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This business plan is written for a to-be-founded trade company which focuses on the trade between Taiwan and Switzerland. The environmental analysis (Chapter 4) shows that there are countless opportunities for trade between the two countries. The goal of the company is to find products and solutions with considerable potential. Therefore, this business plan does not focus on just one product; instead a process defines how the company selects and develops the products in its portfolio (Chapter 3). By making these products available in the other country, the company gives Taiwanese and Swiss manufacturers new business opportunities and gives the potential customers better and different solutions to their problems. The company’s goal is to build long-term partnerships with its suppliers in order to ensure a high level of quality (Chapter 5). The company will set up two logistic centers, one in Taiwan and one in Switzerland, which will be the hubs for standardized and efficient distribution processes (Chapter 7). In order to keep the costs low during the first years, marketing and sales (Chapters 8 and 9) will focus most of its activities on B2C products which are mainly sold through ecommerce activities. Finally, the financial forecasts (Chapter 10) show that there is a very high level of uncertainties for the financial success of the company. Therefore the cost structure of the company must be highly flexible to be adjustable to the company’s growth.

<p> </p><p><strong>Degree Project Advanced Level - Business Administration, Linnaeus Business School at Linnaeus University, Business Process and Supply Chain Management, 4FE02E, Spring 2010.</strong></p><p> </p><p><strong>Authors:</strong> Muhammad Rizwan ul Haque, Ahmed Nawaz Shaikh, Kamonmarn Jaenglom, Zaheer Tariq</p><p><strong>Tutor:</strong> Petra Andersson</p><p><strong> </strong></p><p><strong>Title: Supplier Selection Process Improvement through Six-Sigma DMAIC (A case of Lafarge Pakistan Cement Limited)</strong></p><p><strong> </strong></p><p><strong>Background: </strong>Cement industry is considered to be an intensive supplier base industry. Cement manufacturing involves several types of suppliers ranging from general utilities to large plant equipments. Also, supply chain performance is significant topic in many cement organisations. The supply chain department at Lafarge Pakistan Cement Limited (LPCL) wants to inspect and improve their supplier selection process. The intended objective of this inspection is two folded. First, LPCL wants to develop a competitive supplier base out of bulk suppliers available in the market that would result in competitive advantage over its competitors. Second, they want to improve their supplier selection process so that there would be low variance and exclusion of unnecessary activities that would ultimately help in achieving the cost, quality and service enhancement objectives.</p><p><strong> </strong></p><p><strong>Research question: </strong></p><p>How can the existing supplier selection process at Lafarge Pakistan Cement Limited (LPCL) be improved by applying Six-Sigma DMAIC?</p><p><strong> </strong></p><p><strong>Methodology: </strong></p><p>This thesis is a descriptive case study and was conducted with a deductive approach. Data was collected through interviews, discussions and questionnaire. The scientific credibility of this thesis was secured by using many sources, avoidance of assumptions, studying a common process and following standardized steps of supplier selection.</p><p><strong>Conclusion:</strong></p><p>The existing process of supplier selection at LPCL was defined and mapped to understand the process characteristics and capabilities. The existing process was then analysed to identify problem areas, variations and unnecessary activities. Corrective actions were recommended to deal with problem areas and an improved supplier selection process for LPCL was suggested with process coordination and control measures.</p><p><strong>Suggestions for future research:</strong></p><p>Based on the findings of this thesis, we suggest that the further research for LPCL could be done in the area of sourcing and suppliers relationship management. Sourcing; a study could examine the sourcing policy at LPCL on purchasing practises of products. It would also be interesting to focus more on this area which leads to excellent cost reduction. Using scenario method could compare and analyse regional, national and worldwide sourcing. Supplier Relationship Management; a study could investigate supplier relationship management that leads to creating a competitive advantage for LPCL through the development of supplier performance monitoring and supplier development programme. More details could continuously move towards cost reduction, increased reliability and risk mitigation, transparency of supplier costs and quality, and enhanced efficiency of sourcing process.</p>

Predictive decision theory explains how humans should make decisions in practice given that they are not always perfect rational decision makers. Based on the prescriptive decision theory, this study addresses criticism of universal decision making models for supplier selections which have the notion of being used uniquely in all types of supplier choice situations. Issues raised are whether this performance is correct and how a dynamic decision-making model could create a more customized decision-making model which does not add much responsibility to the decision maker's judgment. A case study at Logosol, a small industrial company identifies by process mapping a complex supplier selection process consisting of three steps; prototype creation, null-series and production, based on test manufacturing. The supplier selection process is used as the basis for the creation of a dynamic decision making model. Dynamic decision-making models have the basic principle of learning from a decision and using that information in the next decision, which is considered useful in the business case as they not only use test manufacturing for product testing but also for collecting information about the supplier. Finally, the created dynamic decision model shows that universal decision-making models cannot be used in many complex supplier selection processes involving a plurality of steps. The model must be adapted to the company's individual process, however the identification method or some parts of the model used in this study may be used to create a dynamic decision model for other companies or organizations. / Preskriptiv beslutsteori säger hur människan borde fatta beslut i praktiken givet att de inte alltid är perfekt rationella beslutsfattare. Utifrån den preskriptiva beslutsteorin riktas i denna studie kritik mot universella beslutsmodeller för leverantörsval vilka har föreställningen om sig att användas kunna användas universellt i alla olika typer av leverantörsvalssituationer. Frågeställningar som väckts är om denna föreställning stämmer, samt hur en dynamisk beslutsmodell skulle kunna skapa en mer anpassad beslutsmodell vilken inte lägger lite mycket ansvar på beslutsfattarens omdöme. Genom en fallstudie hos Logosol ett litet industriföretag identifieras med hjälp av processkartläggning en komplex leverantörsvalsprocess innefattande tre steg; prototypskapande, nollserieskapande samt produktion utifrån testtillverkning. Fallföretagets leverantörsvalsprocess används som grund för skapande av en dynamisk beslutsmodell. Dynamiska beslutsmodeller har den grundläggande principen att medta lärdom från ett beslut in i nästa, vilket anses användbart för fallföretagets leverantörsvalsprocess då dom inte bara använder testtillverkning för test av produkt utan även för insamling av information om leverantören. Studien visar att föreställningen stämmer, den skapade dynamiska beslutsmodellen visar att universella beslutsmodeller inte är särskilt användbara i många komplexa leverantörsvalsprocesser innefattande ett flertal steg. Modellen måste anpassas för företagets individuella process, dock kan identifieringsmetoden eller vissa delar av modellen som använts i denna studie möjligtvis användas för att skapa en dynamisk beslutsmodell för andra företag eller organisationer.

This master's thesis deals with the selection process of the school director position. The work is divided into the theoretical and the research part. The theoretical part is concerned with the school director position and its competence, on the other hand with the legislation relevant to the selection process of the school director. In the end of the theoretical part author analyses the selection process in Slovakia. In the practical part author used the questionnaire to find the ideas of Czech teachers and headmasters of the selection process and of the Education Act novelisation. The goal of this thesis is to find how these interested sides perceive the selection process, whether the opinions are the same or different. The conclusions of the literature analysis and the research can be used for the improvement of the school director selection process in the Czech Republic. The work is based on the literature listed at the end and on the questionnaire survey, which was performed with 115 teachers and 13 headmasters. KEYWORDS personnel selection, school director, competence of school director, selection process, headmaster, the Education Act

Made available in DSpace on 2017-07-10T16:32:26Z (GMT). No. of bitstreams: 1 PAULA_REGINA_ ANTUNES.pdf: 685808 bytes, checksum: f52843928a528bc348b048461b346795 (MD5) Previous issue date: 2014-12-10 / The process of selection and recruitment are intended to choose the professional that best meet the required profile for the vacancy to be filled at the company, using requirements and methods for evaluation of human behavior. However, the organizations, the desire to hire a candidate with higher qualification and best suited to the role profile, using aspects of research that does not aim to evaluate the fitness professional, violating the intimacy and privacy of the applicant. From this perspective, the overall goal of this research is to verify the requirements in the selection processes of candidates in the companies of the trade in the municipality of Francisco Beltran-PR industry. The study is qualitative and quantitative. The sample consisted of 139 companies identified from the Trade Union of the Municipality. Data collection took place from the 04th to 10th November 2014, by applying a questionnaire to the companies responsible for hiring the city trade sector. Data were analyzed using the statistical method of cluster, using the software SPSS 18. The results showed that the participants practice discriminatory conduct, requiring candidates personal and professional references (81%). The survey also revealed that 50% of companies require a good-looking candidates, as well as appropriate dress and behavior (74%) and 52% elect age as an important requirement for hiring, with 56% of participants perform in consultation bodies SPC and the credit bureau. With regard to the requirement of time in previous employment, 74% of participating companies consider as an important requirement in hiring. Furthermore, 65% would not hire pregnant women candidates and 84% consider the use of chemicals. We conclude that, despite the constitutional protection and all existing legal apparatus, the companies of the trade of Francisco Beltran sector during the pre-contractual stage practice discriminatory acts. / O processo de seleção e recrutamento têm como propósito escolher os profissionais que mais atendam ao perfil requerido pela vaga a ser preenchida na empresa, utilizando requisitos e métodos para avaliação do comportamento humano. No entanto, as organizações, no anseio de contratar um candidato com maior qualificação e com o perfil mais adequado à função, se utiliza de investigação de aspectos que não visam avaliar a aptidão profissional, violando a intimidade e a vida privada do candidato. Nessa perspectiva, o objetivo geral da presente pesquisa é verificar os requisitos exigidos nos processos de seleção dos candidatos nas empresas do setor do comércio do município de Francisco Beltrão-PR. O estudo é quali-quantitativo. A amostra foi composta de 139 empresas, identificadas a partir do Sindicato do Comércio do município. A coleta dos dados ocorreu entre 04 a 10 de Novembro de 2014, mediante a aplicação de um questionário ao setor responsável pela contratação de empresas do comércio da cidade. Os dados foram analisados através do método estatístico de cluster, utilizando-se do software PASW 18. Os resultados mostraram que as participantes praticam conduta discriminatória, exigindo dos candidatos referências pessoais e profissionais (81%). A pesquisa também revelou que 50% das empresas exigem uma boa aparência dos candidatos, bem como vestimenta e comportamento adequado (74%) e 52% elegem a idade como requisito importante para a contratação, sendo que 56% das participantes realizam consulta nos órgãos de do SERASA e SPC. No que se refere à exigência de tempo no emprego anterior, 74% das empresas participantes consideram como requisito importante na contratação. Ademais, 65% não contratariam candidatas gestantes e 84% levam em consideração a utilização de substâncias químicas. Conclui-se que, apesar da proteção constitucional e de todo aparato legislativo existente, as empresas do setor do comércio de Francisco Beltrão, durante a fase pré-contratual praticam atos discriminatórios.

Degree Project Advanced Level - Business Administration, Linnaeus Business School at Linnaeus University, Business Process and Supply Chain Management, 4FE02E, Spring 2010.   Authors: Muhammad Rizwan ul Haque, Ahmed Nawaz Shaikh, Kamonmarn Jaenglom, Zaheer Tariq Tutor: Petra Andersson   Title: Supplier Selection Process Improvement through Six-Sigma DMAIC (A case of Lafarge Pakistan Cement Limited)   Background: Cement industry is considered to be an intensive supplier base industry. Cement manufacturing involves several types of suppliers ranging from general utilities to large plant equipments. Also, supply chain performance is significant topic in many cement organisations. The supply chain department at Lafarge Pakistan Cement Limited (LPCL) wants to inspect and improve their supplier selection process. The intended objective of this inspection is two folded. First, LPCL wants to develop a competitive supplier base out of bulk suppliers available in the market that would result in competitive advantage over its competitors. Second, they want to improve their supplier selection process so that there would be low variance and exclusion of unnecessary activities that would ultimately help in achieving the cost, quality and service enhancement objectives.   Research question: How can the existing supplier selection process at Lafarge Pakistan Cement Limited (LPCL) be improved by applying Six-Sigma DMAIC?   Methodology: This thesis is a descriptive case study and was conducted with a deductive approach. Data was collected through interviews, discussions and questionnaire. The scientific credibility of this thesis was secured by using many sources, avoidance of assumptions, studying a common process and following standardized steps of supplier selection. Conclusion: The existing process of supplier selection at LPCL was defined and mapped to understand the process characteristics and capabilities. The existing process was then analysed to identify problem areas, variations and unnecessary activities. Corrective actions were recommended to deal with problem areas and an improved supplier selection process for LPCL was suggested with process coordination and control measures. Suggestions for future research: Based on the findings of this thesis, we suggest that the further research for LPCL could be done in the area of sourcing and suppliers relationship management. Sourcing; a study could examine the sourcing policy at LPCL on purchasing practises of products. It would also be interesting to focus more on this area which leads to excellent cost reduction. Using scenario method could compare and analyse regional, national and worldwide sourcing. Supplier Relationship Management; a study could investigate supplier relationship management that leads to creating a competitive advantage for LPCL through the development of supplier performance monitoring and supplier development programme. More details could continuously move towards cost reduction, increased reliability and risk mitigation, transparency of supplier costs and quality, and enhanced efficiency of sourcing process.

Magistro darbe nagrinėjami Šiaulių miesto viešųjų ir privačiųjų įmonių, organizacijų personalo atrankos ypatumai. Darbe aptariamas personalo planavimo procesas, pagrindiniai personalo paieškos šaltiniai, dažniausiai naudojami personalo atrankos metodai. Taip pat analizuojama kokie kriterijai lemia darbo ir darbuotojo pasirinkimą. Nagrinėjami kriterijai, kurie lemia sėkmingą įsidarbinimą. Lyginami personalo paieškos, atrankos ypatumai viešajame ir privačiajame sektoriuje. Apklausoje dalyvavo 224 respondentai (170 personalo darbuotojų, 54 vadovai). Anketos išplatintos gamybos, paslaugų, prekybos įmonėse bei organizacijose. Šiaulių viešosiose ir privačiosiose organizacijose ar įmonėse vadovo pareigas eina vyrai, apklausoje jie sudarė 74 proc. net 79 proc. vadovų turi aukštąjį universitetinį išsilavinimą. Šiaulių miesto įmonėse, organizacijose pakankamai didelė darbuotojų kaita, kadangi 62 (iš 170) respondentai atsakė, kad institucijoje dirba iki 5 metų, 34 atsakė, kad 6- 10 metų. Šį teiginį taip pat patvirtina vis didėjanti darbuotojų kaita. Privatusis sektorius ir toliau sparčiai plečiasi Šiauliuose, viešojo sektoriaus plėtra yra gerokai lėtesnė. Apie laisvas darbo vietas įmonėse ir organizacijose Šiaulių miesto gyventojai geriausiai sužino iš pažįstamų rekomendacijų ir skelbimų spaudoje. 70 proc. visų apklaustų vadovų teigė, kad jų įmonėse, organizacijose nėra personalo skyrių ir darbuotojų atranką atlieka patys. Pats populiariausias Šiauliuose personalo atrankos metodas... [toliau žr. visą tekstą] / The peculiarities of staff selection process in public and private companies, organizations of Šiauliai City are analyzed in Master Thesis. The process of staff planning, the main source of staff search, and the mostly used methods of staff selection are discussed in this thesis. It is analyzed as well, what criteria influence the selection of job and employee. The criteria influencing successful employment are analyzed. The peculiarities of staff search in public and private sectors are compared. 224 respondents participated in survey (170 staff employees, 54 managers). The questionnaires were distributed in production, services, trading companies and organizations. In public and private organizations and companies mostly men are in position of manager in Šiauliai; they concluded 74 per cent in survey. Even 79 per cent of managers have higher university education. The change of employees in Šiauliai city companies and organizations is large enough, as 62 (from 170) respondents answered that they are working in institutions till 5 years, 34 answered that they are working from 6 to 10 year. This statement is confirming that the change of employees is increasing. Private sector is still developing rapidly in Šiauliai, the development of public sector is much slower. The residents of Šiauliai city mostly get information about vacancies in companies and organizations from acquaintances and advertisements in press. 70 per cent of all managers surveyed declared that there are no... [to full text]

Tyrimo tikslas: Nustatyti atrankos proceso ypatumų bei kandidatų asmenybės savybių reikšmę motyvacijos įsidarbinti kitimui. Tyrime dalyvavo 97 atrankos procese dalyvaujantys asmenys (56 moterys ir 41 vyrai). Tiriamieji buvo apklausiami du kartus: prieš atrankos procesą ir po atrankos proceso. Tyrime naudota kandidato motyvaciją įsidarbinti vertinantis klausimynas (Mačiunskaitė, Bukšnytė-Marmienė, 2013), BFI: didžiojo penketo modelio klausimynas (John, Donahue, Kentle, 1991; vertimą į lietuvių kalbą atliko Endriulaitienė, Ševelytė 2009; Markšaitytė, Endriulaitienė, Šeibokaitė, 2009), atrankos proceso ypatumų klausimynas: kandidatų požiūrį į atrankos procese naudojamus metodus vertinantis klausimynas (Steiner, Gilliland, 1996; vertimą į lietuvių kalbą atliko Endriulaitienė, Sudavičiūtė, 2008) ir subjektyvų atrankos proceso trukmės vertinimą nustatantis klausimynas (Mačiunskaitė, Bukšnytė-Marmienė, 2013). Tyrimo rezultatai parodė, kad kandidatų motyvacijos įsidarbinti lygis yra didesnis po atrankos proceso nei prieš atrankos procesą. Motyvacijos įsidarbinti lygis susijęs su subjektyviai vertinama atrankos proceso trukme: ilgesnis atrankos proceso trukmės vertinimas susijęs su aukštesniu motyvacijos įsidarbinti lygiu prieš atrankos procesą ir po atrankos proceso. Atrankos proceso metu naudojamų metodų teisingumo vertinimas susijęs su kandidatų motyvacijos įsidarbinti kitimu: gyvenimo aprašymas, gebėjimų ir darbo pavyzdžio testų metodų vertinimas neprognozuoja motyvacijos... [toliau žr. visą tekstą] / The aim of the study was to explore importance of characteristic of the selection process and candidate's personality traits to the motivation to find job variation. The study included 97 persons involved in the selection process (56 women and 41 men). Respondents were interviewed twice before and after the selection process. Research methods are: Questionnaire of candidate's motivation to find job (Mačiunskaitė, Bukšnytė-Marmienė, 2013), BFI: big five inventory (John, Donahue, Kentle, 1991; into lithuanian prepared Endriulaitienė, Ševelytė 2009; Markšaitytė, Endriulaitienė, Šeibokaitė, 2009), charactetistic of the selection process questionnaire: questionnaire of fairness reactions to personnel selection techniques (Steiner, Gilliland, 1996; into lithuanian prepared Endriulaitienė, Sudavičiūtė, 2008) and questionnaire for the subjective selection process duration. The results of the research showed that candidate's motivation to find job level is higher after the selection process than before the selection process. Motivation to find job level is associated with the subjective duration of selection process evaluation: longer duration of the selection process assessment relates to a higher level of motivation to find job before and after the selection process. Methods used in the selection process evaluation of justice is related with motivation to find job variation: CV, skills and work sample test evaluation do not indicate changes of motivation to find job. Job... [to full text]