Groupon Marketing Plan - 4784 Words

Groupon Marketing Plan Table of Contents I. Executive Summary II. Market Summary III. SWOT Analysis IV. Competition V. Product (Service) Offering VI. Keys to Success VII. Critical issues VIII. Mission IX. Marketing Objectives X. Financial Objectives XI. Target markets XII. Positioning XIII. Strategies XIV. Marketing Mix XV. Marketing Research XVI. Implementation XVII. Marketing Organization XVIII. Contingency Planning XIX. Conclusion Executive Summary Groupon, Incorporated (Groupon) is a national e-commerce marketplace that connects local merchants to local consumers by offering goods and/or services at a discount. Each day Groupon e-mails its subscribers discounted offers for goods and services that are targeted by†¦show more content†¦previous $5.3 billion offer from Google) Extension partners Growth of e-commerce (Online shopping advertising) Newspaper advertising Market goes as far as new products and services Partnership with social networks More companies will participate resulting in becoming business partners Strong competition and new players such as Google Many small, imitator sites Industry leading position - needs to stay on top Technology barrier Economic slowdown Side-effects of aggressive expansion including managerial problems Strengths It is hard to imagine talking about operating or using businesses without online services these days, as online shopping has caught attention of, and is used by so many customers. Because of the increased use of online shopping, Groupon has been able to enter and dominate an area that has the potential for great expansion. Groupon online discount coupon service provides opportunities for users to receive significant discounts on goods and services and has already established itself in many bigShow MoreRelatedMarketing Plan For Groupon : Marketing Strategy2551 Words   |  11 Pages Marketing Plan For Groupon Mehmet Ozkara Irmak Tuncer Serra Tankut Mehmet Burak Sezer Meltem Merve Aydin Marketing Strategy Ted Clark SUNY – New Paltz 22/06/15 MARKETING PLAN FOR GROUPON 1. Executive Summary Groupon is a deal based business that brings customers discounted deals from the businesses. As a result of massive success and the growing competition, the business is faced with the option of either selling to Google or developing an effective marketing strategy for continuing its ownRead MoreGroupon s Marketing Plan For The World s Commerce Operating System2147 Words   |  9 PagesGroupon has made it’s mark in the retail world and in order to continuously do this in a successful matter the company should follow a specific marketing plan which will aid in advertising their products and services. Mission Statement- Groupon s mission is to become the world s commerce operating system. By connecting buyers and sellers through price and discovery, they have the opportunity to become one of the world s essential companies, a daily habit for our customers and merchant partnersRead MoreMarketing Options For Restaurants And Luxury Retailers For The Shopping Field Of Coupon Selling Companies1325 Words   |  6 PagesGiltCity Review GiltCity targets upscale restaurants and luxury retailers for daily deals and other incentives, which distinguishes the company from the crowded field of coupon-selling companies. Although this marketing option is only available in limited cities in the United States, fine dining restaurants can reach targeted customers who earn more than $100,000 annually. GiltCity incentives aren t always financial but often include perks like backstage access to concerts and entertainment venuesRead MoreGroupon Marketing Essay3349 Words   |  14 PagesGroupon Groupon Marketing Plan Groupon Swipe Card Table Of Contents 1.0 Executive Summary 2.0 Situational Analysis a. Politics b. Laws and Regulations c. Media Environment d. Social and Cultural Forces 2.1 Market summary 2.2 SWOT Analysis 2.3 Competition 2.4 Product Offering 2.5 Keys to Success 2.6 Critical Issues 3.0 Market Strategy 3.1 Mission 3.2 Marketing Objectives 3.3 Financial Objectives 3.4 Target Markets 3.5 Positioning 3.6 Strategies Read MoreEssay Pacific Coffee Marketing Plan1188 Words   |  5 Pagesevery customer. It is because everyone will buy food and drinks. It is a reasonable price for public. This plan will practice around one to two months. We would like to find out how many people will buy the set. This plan will make Pacific Coffee Company increase one million incomes. It can help the company include other new things for the customers. 7. Marketing strategy As the marketing strategy of Pacific Coffee is the management of a major bright spot. And they have many strategies that worthRead MoreMkt 500 - Assignment #42702 Words   |  11 Pages      Move N Store Inc. Priya Prasad Strayer University                     Dr. Deborah Hill MKT 500 – Marketing Management May 29, 2011 Mission Statement:  Pack and exhale - Offer peace of mind to customers  by providing  most efficient and reliable moving and storage services available. We strive to exceed customer’s expectations by building relationships between  you and our team to consistently meet your needs. By utilizing the highest standards of design, development and managementRead MoreSteps to perform simulation1824 Words   |  8 PagesSINGAPORE NUS Business School Department of Marketing MKT1003X Marketing Semester I, 2013/14 Course Coordinator: Assoc Prof. LAU Geok Theng Office: Mochtar Riady Building, Biz1-08-10 Tel: 6516-3179 Email: geoktheng@nus.edu.sg Course Tutors: Lee Shiang Jium (mktv23@nus.edu.sg) Yong Yoon Mei (mkt27@nus.edu.sg) Jaquilin Danker (mkt38@nus.edu.sg) Ritu Narayan Course Objectives This is an introductory course in marketing. It seeks to acquaint participants with anRead MoreAnalysis of Groupon Marketing Strategy1479 Words   |  6 Pagesinformation, home delivery and 24-hours daily operation, that’s all can be found by buying Groupon. Groupon, the company has successfully captured millions of online consumers throughout the world. The marketing strategy of Groupon captures the consumer behavior. Consumer buying behavior, defined as... â€Å"The buying behavior of final consumers, individual and households who buy goods and services for personal†.Groupon consumers mainly responses to: - Brand selection: the advertisements, messages andRead MoreGroupon : The Fastest Growing Company Ever Essay1341 Words   |  6 PagesCURRENT SITUATION Groupon was founded in 2008 by CEO Andrew Mason; Groupon is the market leader in the daily deal industry. The company has shown remarkable growth since 2009, now with over 150 million subscribers worldwide and 1.6 billion dollars of profits in 2011 (Slade, Hawkins Teng). Groupon grew at an extraordinary rate, after six months the company was estimated to be worth more than one billion US dollars. 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Does management affect coastal processes at Walton-on-the-Naze Free Essays

Walton-on-the-Naze is a small retirement town, located near Colchester via the A133 with a population of 40,000. Run by tendering local authority it relies mostly on tourism economically, which is one of the reasons they have a coastal management scheme which has recently been extended to the north to protect the luxurious houses situated there. In the course of this project I will be investigating the ways in which management has been used in Walton-on-the-Naze to prevent and encourage different coastal processes in order to stop the cliff retreating and then comparing this to the unprotected cliffs and beaches in Walton to find out if management truly does affect the coastal processes present there. We will write a custom essay sample on Does management affect coastal processes at Walton-on-the-Naze? or any similar topic only for you Order Now Coastal processes affect our lives. Our families pay taxes to go towards coastal protection etc. which is essential for the whole town to function and benefit the whole community. I have decided to study Walton-on-the-Naze for a number of reasons. Firstly it is the nearest place along the coast to Southend which has unprotected cliffs as well as protected ones. At Walton the geology is the same and the processes are very similar along with the protection. Also Walton is subjected to much more energy from the sea than Southend. There are various ways the coast can be managed, firstly I will explain how the cliffs can be protected. Cliffs are protected in two places, the cliff face and the cliff foot. Energy from the sea in the form of destructive waves can undercut the cliff over time, this causes a cliff collapse because the weight cannot be supported now undercutting has taken place. To combat this, at the cliff foot a sea wall may be built to act like a natural barrier against the sea, along with a revetment to further decrease the energy of the waves. Or groynes could be put in place to encourage a build up of sand and create a â€Å"beach.† This is why beaches are usually sloping towards the sea to make the waves break and decreases the energy they have. The incoming destructive waves break on the sand and cause a weak swash up the beach followed by a strong backwash which has more energy than the swash and ‘drags’ sand back down the beach, although this is partly complicated by prevailing winds and LSD which I will go on to explain further later on in this project. Also as waves undercut the cliff rubble collects at the foot of the cliff and acts like a natural barrier in some places, this can also be recreated by man by placing massive rocks and boulders at the foot of the cliffs to protect them, this is usually called rip-rap and is the cheapest and easiest method of management. On the cliff face Gabions can be put on which are basically mesh boxes to keep the rock in place and catch any loose rocks. Cliff ‘pinning’ is another way the rock can be kept in place. Vegetation may also be planted there to hold together the rock and prevent erosion, along with sculpturing and draining of the cliff face. It is very important that these two areas are integrated, for you cannot only protect the cliff face and not the cliff foot and you cannot only protect the cliff foot and not the cliff face! These types of management are put into two categories – hard engineering and soft engineering. Hard engineering is physically building something e.g. a Sea wall. Whereas soft engineering e.g. planting is a far more natural management process. We as humans can only militate the worst effects of flooding, that is to say that floods are always going to happen, we cannot stop them. Instead sea walls and tidal barriers are put in place to reduce the energy of the destructive waves produced crashing against the cliffs. If this management was not put in place coasts would be forever retreating causing chaos and destruction that would not be tolerable in today’s society. Now I will go on to describe the coastal processes involved. There are 4 main types of coastal processes that affect the cliffs and coast at Walton-on-the-Naze, these are: 1. Destructive Waves (erosion) 2. Long shore Drift 3. Slumping 4. Deposition Some of these processes must be encouraged and some must be discouraged in order for management to be successful. Destructive waves and erosion along with long shore drift and slumping must be discouraged whereas deposition must be encouraged, next I will go on to explain what each of these processes is, does to the coast and why they must be either encouraged or discouraged. The coast is a narrow contact zone between land and sea. The effects of land, air and marine processes are constantly changing it. But on most coastlines the dominant process results from the action of waves. Although destructive waves are usually resultant from storms out at sea and have much more energy than ‘common’ constructive waves and usually do a lot more damage. Waves are usually created by the transfer of energy from wind blowing over the surface of the sea. It is true to say that the larger the wave the more energy it contains and the largest waves are formed when very strong winds blow for lengthy periods and cross large expanses of water. The maximum distance of water over which winds can blow is called the fetch. ‘In the case of South-West England the fetch is from the South-West. This also coincides with the direction of the prevailing, or most frequent, wind. In Eastern England the fetch is generally from the East.’ As you can see from the diagram on the previous page water particles move in a circular orbit. Each single particle, or a floating object, tends to move vertically up and down, it is only the shape of the wave and its energy that is transferred horizontally towards the coast. But as a wave reaches shallow water the velocity at its base is slowed due to friction with the sea bed, and the once circular orbit changes to that of an elliptical orbit as shown in the diagram. The top of the wave, unaffected by this friction, becomes taller and steeper until it finally breaks. Only at this point does the remnant of the wave, called the swash, actually move forwards. The swash transfers energy up the beach. The backwash returns energy down the beach. Constructive Waves have limited energy. Most of this is used by the swash to transport material up the beach. Destructive waves have much more energy. Most of this is used by the backwash to transport material back down the beach. Erosion Waves, like rivers, can erode the land by a number of different processes, these are: Corrasion (abrasion) – is caused when large waves hurl beach material against a cliff. Attrition – is when waves cause rocks and boulders to break up by bumping into each other on a beach, into small particles. Corrosion (solution) – is when salts and acids in the seawater slowly dissolve the cliff. Hydraulic Action – is the force of waves compressing air in cracks in the cliff. Longshore Drift Although waves do carry material up and down the beach they do not necessarily carry it up and down vertically, the major movement is along the coast by a process called longshore drift. Waves rarely approach a beach at right angles, instead they tend to approach the beach from a direction similar to that of which the wind is blowing. When a wave breaks, the swash carries material up the beach at the same angle at which the wave approached the shore; then the backwash returns material straight down the beach at right-angles to the water, by gravity. The outcome is that material is slowly moved along the beach in a zigzag course. The effect of longshore drift or LSD can be best seen where groynes have been built to prevent this material from being moved along the beach and so there is a build up of sand on one side of the groyne in each case. There are many examples of this in Walton-on-the-Naze (see photos section.) Slumping Slumping is the movement of unconsolidated material (moraine) under gravity. The rock particles in the cliff are held together by frictional forces which are overcome by a build up of ‘pore water pressure’ owing to saturation by prolonged rain. That is to say that when water infiltrates the cliff it causes the rock to ‘slump’ or slide over each other. Of course a wave-cut notch will have already formed at the rock foot, causing the immense pressure above, see diagram overleaf. Deposition Shingle and sand being transported along the coast by longshore drift will, in time, reach an area where the water is sheltered and the waves have no energy, e.g. a bay. The material may be temporarily deposited because there is no longer any energy left to carry them, this could then form a beach. How to cite Does management affect coastal processes at Walton-on-the-Naze?, Essays

Applicants As Desires Of The Organization †Myassignmenthelp.Com

Question: Discuss About The Applicants As Desires Of The Organization? Answer: Introducation Recruitment and selection procedure is led by an organization for giving work opportunities for new applicants as per the desires of the organization. Strategy of Toronto Dominion bank, they hire some brilliant and knowledgeable staff. Toronto-Dominion is a Canadian bank. The headquarters of this bank based on Toronto. This bank was founded in 1995 with the merge from Dominion Bank. In the world this bank stands 19th position and also it is the second largest bank of Canada. Expansion of the TD bank is due to requirement and demand shown by the existing clients. The bank have 85,000 employees and 22 million client across the world. Recruitment and selection process of TD bank is include composition of the workforce, methods of selection and recruitment. Internal, external and other methods like approaching to consultancy firms, placements in universities, etc. recruitment practices follows by the organization as per the conditions and requirements of management (Taylor, 2014). Nature and Composition of the Workforce Diversity in Toronto-Dominion Bank: Recruitment and selection process of TD bank is being affected by the many structural factors such as lessening the cost of the worker, or strength of the workforce, etc. TD bank focuses concentrate more on recruitment of knowledgeable team mates and they do not want to work with the untrained team mates to avoid the problem in the presentation of the TD bank. The TD bank also implements the events of choosing the staffs on temporary purpose, on contract basis, etc. for decrease of the presentation rate. This also affects the employee turnover ratio of the TD bank and to avoid this fixed and enduring recruitment procedure should be followed. Prior to the procedure of recruitment, the branch of HR needs to look at the prerequisites of the group in each segment and according to those results; worthy selection and recruitment methodology ought to be acknowledged. The Toronto Dominion Bank for the most part screens the structure of supporting their current employee individuals and this strategy additionally moves the colleagues. Employee work all the more calmly to exhibit their capacity and methods for getting advanced. This strategy of recruitment is known as inward enlistment and it keep back the cost of the TD bank. External strategy of recruitment, the administration of the TD bank needs to promotion for the occupations available to welcome the candidates. After then the methodology of recruitment and selection in the wake of checking the materialness and appropriateness of the candidate to do the particular assignment. Number of Applications for job in TD Bank: The reputation and image of the TD bank amongst the market of the Canada and in other countries of the world, after beginning recruitment announcement in the market, enormous number of submissions received. Management of the TD Bank, for new branch of organization offers applicants for requirement of 8 relationship officers. These jobs offer were for both working applicants as well as for external candidates. Approximate 125 requests were acknowledged for the job post and around 50 remaining candidates applied for the job. The TD Bank, HR team directed certain essential rounds of interview for the selection of suitable person for the essential post. Toronto Dominion Bank announces jobs for the essential posts time to time internally as well as externally to increase the organization and for delivering more opportuneness to their customers for giving them better knowledge of banking (Siavelis, 2012). Procedure of Recruitments in organization Toronto-Dominion Bank is a world famous bank, every candidates desires to do work with the brand for their growth and good opportunities. And in terms of TD Bank, they also want to recruit the suitable team for the desired position and for the growth of the bank. HR Team alongside the administration of the TD bank acknowledges vital methodology for the variety of the competitors inside and remotely. For determination of interior workers for the updated work positions, HR group ought to declare the opportunities on the official site and wanted hopefuls could apply for a similar position and according to their capacity, individual will be chosen. This technique for enrollment spares the cost and in addition it additionally inspires the representatives to exhibit their ability and aptitudes that will help up the execution of the TD Bank (Robertson, 2011). Recruitment is known as the process of searching and selecting the candidates whether they are in organization or from outside the organization, for the job vacancies in the organizations, every organization follows the procedure of recruitment which includes screening, selecting and hiring the candidate for the desired position, it is necessary for every organization to follow the systematic procedure of recruitment and selection. Below diagram tells about the sales force recruitment procedure which include 5 steps: Conduct the job analysis Prepare a proper job description Analyze and identify the proper sales job qualification Conduct a pool of sales recruits Select the best recruits So, before analyzing the effectiveness of the RS system of the organization, importance. HR group could likewise choose the specific individual for the required position with no meeting by simply inspecting his/her capacities alongside their execution criteria. Designations given by the group pioneers for the advancement for updated work places of their capable tea individuals could likewise be utilized as the choice procedure in interior occupation enrollment. As far as outer enrollment process, bank needs to pay colossal sum on the promotion for the activity opportunities for contracting a satisfactory hopeful or for a gathering of possibility for numerous positions. Stroll in and write in strategy for enlistment, enrollment through situations directed in schools, colleges, and so forth could likewise be utilized for the outer enlistment. In stroll in techniques, a notice is stuck on the site of the association and in celebrated daily paper brands to pull in significantly number of contender to choose the proper possibility for the activity (Patton, 2011). Approaches to Selection in organization HR team is responsible for selecting the candidates for the required potions for the betterment and for growth of the organization. In TD banks selection process, mainly two approaches are used for selecting the appropriate candidate. In the first approach, HR team analyzes the behavior of the candidate, disciplinary actions, adjustability to settle down in the new environment, etc (Miller, Solberg, 2012). These all are terms in relevance to the organizational point of view so that selected candidate could settle down and showcase its skills and talent for the potion his/her selection is done. Person selected for the desired positions should be organizational fit in nature. Whereas the other approach of selection defines the selection of the employees on the basis of requirement of the job only. Person selected should be job-fitted or he/she should be suitable for performing adequately for which his/her selection was done. For performing those two approaches of the selection, HR tea m conduct various steps of selection process i.e. personal interview, aptitude test, group discussion, etc. And HR team of the TD bank mostly concentrates on recruiting the candidates who can be fitted in both approaches of selection (McGraw, 2013). Selection Methods in TD Bank: Selection method is the procedure through which candidates are selected for the job position. Before the selection of candidates, HR team management analyzes some of the features of the person so that suitable and right candidate could be selected. Selecting these features includes aptitude test, screening test, learning and speaking abilities, etc (Liu, et al., 2010). These all aspects should be examined before selection of any candidate. Each and every employee should appear good in front of the HR recruiter because this helps to the employee to put a good image over them. HR team of the company finds the qualities like language skills, learning capability of the candidate, responsibility and other communication features in a candidate before assigning him/her. For every employee, switching companies is very tough task and for adjusting in new environment and learning ethics, principles and other desires of the organization is a challenging job. Hence, different selection procedure are being applied by the HR managers as per the prerequisite of the condition (Lin, 2010). Effectiveness of the Recruitment and Selection process in TD The effectiveness of the RS framework incorporates the determination of methods to choose the general population for the specific positions in the association. Each association needs to reduce its cost of creating and expanding its benefits i.e. minimize the cost and high benefits are desirable for each person and this is profitable for each association (Leslie, et al., 2015). In the case of TD Bank, they likewise need to lessen their cost to expand the benefit of the bank so for this they hire the employee on many contracts, for example, on low maintenance work, on contract premise of a specific undertaking, and so on. Furthermore, workers are the greatest factor through an association could accomplish higher targets and disappointment of the association is additionally relies on the representatives. It is must to be importance with the legal reviews of the specific place. To confirm the identity of the employee the back ground should check by the HR (Doornenbal, et al., 2012). Recruitment Selection process with Strategic Management System of the TD Bank: These are the techniques through which each organization including Toronto Dominion bank distinguishes its requirements and selects the coveted candidate to accomplish certain objectives in the market. Through this procedure, TD bank got qualified and experienced representatives and results are they are the second biggest bank in Canada regarding market capitalization. Representatives and their hardworking work have helped the bank to accomplish these figures (Djabatey, 2012). Recruitment and selection process should focus on choosing the proper applicants that are reasonable for the activity necessities. Recruitment and Selection process could bring about positive or negative features of the TD bank and this all relies on the working structure of the association. In the event that administration and organization has control over each action of the association then HR group needs to play out their obligations in reasonable way generally HR group could enlist representatives for their advantages (Costen, 2012). Person selected for the desired positions should be organizational fit in nature. Whereas the other approach of selection defines the selection of the employees on the basis of requirement of the job only evaluating the recruiting and analysis. In these strategies every association includes Toronto Dominion bank recognizes its necessities and chooses the pined for possibility to finish certain goals in the market. Through this technique, TD bank got qualified and experienced agents and results are they are the second greatest bank in Canada with respect to showcase capitalization. Delegates and their persevering work have helped the bank to fulfill these figures (Djabatey, 2012). Enrollment and choice process should concentrate on picking the best possible candidates that are sensible for the movement necessities in determined approach. Principles of Recruitment Selection process in TD Bank: Screening of the applicants ought to be performed with extra care and in better way for the improvement of the bank. After area of the hopefuls, HR director need to take look after the fundamental things and administrations needs in the duty hours for accomplishment of the objectives and goals of the bank. Essential standards of the organization to provide refreshment facilities for the workers, adequate break timings, and so forth (Bryson, et al., 2013). These goes about as the convenience for the representatives since worker is a person first and consistent working are impractical for any individual. Break period, refreshment goes about as the vitality sponsor to work in the same successful way for the association. While recruitments of the hopefuls, they should not be chosen on their shading, sex, group, standing, and so forth premise (Brewster, et al., 2012). These all viewpoints should not be considered in a recruitment of association until and unless it is required. In the even t that for a specific post, female or male competitor is required till the time, this training should not be taken after and according to the fairness, both should to be given satisfactory possibilities for showing their capacities (Begum, et al., 2014). Recommendations: Toronto dominion bank expanding their business rapidly through setting their branches in many part of world and performing very well in bank industry. They also set up their image of brand in NORTH AMERICA. Huge number of companies are working with the Toronto domino bank in USA. The selection and recruitment technique of the bank are very effective: they select a very specific procedure for recruitment. The internal procedure are more effective in nature for recruitment in the TD bank. They have their specific research and development for selection and recruitment of candidates (Ash, et al., 2013). Confidence and trust level of employee increased when organization shows their trust level and confidence towards their employee. Conclusion: According to this recruitment and selection system of the Toronto Dominion bank for the appointment candidate for their new branch office which will be soon opened, HR director and administration trust in choosing adequate and suitable candidates, which suits the set of working responsibilities' and they should likewise suit the hierarchical destinations too. HR chief should play out all the significant exercises to advertise with respect to the vacancies in the bank so wanted and sufficient applicant couldn't get a shot due to non-ad about the activity. This report likewise closed about the key procedure of the TD Bank and its association with the recruitment and selection process takes after by the TD bank. This report has reflected all the key understanding on the recruiting and hiring of the employees in best determined approach. With the ramified economic changes and complex business structure, if company could hire best employees in its value chain activities then it will not o nly help in creating core competency in market but also result to making effective business functioning to grab more market share. Ideally, clients get attracted only when they are provided best level of goods and service in market. References Ash, R., Hodge, P., Connell, P. (2013). The recruitment and selection of principals who increase student learning. Education, 134(1), 94-100. Begum, S., Zehou, S., Sarker, M. A. H. (2014). Investigating the relationship between recruitment selection practice and OCB dimensions of commercial banks in China. International Journal of Academic Research in Management, 3(2), 146-154. Brewster, C., Mayrhofer, W. (Eds.). (2012). Handbook of research on comparative human resource management. Edward Elgar Publishing. Bryson, J., James, S., Keep, E. (2013). Recruitment and selection. Managing human resources. Human Resource Management in transition, 125-149. Costen, W. M. (2012). Recruitment and Selection. The Encyclopedia of Human Resource Management: Short Entries, 379-387. Djabatey, E. N. (2012). Recruitment and selection practice of organisation: a case study of HFC Bank (GH) Ltd. Unpublished thesis submitted to the Institute of Distance Learning, Kwame Nkrumah University of Science and Technology. Ghana: Kwame Nkrumah University of Science and Technology. Doornenbal, E., Stitselaar, W., Jansen, L. (2012). Recruitment Selection. Christian University of Applied Sciences, 1-20. Leslie, E., Magarey, A., Olds, T., Ratcliffe, J., Jones, M., Cobiac, L. (2015). Community-based obesity prevention in Australia: background, methods and recruitment outcomes for the evaluation of the effectiveness of OPAL (Obesity Prevention and Lifestyle.Adv Pediatr Res,vol. 2 (23). Lin, H. T. (2010). Personnel selection using analytic network process and fuzzy data envelopment analysis approaches.Computers Industrial Engineering,vol. 59 (4), pp. 937-944. Liu, J. T., TSOU, M. W., Wang, P. (2010). Workforce composition and firm productivity: evidence from Taiwan.Economic Inquiry,vol. 48 (4), pp. 1032-1047. McGraw, P. (2013). Recruitment and selection. na, 205. Miller, J. D., Solberg, V. S. (2012). The composition of the STEMM workforce: rationale for differentiating STEMM professional and STEMM support careers.Peabody Journal of Education,vol. 87 (1), pp. 6-15. Patton, M. Q. (2011).Developmental evaluation: Applying complexity concepts to enhance innovation and use. Guilford Press. Robertson, B. (2011). Corporate Social Responsibility Programs for Emissions-Trading Risk Management in Canadian Banks. InEmissions Trading. Springer Berlin Heidelberg. pp. 109-125. Siavelis, P. M. (2012). Pathways to power: Political recruitment and candidate selection in Latin America. Penn State Press. Taylor, S. (2014). Recruitment and selection. Strategic Human Resource Management: An International Perspective, 10(6), 1