Assessment Resources for Fast Food Corporation Marketing Plan

RUNNING HEAD: Assessment resources 1
Assessment resources

Assessment resources 2
Table of Contents
Assessment-1.........................................................................................................................................3
Fast food Corporation’s information.................................................................................................3
Through competitive analysis............................................................................................................3
Identify and implement the marketing performance of the Fast Food organization...........................3
Performance measurement for online marketing...............................................................................5
Assessment-2.......................................................................................................................................14
Marketing plan................................................................................................................................14
Assessment-3.......................................................................................................................................21
Identifying issues of risk within a marketing plan of Fast Food Corporation..................................30

Assessment resources 3
Assessment-1
Fast food Corporation’s information
The objectives of the corporation remain unchanged as they follow the same procedure which
defines their global standard. Their main emphasis is on providing food that is served hot and
fresh, made from the highest quality ingredients, served within minutes of placing the order.
Local sourcing is the key for truly Australian product- the corporation has developed local
Indian businesses, which supply them the highest quality products required for their Indian
operations.
Quality, service, cleanliness and value- this is Fast food Corporation’s USP to provide high
quality products, served quickly with a smile and in a clean and pleasant environment.
Community partnerships- the corporation believes in giving back to the community it serves.
Through competitive analysis
Marketing campaigns- The eagerness of individuals to participate in marketing campaigns of
Fast food Corporation should be high and efficient. For example- during a festival, are
consumers aware of the chance to win a free I-Pods.
The marketing mix technique has been used by Fast Food Corporation to compete with its
rivals. The core competency in Cost leadership and product differentiation strategy would
encompass the practical idea of cost conscious consumers, society's influence of purchasing
patterns, influence of the west, consistency provided by the corporation, influence of children
in choosing Fast food Corporation’s, relaxed environment and advertisement
campaigns/social campaigns. Company would grasp at least 37% market share in food
industry and increase its overall turnover by 30%. The McDonald, Burger king and Pizza hut
are the big rivals of Fast Food Corporation.
Identify and implement the marketing performance of the Fast Food organization
Comprehensive Advertisement campaign
Option-1 Introducing products and services in market for fast food restaurant

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Fast food Corporation is the world's largest chain of hamburger fast food restaurants, serving
more than 58 million customers daily.
Objectives of Fast food Corporation (company perspective)-
Fast food Corporation underwent a lot of changes in order to adapt to the Indian market. As
mentioned by McDonald's management in their Indian website- "Our strategy is to achieve
best value by enhancing experience (offering best quality), while keeping prices low".
Targeting strategy
Fast Food Company mainly focus how company will attract and retain the youth in the
comparison to other age groups for the attraction of the customers’ Fast Food Company will
use social media and loyalty card.
Marketing matrix indicators

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Performance measurement for online marketing
In order to analysis and implement the marketing performance of the organization, following
steps would be followed.
Manpower forecasting
In this step most of the organization do forecasting that how much human resource we need
for the future, how much effective and skills labour we need it for the organization, it's all
depend upon the organization how much the organization do sales and do production, how
much employees they required, in this stage different mathematical ratio are used to find out
the forecast of employees.
Assessment of Manpower gap

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Total human resources will be identified that when organization done, supply and demand, so
it will be easily for organization whether we are in deficit or surplus of human resource
planning for future. Deficit will show how much number of person are recruited, outside
while surplus will show termination of employees. Gap might be occurs in term of
knowledge and skills.
Action planning
In this step when the gap are identified plans are transferred to fill the gap, the deficit are met
through recruitment, selection, promotion, plans surplus manpower are maybe redeploy in
other department.
Monitor and control
When the action plans are implemented the HR arrangement and system need to be review
and regulated, monitoring and controlling involve only on the utilization and allocation of HR
over time. Right action at right time should be taken to remove the deficiencies.
Evaluate tools and techniques available to set team performance targets
Most performance measures can be grouped into one of the following six general categories.
However, certain organizations may develop their own categories as appropriate depending
on the organization's mission:
Effectiveness: A process characteristic indicating the degree to which the process output
(work product) conforms to requirements (Are we doing the right things?)
Efficiency: A process characteristic indicating the degree to which the process produces the
required output at minimum resource cost. (Are we doing things right?)
Quality: The degree to which a product or service meets customer requirements and
expectations.
Timeliness: Measures whether a unit of work was done correctly and on time. Criteria must
be established to define what constitutes timeliness for a given unit of work. The criterion is
usually based on customer requirements.

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Productivity: The value added by the process divided by the value of the labour and capital
consumed.
Safety: Measures the overall health of the organization and the working environment of its
employees.
Communication skills also play an important role in performance appraisals. It includes
written and oral communication skills. Hence always concentrate on improving
communication skills.
Interpersonal skills & professional behaviour are required and always need to maintain a cool
environment within the team, should not be any ego feelings in learning and always solve any
personal issues in a professional way in the presence of supervisor (Jain & Haley, 2009).
Feedback:
Feedback is such an important communication skill. Openness, honesty, candour, trust -- all
of these are hallmarks of high performance teams and organizations. Good feedback skills are
essential to any team relationship.
Development Planning:
It addresses the values, objectives, resources, organizational ability and a range of variables
of environment of the development organizational its pursuit.
Assess the value of team performance tools to measure future team performance
A team needs to know how its results will help the organization. Individuals on the team need
to know what the team requires of them to reach the team's goal. The seven-step processes for
measuring team performance are
 Terminology
 Seven-Step Process
 Measurement Points
Terminology

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Seven-Step Process.
Review existing organizational measures. Ensure that the measures above and around the
team are known and linked to the team's measures.
Measurement Points.
Elaborating on step two of his seven-step process, Zigong describes four ways to identify
what should be measured. These methods can be used singly or in combination:
If the team exists to help the organization make an improvement in a specific measurable
goal, the measurement points should be determined by asking, "What value-added results
does the team produce that can help the organization achieve its goal?"
Performance measurement is primarily managing outcome, and one of its main purposes is to
reduce or eliminate overall variation in the work product or process. The goal is to arrive at
sound decisions about actions affecting the product or process and its output.
Performance measures quantitatively tell us something important about our products,
services, and the processes that produce them. They are a tool to help us understand, manage,
and improve what our organizations do. Performance measures let us know:
If we are meeting our goals
If our customers are satisfied
If our processes are in statistical control
where improvements are necessary.
They provide us with the information necessary to make intelligent decisions about what we
do.
Know what it looks like
It will be impossible to know when you're achieving high performance if you don't know
what it looks like. From an organisational perspective, high performance means not only
running a financially sound business, adhering to essential policies and ensuring regulatory