“CUSTOMER RELATIONSHIP

MANAGEMENT ”
Practice case study

Submitted to: Miss Rakhshanda

Submitted by: Maliha khan 63948
 1

Case study 01
Answer no 01:
Avie's best strategy for predicting demand for its goods is to use a quantitative approach.

Answer no 02:
Using hiring tables is the best way to work out how many people we'd like to add.

Answer no 03:
Benchmarking allows Avie to equate the effect of their year's strategy to that of their competitors. This
illustrates how far they've come and how effective their approach has been.

Answer no 04:
The majority of cuts are made on the basis of seniority or ability. In unionized workplaces, the
requirements for deciding whether an employee is qualified for layoff are typically set out in the
collective bargaining agreement, and layoffs are usually dependent on seniority.
 2

Case study no 02
Answer n0 01
Disadvantages of word of mouth recruitment
 Candidate can consider themselves untouchable 
 Poor recruits can damage external relationships if recommendation comes from a friend and it is
difficult to reject.
 Candidate may not be fit into the business.

Answer no 02
Application form
Filling out an application form, whether paper or electronic, is typically the first step in the application
process. Other questions you may have about a candidate's experience or expertise are focused on
information on application forms. In the other hand, any contractor may be using qualification forms that
break equal rights and work equality laws.

Online form:
The online application system has risen in popularity in recent years. Any business will go to the
extremes of using apps to browse for applications and execute online screening tests. Getting an online
curriculum has both advantages and disadvantages. It has the capacity to create a higher number of
candidates as well as a more diverse workforce. In light of the potentially significant number of
submissions, several applicants fail to meet the minimum requirements.

Answer no 03
There is evidence that the interviewer's accuracy impacts the interview, and that other aspects such as
whether the interview is scheduled or not influence the candidate's success in a typical screening process.
The Structured Interview: This interview style is particularly useful for addressing concerns regarding
work equity and increasing interview validity. It's critical that concerns are based on job study, and that
excellent notes and documents are held for evaluation. This documentation will be used to respond to any
questions from the outside world. Structured interviews will support companies who are undergoing
exponential growth because they are more responsive and successful. By eliminating prejudice, they will
 3

also support companies in selecting the right applicants. Human resources staff and other practitioners
interested with their employers' recruiting practices should learn how to perform and analyze standardized
interviews as they become more widespread.