JULIET MUTUA

HD232-3801/2014
BUSINESS PROCESS RE-
ENGINEERING
HBT 2401
BBIT 4.1

ASSINGNMENT 1
1. Describe the following terms

a) Entrepreneurial process

1. Identifying opportunity: An entrepreneurial process begins with the idea

generation, where the entrepreneur identifies and evaluates the business
opportunities. He seeks inputs from all the persons including employees,
consumers, channel partners, technical people, etc. to reach to an optimum
business opportunity. Once the opportunity has been decided upon, he evaluates it.
2. Developing a business plan: Secondly, an entrepreneur needs to create a
comprehensive business plan. This is critical to the success of any new venture
since it acts as a benchmark and the evaluation criteria to see if the organization is
moving towards its set goals. The components of a business plan are mission and
vision statement, goals and objectives, capital requirement, a description of
products and services, etc.
3. Resourcing: The third step is resourcing, wherein the entrepreneur identifies the
sources from where the finance and the human resource can be arranged. Here, the
entrepreneur finds the investors for its new venture and the personnel to carry out
the business activities.
4. Managing the company: Once the funds are raised and the employees are
hired, next is to initiate the business operations to achieve the set goals. First of all,
an entrepreneur must decide the management structure or the hierarchy that is
required to solve the operational problems when they arise.
5. Harvesting: The final step is harvesting where, an entrepreneur decides on the
future prospects of the business, i.e. its growth and development. The actual
growth is compared against the planned growth and then the decision regarding the
stability or the expansion of business operations is undertaken accordingly, by an
entrepreneur.

b) Promotional planning process

This is a process of optimizing the utilization of marketing tools, strategies,
resources to promote a product and service with the intent to generate demand and
meet the set objectives.
 The process involves the following steps.
1. Problem Definition: the management must identify the need for a promotion
and should take into consideration the following points:

Who is the target audience?

How much budget is allocated for the promotional activities?

What marketing strategies are to be adopted?

Which analytical tool is to be used?

2. Establishment of detailed Objectives: The objectives are the end goals

towards which all the efforts are directed. Once the target audience is identified the
management must set the objectives of the promotion. The objectives could be to
encourage the non-users to use the product, increase the usage of the existing
customers, or enter into a new market segment with a modified product line.

3. Design of Promotion Mix: Once the objectives are set, these provide the basis
for selecting an appropriate promotional tool (advertising, personal selling, sales
promotion, etc.). The management must carefully analyze all the costs and effects
associated with each marketing element before making the final choice.

4. Planning Sales Promotion Programme: This is the most crucial step of

promotional planning that requires the management to decide the time duration of
the promotion i.e. for how long the promotional tool is to be used. While deciding
on the sales promotion plan and the overall marketing budget
5. Pre-testing: Once the Sales Promotion Plan is prepared, it is tested in few
selected market segments to identify the potentials or serious problems before its
full launch. Here the management scrutinizes the cost effectiveness of the
promotional plan, customer response rate, etc.

6. Implementation: After the promotional plan is tested in the few selected areas,
it is ready to be launched in the complete market
7. Monitoring and Evaluation: After implementation, the performance of the
promotional plan is checked against the set standards and objectives and the
corrective actions are taken accordingly. During the evaluation, the management
must take care of all the factors that are beyond control such as economic
recession, seasonal variations, natural calamity, etc. that might influence the
buying decision of the customers.

c) human resource planning process

It is the process used by organizations for assessing the supply and demand for
future human resources. An effective HR plan also provides the mechanisms that
will be used to eliminate any gaps that may be exist between supply and demand.
1Assessing Human Resources
The assessment of HR begins with environmental analysis, under which the
external and internal are analyzed to assess the currently available HR inventory
level. After the analysis of external and internal forces of the organization, it will
be easier for the HR to find out the internal strengths as well as weakness of the
organization in one hand and opportunities and threats on the other.
2. Demand Forecasting
Demand forecasting is a process of determining future needs for HR in terms of
quantity and quality. It is done to meet the future personnel requirements of the
organization to achieve the desired level of output. Future human resource need
can be estimated with the help of the organization's current human resource
situation and analysis.
3. Supply Forecasting
It is concerned with the estimation of supply of manpower given the analysis of
current resource and future availability of human resource in the organization. It
estimates the future sources of HR that are likely to be available from within an
outside the organization. Internal source includes promotion, transfer, , whereas
external source include fresh candidates who are capable of performing well in the
organization.
4. Matching Demand and Supply
It is concerned with bringing the forecast of future demand and supply of HR. The
matching process refers to bring demand and supply in an equilibrium position so
that shortages and over staffing position will be solved. In case of shortages an
organization has to hire more required number of employees.in the case of over
staffing it has to reduce the level of existing employment
5. Action Plan
It is concerned with surplus and shortages of human resource. The HR plan is
executed through the designation of different HR activities. The major activities
which are required to execute the HR plan are recruitment, selection,
placement, training, socialization etc. Finally, this step is followed by control and
evaluation of performance of HR to check whether the HR planning matches the
HR objectives and policies.

d) Process of job analysis

Job Analysis process is a systematic exploration, study and recording the
responsibilities, duties, skills, accountabilities, work environment and ability
requirements of a specific job.
It includes the following steps

1. Identification of Job Analysis Purpose: the first step in the process is to

determine its need and desired output. Spending human efforts, energy as well as
money is useless until HR managers dont know why data is to be collected and
what is to be done with it.

2. Who Will Conduct Job Analysis: next is who will conduct it. Some companies
prefer getting it done by their own HR department while some hire job analysis
consultants. Job analysis consultants may prove to be extremely helpful as they
offer unbiased advice, guidelines and methods. They dont have any personal likes
and dislikes when it comes to analyze a job.

3. How to Conduct the Process: Deciding the way in which job analysis process
needs to be conducted is next step. A planned approach about how to carry the
whole process is required in order to investigate a specific job.

4. Strategic Decision Making: Its about deciding the extent of employee

involvement in the process, the level of details to be collected and recorded,
sources from where data is to be collected, data collection methods, the processing
of information and segregation of collected data.

5. Training of Job Analyst: Next is to train the job analyst about how to conduct
the process and use the selected methods for collection and recoding of job data.

6. Preparation of Job Analysis Process: Communicating it within the

organization is the next step. HR managers need to communicate the whole thing
properly so that employees offer their full support to the job analyst. The stage also
involves preparation of documents, questionnaires, interviews and feedback forms.

7. Data Collection: Next is to collect job-related data including educational

qualifications of employees, skills and abilities required to perform the job,
working conditions, job activities, reporting hierarchy, required human traits, job
activities, duties and responsibilities involved and employee behavior.

8. Documentation, Verification and Review: Proper documentation is done to

verify the authenticity of collected data and then review it. This is the final
information that is used to describe a specific job.

9. Developing Job Description and Job Specification: Now is the time to

segregate the collected data in to useful information. Job Description describes the
roles, activities, duties and responsibilities of the job while job specification is a
statement of educational qualification, experience, personal traits and skills
required to perform the job.