As a business owner your purpose of selling to your customers can be enhanced by the over-the-counter products you use. The point of sale is the area that will be your customer to pay his or her items. This is the final look of what you do not need, whether it is on the web, if it is on the ecommerce website or in a retail location, the ultimate look for the customer is quite important if the sales product ever needs to be sold. ..
It's tough. :
Point of sale
Article body:
As a business owner your purpose of selling to your customers can be enhanced by the over-the-counter products you use. The point of sale is the area that will be your customer to pay his or her items. Whether it's on the net, if you're on the ecommerce website or in a retail location, the final look of what you don't have to offer is quite important to the customer The point of sale product is, in fact, that you do it Sell it whatever you need if it is used correctly as a marketing medium Here are some options you should consider.
Point of sale often means cash register, cash drawer, receipt printer. If you are one of the many who use these aspects, you can create marketing materials. For example, placement of products that you want to get rid of near registers, an opportunity for customers who do not spend all that they plan to spend a little more This is the point of the sale item is "marked" or "clearance" If so, it is very effective because you know that you are getting a great price for the product.
Try using this effect with toppers registered as a distributor or an attractive dispenser. Regardless of what the price is for the goods, just because it's there, they look and consider it.
We will return the marketing needle with the other options and the coupon to visit the coupon. For example, on the back of their cash receipt is a coupon for their next visit. This is useful for prompt recovery.
Whether you use merchandise for sale, marketing materials, or electronic option points, use the dollar at the point of sale terminal
Points to consider before conducting an internal survey
For many years I worked in a large organizational corporate environment. There were considerable human resources and information technology departments in these organizations. Of course in the traveling employee survey that could not be made these huge resources. The response rate for regular employee surveys was less than 25%. These response rates are considered to be normal, and aside from some comments lamenting low response rates, everyone paid much attention.
It's tough. :
Article body:
For many years I worked in a large organizational corporate environment. There were considerable human resources and information technology departments in these organizations. Of course in the traveling employee survey that could not be made these huge resources. The response rate for regular employee surveys was less than 25%. These response rates are considered to be normal, and aside from some comments lamenting low response rates, everyone paid much attention.
Today I am on the other side of the fence. It works as expected in a real-world environment and surveys different types of employee awareness over the past year of a customer company. Recently, I had the opportunity to talk to the HR staff of several organizations. The question of scouring Internet collection at these agencies is the conduct of their own employee awareness survey. Once you have these questions assembled, it also runs its own survey process-House.
At first, this does not sound like an absurd approach. However, I asked the personnel staff to consider the following.
Privacy and confidentiality
One of the most important issues from employees' perspective on employee surveys is privacy and confidentiality. This is that most employees have their survey responses included in their own company Knowing, our experience of having low comfort levels has been that despite the company's efforts to ensure that unauthorized access to its survey data is protected, in fact, We are working with data and performing analysis. Confidentiality has already been breached. Under these circumstances there are many opportunities for human rights violations.
A few years ago, Entec said that the president of the company was ready to conduct an employee survey, but was paying for the survey, so they were trying to prepare the database and we left this project I had no choice but to walk. We have not been able to provide our employees with a clear guarantee that their privacy and confidentiality are safe.
These concerns are when the employee or third party complete investigation process when minimized. For example, in pre-survey communication, Entec advises employees that there is a firewall between the organization and Entec Corporation. No access to computer An employee or company officer or access database. Special requests by senior management or someone else in the company are silently denied access to the data. By the way, this has happened several times over the past nine years. Privacy and confidentiality are permitted to be exposed to the risk of serious matters. The employee survey is a double-edged sword. Meanwhile, employees welcome the opportunity to provide feedback. On the other hand, they don't participate or they don't provide an honest answer if they feel a little bit that their privacy can be violated.
Tsutsutsutsu
A high response raises the statistical validity of the result. High response rate for large databases. It is a meaningful outcome of the provision to drill deep organizations that can be used to prepare large databases and cut data. Small databases can only be used to prepare superficial analyzes that can not point directly to the specific improvements that need to occur. Therefore, obtaining a high response rate is extremely important in any employee survey. For example, Entec's survey process resulted in a response rate between 82% and 95%. This is much higher than average and allows detailed analysis. The data show that surveys of company management employees generally collect response rates of less than 30%.
Survey structure
Developing questions, scoring algorithms, and organizing questions are all separate parts of creating an employee survey. Entec followed the principle that the questioning organization promotes the effectiveness of the analysis stage. Therefore, if the analysis phase is needed to clearly guide the recommendations for the implementation of follow-up, the question is in a way that reflects the results we were seeking. Was in charge of the employee involvement modeling that was implemented as a step of Once modeling was complete, the survey questions were placed inside the appropriate part of the model. This process can show the reliability and validity of the In fact, there is no change in the specific order of the questions. The analysis of this ordered drive can be provided to conduct follow-up with clear recommendations.
Survey analysis
The nature of survey analysis is as important as the questions asked. Survey analysis is more than a percentage requirement. The analysis should provide an interpretation of the statistics. For example, how is the answer from one question or series of questions related to the answers of another question or series of questions? It is an employee's ability to motivate other questions that are much more important than some of the issues.
For example, in one company, the statement “very few in no-office politics or gossip” is statistically linked to the following leadership statement: “This type of analysis is important for this particular organization's culture Identifying other leadership behaviors that have appeared many times to be specific actions Specific priority to analysis On the best practices that have impacted the targeted behaviors of the leader Therefore, the HR department prioritized It had a concise set of actions needed to guide based on it The survey report also assesses how well everyone in the company with supervisory responsibility is assessed for these actions. did.
These same statements are not necessarily tied to the same behavior of all organizations. They vary somewhat depending on the company's culture. Considering that the office is politically, researched, and high-level office gossip is a toxic workplace. In this example, this type of analysis minimizes the gossip to the company, thus giving the knowledge and comfort that it is seeking the right action to improve performance.
Reliability and validity
0 comments:
Post a Comment