Columbia University Bilibili Design an International Marketing Plan - Business Finance
DETAILED ASSESSMENT BRIEFDesign an international marketing plan for the brand you have chosen (The brand I chose is BiliBili.)In developing your marketing plan you will need to carry out a number of steps, including:a) Market choice: Selecting of the country entered for international expansion. Here you should justify your choice.b) Researching the internal and external environments of the country and company. This research phase is essential since marketing decisions made are only ever as good as the information on which they are based (Tookey, 1964). Here you should identify discuss and evaluate the key environmental issues which will shape your marketing strategyc) Designing international marketing strategies for your selected company.At this stage of the assignment realism and precision will be rewarded. The theories, models, and concepts presented in the recommended textbook(s) and in the lectures will have to be applied to justify and analyse international marketing decisions. Indications of how to implement the plan and control for its success should also be included but only briefly (no more than 200 words).The assignment and marketing plan should follow the P.R. Smith’s SOSTAC approach and be presented to include the following sub sections:Situational analysis/country justification including Market Choice, PESTLE -- review of cultural influences by using relevant theory including Hofstede, etc. (20\%)Objectives which are SMART. (5\%)Strategic options including market entry strategy, segmentation, targeting and positioning (STP). The proposed strategy should be justified from research conducted for the choice of international market. (20\%)Tactics: Development of other elements of the marketing mix. Standardization versus adaptation issues for all mix elements should be included. (40\%)Actions: Tactical implementation and resource allocation including a budget plan. (10\%)Control: Monitoring and evaluation of the success of the marketing plan. (5\%)ADDITIONAL GUIDANCEThe tone (the way in which you write and the words that you use) within your report and the layout of your report should be professional.Your marketing plan should be presented in Report Format, with a Cover Page, Contents Page and Executive Summary (all excluded from the word count). A Reference List and Bibliography should be included at the end of your work.Appendices can be used to present supporting information, but any appendix will not be marked; important content must be discussed in detail within the body of the report to gain marks.Words in tables are excluded from the word count. However, large table containing information in paragraph is NOT acceptable and will not be marked.In developing your marketing mix for the marketing plan, consider the size and capability of the company.Support your work with academic or non-academic but reliable references, presenting in Harvard Referencing format. ASSESSMENT CRITERIA To achieve a ‘Pass’ gradeIn order to achieve a pass grade the students will have demonstrated an understanding of the main theoretical and significant external political, cultural and social, economic and technical issues involved in developing and entering an overseas market. The assignment will include all of the sections itemised above, with occasional minor omission and will be presented in a suitable format. Some elements of the assignment may have weaknesses. Linkages between different sections will have been shown in the marketing plan. Relevant marketing concepts will have been applied into the assignment to show adequate understanding of global marketing. There may be limited evidence of wider reading and research, outside of the recommended textbooks and journal articles. Attempt to show references and citations properly but with some errors.To achieve a ‘Merit’ gradeIn order to achieve a merit grade the students will have demonstrated a clear understanding of the main theoretical and significant political, cultural and social, economic and technical issues involved in developing and entering an overseas market. The assignment will include all of the sections itemized above, with nearly no omission and will be presented in a suitable format. Different sections will have been presented in the marketing plan within reasonable and supportive linkages. Proper application of relevant marketing concepts will have been applied into the assignment to show clear understanding of global marketing. There may be clear evidence of good breadth and depth of reading and research, outside of the recommended textbooks and journal articles. Students will be able to communicate the material in a way that the majority of their message/recommendations are understood and logical. References and citations have been clearly shown on the slides following Harvard Referencing System with few errors.To achieve a ‘Distinction’ gradeIn order to achieve a distinction grade the students will have demonstrated an in depth understanding of the main theoretical and significant political, cultural and social, economic and technical issues involved in developing and entering an overseas market. Different sections will have been strongly linked with logical analysis. Decent understanding of global marketing will have been shown through proper application of relevant marketing concepts. The students will articulate their ideas using their academic voice, utilising and integrating a range of resources, including journals where appropriate. Evaluative and analytical content will be provided, always supported by evidence. In addition there may be evidence of an innovative and creative approach. References and citations have been correctly following the Harvard Referencing System with error free.FailThe report does not clearly demonstrate an understanding of the main theoretical and significant external political, cultural and social, economic and technical issues involved in developing and entering an overseas market. Very little referencing or research has been conducted. Linkages among sections can be hardly found. Not all of the sections itemized above have been included. The assignment might be presented in an unsuitable format. The Harvard Referencing System may not have been followed. The report may be well below 2,500 words.
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Performance Appraisal Planning 2016-2017
SMART Goals: A How to Guide
SMART Goals:
A How to Guide
1
Performance Appraisal Planning 2016-2017
SMART Goals: A How to Guide
Table of Contents
What are SMART Goals? ....................................................................................................................3
What is the SMART criteria? ...............................................................................................................3
How do I decide the right scope for my SMART Goals? (How big? How many?) ....................................3
Where to start? ......................................................................................................................................... 3
How to write your S-M-A-R-T goal ......................................................................................................4
Examples of Creating a SMART Goal ...................................................................................................7
Goal: I want to complete a project ........................................................................................................... 7
Goal: I want to improve my performance ................................................................................................ 8
Appendix ......................................................................................................................................... 10
Template for writing a S.M.A.R.T. Goal ............................................................................................. 11
More SMART Goal Examples ............................................................................................................ 12
Ongoing ................................................................................................................................................... 12
New Project/Performance Cycle-Specific ............................................................................................... 12
Development Goals................................................................................................................................. 13
2
Performance Appraisal Planning 2016-2017
SMART Goals: A How to Guide
How to Write SMART Goals:
A Guide for Managers and Employees
What are SMART Goals?
Statements of the important results you are working to accomplish
Designed in a way to foster clear and mutual understanding of what constitutes
expected levels of performance and successful professional development
What is the SMART criteria?
S
Specific
M
Measurable
A
Achievable
R
Relevant
T
Time-Bound
What will be accomplished? What actions will you
take?
What data will measure the goal? (How much? How
well?
Is the goal doable? Do you have the necessary skills
and resources?
How does the goal align with broader goals? Why is
the result important?
What is the time frame for accomplishing the goal?
How do I decide the right scope for my SMART Goals? (How big? How many?)
SMART goals are meant to address all of your major job responsibilities.
Remember, goals are intended to focus attention and resources on what is most important
so that you can be successful in achieving your priorities. SMART Goals are goals for your
day-to-day job.
Common types of goals are to:
o Increase something
o Make something
o Improve something
o Reduce something
o Save something
o Develop someone (yourself!)
Where to start?
1. Start by thinking about your whole job and the broad areas (or “buckets”) of
responsibility and results for which you are accountable.
2. Develop a goal statement for each bucket. To get the scope right, remember to
focus on end results not tasks.
3
Performance Appraisal Planning 2016-2017
SMART Goals: A How to Guide
Goals should be high level enough to encompass the core outcomes for which you
are responsible, but specific and clear enough so you will be able to measure
success.
4. Goals should be on-going job responsibilities and any new projects, assignments,
priorities, or initiatives that are specific to this performance cycle.
5. Having too many goals can be an indicator that your goals are scoped at too low a
level and are focused more on tasks than on end results.
6. If it seems that your goals are becoming too numerous and task-oriented, it may be
helpful to consider combining several goal statements into a broader outcome area.
3.
How to write your S-M-A-R-T goal
S – Specific
When setting a goal, be specific about what you want to accomplish. Think about this as the
mission statement for your goal. This isn’t a detailed list of how you’re going to meet a goal, but
it should include an answer to the popular ‘w’ questions:
Who – Consider who needs to be involved to achieve the goal (this is especially
important when you’re working on a group project).
What – Think about exactly what you are trying to accomplish and don’t be afraid to get
very detailed.
When – You’ll get more specific about this question under the “time-bound” section of
defining S.M.A.R.T. goals, but you should at least set a time frame.
Where – This question may not always apply, especially if you’re setting personal goals,
but if there’s a location or relevant event, identify it here.
Which – Determine any related obstacles or requirements. This question can be
beneficial in deciding if your goal is realistic. For example, if the goal is to open a baking
business, but you’ve never baked anything before, that might be an issue. As a result,
you may refine the specifics of the goal to be “Learn how to bake in order to open a
baking business.
Why – What is the reason for the goal? When it comes to using this method for
employees, the answer will likely be along the lines of company advancement or career
development.
4
Performance Appraisal Planning 2016-2017
“S” actions may include:
Oversee
Coordinate
Supervise
Manage
Plan
Support
Transition
SMART Goals: A How to Guide
Update
Upgrade
Develop
Create
Implement
Evaluate
Produce
Write
Process
Provide
Maintain
Reconcile
Direct
Administer
Note that this list does not include verbs like “improve,” “reduce,” or “increase” (e.g.
“Improve customer service” or “reduce cost.” These imply the direction that you want a
result to move in, but don’t do much to explain the role or specific action that you will
take to accomplish this change.
M – Measurable
What metrics are you going to use to determine if you meet the goal? This makes a goal more
tangible because it provides a way to measure progress. If it’s a project that’s going to take a
few months to complete, then set some milestones by considering specific tasks to accomplish.
Milestones are a series of steps along the way that when added up will result in the completion
of your main goal.
As the “M” in SMART states, there should be a source of information to measure or
determine whether a goal has been achieved.
The M is a direct (or possibly indirect) indicator of what success for a particular goal will
look like.
Sometimes measurement is difficult and managers and employees will need to work
together to identify the most relevant and feasible data sources and collection methods.
Data collection efforts needed to measure a goal can be included in that goal’s action
plan.
Even if a perfect, direct measurement source is not immediately feasible for a given
goal, the discussion about the desired end result (why this goal is important) and what
the measurement options are (what success might look like) is an important and
valuable part of performance planning.
Measurement methods can be both quantitative (productivity results, money saved or
earned, etc.) and qualitative (client testimonials, surveys, etc.).
5
Performance Appraisal Planning 2016-2017
SMART Goals: A How to Guide
Some typical data types and data collection methods may include:
DATA TYPES
Quality/accuracy rates
Amounts produced
Revenue generated
Productivity rates
Customer Satisfaction
DATA COLLECTION METHODS
Automated reports
Audits, tests
Surveys
Work products, samples
Other documents
A – Achievable
This focuses on how important a goal is to you and what you can do to make it attainable and
may require developing new skills and changing attitudes. The goal is meant to inspire
motivation, not discouragement. Think about:
how to accomplish the goal,
if you have the tools/skills needed,
if not, consider what it would take to attain them.
R – Relevant
Relevance refers focusing on something that makes sense with the broader business goals. For
example, if the goal is to launch a new program or service, it should be something that’s in
alignment with the overall business/department objectives. Your team may be able to launch a
new program, but if your division is not prioritizing launching that type of new programs, then
the goal wouldn’t be relevant.
T – Time-Bound
Anyone can set goals, but if it lacks realistic timing, chances are you’re not going to succeed.
Providing a target date for deliverables is imperative. Ask specific questions about the goal
deadline and what can be accomplished within that time period. If the goal will take three
months to complete, it’s useful to define what should be achieved half-way through the
process. Providing time constraints also creates a sense of urgency.
The Easiest Way to Write S.M.A.R.T. Goals
When it comes to writing S.M.A.R.T. goals, ask yourself and other team members a lot of
questions. The answers will help fine-tune your strategy, ensuring the goals are something
that’s actually attainable. Utilize the template provided in the appendix as a guide.
6
Performance Appraisal Planning 2016-2017
SMART Goals: A How to Guide
This doesn’t have to be a daunting experience; in fact, it should be quite illuminating. Below we
demonstrate how to write S.M.A.R.T. goals for two typical business scenarios: completing a
project and improving personal performance. We’ve also created an easy-to-use S.M.A.R.T.
goals template and worksheet to help you get started.
Examples of Creating a SMART Goal
Here are two examples of initial goals well use to walk through this process:
1. I want to complete a project
2. I want to improve my performance
This is a typical approach to creating goals, but both of these are very vague. With the current
wording, the goals probably aren’t going to be attainable. The statements lack specifics,
timelines, motivation, and a reality check.
Now, let’s use the S.M.A.R.T. goals formula to clarify both and create new and improved goals.
Goal: I want to complete a project
Specific: Many people are accessing our current site from their mobile devices. Since it’s
not a responsive site, it provides a poor experience for customers. I want to launch a
mobile app for my company website by the end of June, which requires involvement
from software development, design, and marketing.
Measurable: Creating a mobile app for our company site will require a lot of resources.
To make it worthwhile, I’d like to have 50,000 installs of the site within six months of
launch. I’d also like to show a 5\% conversion rate from customers using the mobile site.
Achievable: The departments that will be involved have signed-off on creating a mobile
app. I’ll need to manage the project and set milestones to keep everyone motivated and
on target.
Relevant: Improving the customer experience on mobile devices is a core initiative for
my company this year.
Time-Bound: In order to achieve 50,000 mobile app installs and a 5\% conversion rate by
the end of the fiscal year, the app will need to be launched by Q2 with a robust
marketing campaign that should continue through the end of the year.
7
Performance Appraisal Planning 2016-2017
SMART Goals: A How to Guide
Goal: I want to improve my performance
Specific: I received low marks on my ability to use PowerPoint at my last performance
review. Improving my skills requires that I learn how to use PowerPoint efficiently and
practice using it by creating various presentations. I’d like to be more proficient using
PowerPoint in time for my next review in six months.
Measurable: By the time of my next review, I should be able to create presentations
that incorporate graphs, images, and other media in a couple of hours. I should also be
able to efficiently use and create templates in PowerPoint that my coworkers can also
use.
Achievable: Improving my PowerPoint skills is instrumental in moving forward in my
career and receiving a better performance review. I can set time aside every week to
watch PowerPoint tutorials and even enroll in an online class that can teach me new
skills. I can also ask coworkers and my manager for PowerPoint tips.
Relevant: Working with PowerPoint is currently 25\% of my job. As I move up in the
company, I’ll need to spend 50\% of my time creating PowerPoint presentations. I enjoy
my career and want to continue to grow within this company.
Time-Bound: In six months, I should be proficient in PowerPoint ensuring it only
occupies 25\% of my workload instead of the nearly 40\% of the time it occupies now.
Once you go through and write your goals according to each S.M.A.R.T. characteristic, you can
then combine and consolidate all the work you’ve done into one S.M.A.R.T. goal.
S.M.A.R.T. goal: I want to complete a project
Description: Improving the customer experience on mobile devices is a core initiative
for my company this year, so we are going to create a mobile app. By the end of the
fiscal year, there should be 50,000 installs of the mobile app we develop, and it should
produce a 5\% conversion rate. We’ll build the mobile app in-house and launch it by the
end of June with an app-related marketing campaign that will continue to the end of the
year.
Milestone: Mobile app launches end of June.
8
Performance Appraisal Planning 2016-2017
SMART Goals: A How to Guide
Deadline: End of the fiscal year.
S.M.A.R.T. goal: I want to improve my performance
Description: To grow in my career, I need to improve my PowerPoint skills. By taking
online classes and reviewing tutorials, I’ll improve my PowerPoint skills so that it only
requires 25\% of my work time.
Milestone: Complete an online PowerPoint course in three months.
Deadline: Next employee review in six months.
9
Performance Appraisal Planning 2016-2017
SMART Goals: A How to Guide
Appendix
10
Performance Appraisal Planning 2016-2017
SMART Goals: A How to Guide
Template for writing a S.M.A.R.T. Goal
Crafting S.M.A.R.T. Goals are designed to help you identify if what you want to achieve is
realistic and determine a deadline. When writing S.M.A.R.T. Goals use concise language, but
include relevant information. These are designed to help you succeed, so be positive when
answering the questions.
Initial Goal (Write the goal you have in mind):
______________________________________________________________________________
1. Specific (What do you want to accomplish? Who needs to be included? When do you want to
do this? Why is this a goal?)
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
2. Measurable (How can you measure progress and know if you’ve successfully met your goal?):
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
3. Achievable (Do you have the skills required to achieve the goal? If not, can you obtain them?
What is the motivation for this goal? Is the amount of effort required on par with what the goal
will achieve?):
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
4. Relevant (Why am I setting this goal now? Is it aligned with overall objectives?):
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
5. Time-bound (What’s the deadline and is it realistic?):
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
S.M.A.R.T. Goal (Review what you have written, and craft a new goal statement based on what
the answers to the questions above have revealed):
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
11
Performance Appraisal Planning 2016-2017
SMART Goals: A How to Guide
More SMART Goal Examples
Ongoing
Provide high quality customer service resulting in a 90\% customer satisfaction rating from
external customers on accuracy, timeliness and courtesy measures on an ongoing basis.
On an ongoing basis, reconcile the department financial reports by the 15th of every month with
no increase in reconciliation errors.
On an ongoing basis, accurately process and dispatch 95\% of high priority calls for police, fire
and medical services.
On an ongoing basis, dispatch 82\% of high priority calls for police, fire and medical services
within established timeframes.
Resolve 90\% of complaints through a collaborative process without need for formal mediation
on an ongoing basis.
Conduct education, monitoring and enforcement to ensure that 98\% of agricultural and pest
control businesses are in compliance with all pesticide regulatory requirements on an ongoing
basis.
Manage and support effective performance resulting in achievement of 75\% of program and
individual performance targets by the end of the fiscal year.
Manage the department budget to stay within appropriations and accomplish 85\% of service
results by the end of the fiscal year.
Coach and support my direct reports resulting in attainment of 85\% of all performance plan
goals and feedback from direct reports that I provided them with clear expectations, meaningful
feedback and fair performance evaluations by the end of the fiscal year.
New Project/Performance Cycle-Specific
By March 2011, develop and implement a customer service plan that results in department staff
reporting that they are clear about expectations for excellent customer service and have the
skills and support to perform at that level and that results in customers reporting that they
receive excellent customer service.
Transition to a new automated case management system with minimal affects on customer
service by developing a training program that ensures all staff can process 30 cases per day no
later than three months after the end of the training classes.
Reduce overtime in the department from 150 hours per month to 50 hours per month by the
end of the fiscal year with no increase in incident reports.
Develop a quality improvement process for the sanitary sewer system that reduces the failure
rate to 1\% by 12/31/11.
Create a partnership with at least 5 local cities to deliver two compliance-related training
workshops resulting in $____ improvement in Net County Cost by 6/30/11.
By 11/30/11, update the employee handbook to includ ...
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One thing you will need to do in college is learn how to find and use references. References support your ideas. College-level work must be supported by research. You are expected to do that for this paper. You will research
Elaborate on any potential confounds or ethical concerns while participating in the psychological study 20.0\% Elaboration on any potential confounds or ethical concerns while participating in the psychological study is missing. Elaboration on any potenti
3 The first thing I would do in the family’s first session is develop a genogram of the family to get an idea of all the individuals who play a major role in Linda’s life. After establishing where each member is in relation to the family
A Health in All Policies approach
Note: The requirements outlined below correspond to the grading criteria in the scoring guide. At a minimum
Chen
Read Connecting Communities and Complexity: A Case Study in Creating the Conditions for Transformational Change
Read Reflections on Cultural Humility
Read A Basic Guide to ABCD Community Organizing
Use the bolded black section and sub-section titles below to organize your paper. For each section
Losinski forwarded the article on a priority basis to Mary Scott
Losinksi wanted details on use of the ED at CGH. He asked the administrative resident