For this assignment, you will build a slide presentation that promotes the same initiative to two different audiences. The scenario for this assignment is as follows:A manufacturing firm has been in business for 25-years. Annual sales revenue is approximately $50 million per year. Market competition has created poor profits for the past 5-years. Additionally, COVID-19 has caused a large price increase for raw materials and healthcare costs are projected to jump 15% next fiscal year. There have been no wage increases at this organization for the past 4-years.The VP of Operations and Finance is proposing to invest $5 million in equipment. The considerations are as follows:Higher production capacity - Approximately 20% increase in 18-months.Better precision - Precision will increase from 0.001 millimeters to 0.0001 millimeters and open the company up to more business opportunities.Cutting oils are non-toxic, compared to the current machinery that uses strong solvents and petroleum oils.Machine guards are layered and redundant. They also reduce machine noise to non-actionable levels.Finance is projecting a 6% profit margin increase.Operations is projecting that 6 fewer machine operators are needed.Production disruptions are expected for a minimum of 6 months related to equipment changeover, troubleshooting, and training. The VP of Operations and Finance has asked for your assistance in building and presenting the proposal to the executive team and senior workers on the production floor. She admits she is great with numbers, but not so good with people and getting her point across. Build a 3-part slide presentation. Please use notes to show how presentations would be given in a formal setting.Part 1 will be the presentation to the executive team. Part 2 will be the presentation to the senior workers on the production floor. In parts 1 and 2, address all of the following:Highlight background/history that is driving the idea for the investment. Highlight considerations you would present to generate buy-in from your audience.You MUST include short-term and long-term considerations.You MUST somehow include AT LEAST 6 of the 7 considerations noted above. Provide a thoughtful conclusion slide that re-emphasizes benefits. In part 3, provide an explanation (either detailed slide, detailed notes, or voice over recording) of situational considerations the VP of Operations and Finance should keep in mind as the person leading this initiative, as well as considering what may or may not motivate the audience to buy in. In other words, you are explaining why you would change the presentation to fit the audience. The presentation (PowerPoint or other presentation program) should be 16-18 slides not including title or reference slides, and conform to the CSU Global Writing Center.Include at least three scholarly references (do not include blogs, Wikis, anonymous sources, etc.). The CSU Global Library is a good place to find these references.

hello , please write a respond to each student ( 80 words for each one )Makayla Burnett 1) First, Dolan narrowed down the application by matching resumes to job requirements. He then set interviews for the smaller list of applicants. Dolan then did a personality test to ensure that the remaining applicants matched what they were looking for in the company. If it were me, I would have done the personality test before the interviews. I feel like the interviews are a final step and should have the least amount of people. The interview should be the most telling part of the process and it should be easy to pick after it.2) An advantage of the personality tests is that the employer can easily see the applicant's strengths and weaknesses. It makes it easy to see if someone has the traits you are looking for in an employee. On the other hand, it is not ideal for a company to have a ton of the same personalities. Someone may think they only want extroverts in sales; however, a balance is what helps ensure things are looked at in many angles3) Dolan focused mainly on personality traits. Personality traits are very important. However, if he is looking at traits based on the current sales rep, then, he is going to have a room full of the same exact people. Diversity in the mind is what makes a group successful. I feel as though it would help to look at the applicant’s cognitive abilities. I feel that it is more telling than personality traits.Christina Rees 1. The selection methods that Bob Dolan used were first he received 100 resumes, from there he set up reviewed the applications and set up interviews with people were he was able to narrow his list to 20 people. In order to narrow he he set up personality tests for them to do where there was a bench mark in place. From there they choose the best people who had the best previous accounts in the last two years. 2. The advantages of it show the type of people and characteristics of them before they are hired, it also allowed him to see the type of personality traits that his best workers have that would be needed for the job. Some disadvantages of it are that the results could be not accurate or like one of the workers he wasn't able to change so after three years he was laid off. 3. He used personality testing for his selection decision, some improvements that I think they could take are too not be so focused and worried about the personality test because it is not always going to be accurate. I think they should still use it but not as far down in the process that determines whether they get hired or not. Shelby Creasman What selection methods did Bob Dolan use for hiring salespeople? Did he go about using these methods in the best order? What, if anything, would you change about the order of the methods used?- He categorized the resumes through job requirements narrowing down the search, as well as personality tests to match up with the results from their one strong sales rep to ensure the individuals were fit for the job. I believe he did use these methods in the best order because he essentially eliminated the unfit candidates early on, so he didn’t have to test the 100 applicant’s vs the 10 applicants he chose. I don’t think I would change the order of methods he used.What were the advantages to Kinaxis of using personality tests to help select sales representatives? What were the disadvantages?- An advantage to using the personality test was being able to see certain characteristics the company is looking for and they portray them strongly. A disadvantage was although one candidate had everything they were looking for, he still ended up not succeeding in his career and caused them to waste time on them.Given the information gathered from the selection methods, what process did Dolan use to make his selection decision? What improvements can you recommend to this process for decisions to hire sales reps in the future?- His selection method is really focused around personality testing, I believe he shouldn’t hire people that only match up with their current/successful sales rep traits just because although they seem like they’d be good, you can’t have numerous sales reps doing the same things, you want them to have their own traits that are strong suited for themselves to gain a competitive advantage.