to Golhar & Deshpande (1997), most employees are selected by means of one on one interview; however, along with this technique, written examinations and panel interviews are also used for the selection process. The use of multiple selection techniques will help prevent applicant selection errors. The use of application tests in the selection process is perhaps the most effective method that could be used in combination of the interview method. The result of whom to become the new employee will be based on the criteria set by Human resource management of the organization. After all these procedures have been done, the HR management and executives makes the final decision on whether or not the employee will be recruited/hired or not.
In enhancing the Human resource management of McDonald, the management should also consider the context of employee training and development. The new and strategic human resource management approach of McDonald should highlight the value of providing regular training and development programmes for the improvement of the technical, technological skills and knowledge of the employees and the crew members.
The training and development initiative should be conducted in the purpose of achieving growth for the employees and the corporate objectives. Accordingly, training and development refers to the acquisition of skills and knowledge that specifically adhere to the technical and intellectual requirements of the company, in this case, McDonald.
Trainings are characterized with learning through practical as well as experiential developments within the bounds of the working environment. At present, training and development programs for professional development offered by business organizations to their employees encompass the aspects of morals and principles, work attitude and behavior, field and technical know-how, and leadership potential. All these should be taken into account by McDonalds based on the requirements of the company in order to foster productive aptitude among qualified workforce in the fast food chain.
Accordingly, the one of the main reasons for employee training includes the need for improving the performance of the employees to adapt to the changing business market. Employee training can be used to develop the skills of employees which adhere to the current needs of the company.
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