opic: Implementation of ControlsProfessor's Guidance for this RDStrategic implantation control provides an additional source of feedforward information. Implementation control is designed to assess whether the overall strategy should be changed in light of unfolding events and results associated with incremental steps and actions that implement the overall strategy. Strategic implementation control does not replace operational control. Unlike operations control, strategic implementation control continuously questions the basic direction of the strategy. The two basic types of implementation controls are:Monitoring strategic thrusts (new or key strategic programs). Two approaches are useful in enacting implementation controls focused on monitoring strategic thrusts:(1) one way is to agree early in the planning process on which thrusts are critical factors in the success of the strategy or of that thrust; (2) the second approach is to use stop/go assessments linked to a series of meaningful thresholds (time, costs, research and development, success, etc.) associated with particular thrusts.Milestone Reviews. Milestones are significant points in the development of a program, such as points where large commitments of resources must be made. A milestone review usually involves a full-scale reassessment of the strategy and the advisability of continuing or refocusing the direction of the company. In order to control the current strategy, must be provided in strategic plans.Prompt Controls are the way in which an organization measure of monitors everything it implements. How will your chosen company know of the marketing plan you have designed is working? How will this be measured?List two controls YOU suggest for the company to measure the ideas you have created and how these controls will be applied, reviewed and quantified including time frames.

Compensation can come in the form of financial returns, tangible services, and benefits. The two types of compensation are direct and indirect. Direct consists of pay for work performed. Indirect consists of the perks and benefits associated with the position/employment.Imagine that you are a human resources (HR) manager, and it is your responsibility to identify data to help strategize, benchmark, and develop proper pay compensation for all positions within the organization. There are tons of software, vendors, and/or other services available to help with developing the pay grades, levels, and/or categories. Some sites you may consider using include the www.bls.gov website, where you can search via the Occupational Outlook Handbook and the www.onetonline.gov website where you can select career choice, scroll down to Wages & Employment Trends, click Local Salary Info, then select State.Create an eight- to ten-slide PowerPoint presentation. You will first choose a job title and a location to present the findings/results. Imagine that you are presenting to your company leaders, and ensure that you identify the following components:core compensation (direct compensation),benefits (indirect compensation), andbenchmark benefits with the industry average.As you create the content slides for your presentation, be sure to use the speaker notes function to explain the content in detail for each of the slides.Note: Keep the 6x6 PowerPoint rule in mind (i.e., slides should only include six to seven lines of content with no more than six to seven words per line). Any illustrations should relate to the content being discussed. Be creative!Include a title slide and a references slide in your presentation; however, please note that these slides do not count toward meeting the total slide count requirement.