Marketing strategy of Laurs Bridz Human Resource Policies for Sales Personnel

Posted by Zander Henry on Aug-22-2018

1. The vision of Laurs Bridz Human Resource Policies for Sales Personnel

The vision of Laurs Bridz Human Resource Policies for Sales Personnel is to be the leading quality service and product provider for customers. Being the best and the leading player means that Laurs Bridz Human Resource Policies for Sales Personnel marketing strategy and operations focus on:

• Providing high quality of products and services
• Providing value to customers
• Concentrate on building customer experience

2. The mission of Laurs Bridz Human Resource Policies for Sales Personnel

Laurs Bridz Human Resource Policies for Sales Personnel marketing strategy is grounded in its mission. The mission for Laurs Bridz Human Resource Policies for Sales Personnel is to be the favorite brand of the customers. This mission is essential for the marketing strategy of Laurs Bridz Human Resource Policies for Sales Personnel as it focuses on all operations and marketing activities in the direction of:

• Consumer centrism
• Using research to understand and influence consumers

3. Brand Equity of Laurs Bridz Human Resource Policies for Sales Personnel

Understanding and knowing the brand equity is vital for directing and giving meaning to the marketing strategy of Laurs Bridz Human Resource Policies for Sales Personnel. The knowledge of brand equity will help in shaping Laurs Bridz Human Resource Policies for Sales Personnel marketing strategy effectively – thereby facilitating the growth of business for Laurs Bridz Human Resource Policies for Sales Personnel.

3.1. Brand awareness

• Laurs Bridz Human Resource Policies for Sales Personnel has high brand awareness because of international operations
• The company focuses on higher budget allocation in the country of origin
• Each market for Laurs Bridz Human Resource Policies for Sales Personnel has modified marketing and strategic directives and plans

3.2. Brand association

• Laurs Bridz Human Resource Policies for Sales Personnel is directly associated with the brand name and product category
• Laurs Bridz Human Resource Policies for Sales Personnel has a broad product portfolio
• Laurs Bridz Human Resource Policies for Sales Personnel is associated with promising and delivering quality and innovative products
• Laurs Bridz Human Resource Policies for Sales Personnel is also associated with excellent customer service

3.3. Brand loyalty

• Laurs Bridz Human Resource Policies for Sales Personnel has been successful at gaining high consumer loyalty because of unique and influential marketing strategy
• Laurs Bridz Human Resource Policies for Sales Personnel has a global customer base
• Laurs Bridz Human Resource Policies for Sales Personnel keeps adding value addition to the products and product portfolio to keep consumers engaged

3.4. Brand asset

• Laurs Bridz Human Resource Policies for Sales Personnel has a substantial brand value
• Laurs Bridz Human Resource Policies for Sales Personnel also enjoys the high financial worth
• Laurs Bridz Human Resource Policies for Sales Personnel focuses on building a reliable and robust employee base

3.5. Brand element

• Laurs Bridz Human Resource Policies for Sales Personnel uses the brand element as a means of competitive advantage
• Uses adaptability in product, services, and marketing to meet different cultural demands

4. Situational Analysis of Laurs Bridz Human Resource Policies for Sales Personnel

The situational analysis will help in developing the marketing strategy of Laurs Bridz Human Resource Policies for Sales Personnel by conducting a thorough market analysis. This market analysis will aid in understanding the compatibility between external opportunities and other factors, and internal strengths – to be used to maximize the marketing influence of Laurs Bridz Human Resource Policies for Sales Personnel.

4.1. SWOT

4.1.1. Strengths

Laurs Bridz Human Resource Policies for Sales Personnel marketing strategy can benefit from the following internal advantages:

• Strong brand image
• Global distribution network
• Investment in market research
• Innovation

4.1.2. Weakness

Laurs Bridz Human Resource Policies for Sales Personnel faces challenges in marketing strategy because of the following weakness:

• Slow organizational processes
• High product prices

4.1.3. Opportunity

Laurs Bridz Human Resource Policies for Sales Personnel has the following possibilities of business growth:

• Green lifestyles
• Regional expansion
• Diversification

4.1.4. Threats

Laurs Bridz Human Resource Policies for Sales Personnel faces business threats because of the following factors:

• Increased competition
• Increased imitation

4.2. PESTEL

4.2.1. Political

• Laurs Bridz Human Resource Policies for Sales Personnel operates I markets with political stability
• Laurs Bridz Human Resource Policies for Sales Personnel has funding support from the government for small businesses

4.2.2. Economic

• Laurs Bridz Human Resource Policies for Sales Personnel enjoys high sales because of higher GDP
• Lower interest rates make business expansion and loaning easier for Laurs Bridz Human Resource Policies for Sales Personnel
• Low inflation strengthens the financial position of Laurs Bridz Human Resource Policies for Sales Personnel

4.2.3. Social

• Higher education and awareness increases sales of Laurs Bridz Human Resource Policies for Sales Personnel predict
• Laurs Bridz Human Resource Policies for Sales Personnel focuses on understanding consumers and fulfilling their demands through its offerings

4.2.4. Environmental

• Laurs Bridz Human Resource Policies for Sales Personnel has an active CSR program
• Laurs Bridz Human Resource Policies for Sales Personnel ensures environmental safety in all its operations

4.2.5. Legal

• Laurs Bridz Human Resource Policies for Sales Personnel is aware of local and global laws of business and human resource management
• Laurs Bridz Human Resource Policies for Sales Personnel abides by all statutes – especially labour law, discrimination law, and employee safety laws

4.3. Porter’s Five Forces

4.3.1. Threat of substitutes

• High risk of replacements
• Substitutes offer similar products at low prices

4.3.2. The threat of new entrants

• New entrants need high financial investment
• New entrants need updated technology for keeping par with industry progress

4.3.3. Bargaining power of buyers

• Sales made to end consumer directly
• Stocking of products at retailers, as well as own-controlled retail outlets

4.3.4. Bargaining power of suppliers

• Multiple suppliers of raw materials
• Suppliers are chosen after careful inspection, and through contracts

4.3.5. Industry rivalry

• High industry rivalry
• Players offer similar products
• Players compete through marketing to influence consumers

5. Marketing Objectives for Laurs Bridz Human Resource Policies for Sales Personnel: The Marketing Strategy of Laurs Bridz Human Resource Policies for Sales Personnel

Laurs Bridz Human Resource Policies for Sales Personnel marketing strategy has the following objectives for the current financial year:

5.1. Increased market penetration

• Increase top of mind recall for Laurs Bridz Human Resource Policies for Sales Personnel brand and products by 30%
• Increase sales for Laurs Bridz Human Resource Policies for Sales Personnel by 40% by the third quarter of the financial year
• Achieve a trial rate for new products of 10% during the first quarter of the launch
• Increase consumption rate of existing products by 45% during the current financial year

5.2. Enhanced brand recognition

• Increase top of mind recall by 65% during the current fiscal year
• Increase brand recognition by 80% during the first two quarters of the current financial year

5.3. Increased use of digital marketing

• Acquire 25,000 new online customers during the financial year
• Increase website traffic through using blogging and email tactics effectively by 505 during the first two quarters of the year
• Acquire 65,000 likes on the official Facebook page of Laurs Bridz Human Resource Policies for Sales Personnel during the first quarter of the financial year

5.4. Retail Growth

• Contract with five more leading supermarkets in the first quarter of the year to stock product at eye level shelving
• Contract with two leading online retail sites – eBay and Amazon – to stock our products, and increase accessibility for consumers globally by the second quarter of the financial year

6. Segmentation of Laurs Bridz Human Resource Policies for Sales Personnel

Laurs Bridz Human Resource Policies for Sales Personnel marketing strategy uses different means of segmentation to reach an increase in market penetration.

6.1. Demographic segmentation

6.1.1. Age

Laurs Bridz Human Resource Policies for Sales Personnel has consumers of age groups

• 20-45 years
• 45-60 years

6.1.2. Gender

• Laurs Bridz Human Resource Policies for Sales Personnel has a broad product portfolio for both males and females

6.1.3. Life-cycle stage

Consumers for Laurs Bridz Human Resource Policies for Sales Personnel, according to the marketing strategy, are in the following various life cycle stages:

• Single students
• Single graduates
• Single people living at home/not living at home
• Young couples without children
• Married couples with one to four children – all at home
• Married couples with one or two children in college
• Old married couples with an empty nest

6.1.4. Occupation

The marketing strategy devises the following occupations for Laurs Bridz Human Resource Policies for Sales Personnel consumers:

• Professionals
• Students
• House makers

6.2. Psychographic segmentation

6.2.1. Social class

• Laurs Bridz Human Resource Policies for Sales Personnel focuses on segments of middle-upper and upper social classes

6.2.2. Lifestyle

Laurs Bridz Human Resource Policies for Sales Personnel consumer segments have the following lifestyle characteristics:

• They aspire towards a better and higher living standard
• They want to be successful – professionally and socially
• They are not hesitant to try new things, products and services in life
• They are confident in their behaviour and attitude
• They are mainstreamers in their fields

6.3. Geographic segmentation

6.3.1. Region

• Laurs Bridz Human Resource Policies for Sales Personnel has operations spread across the western developed countries such as America, the united kingdom, and the Netherlands
• It also has operations in emerging markets such as Brazil, India, and China

6.3.2. Density

• The focus of Laurs Bridz Human Resource Policies for Sales Personnel remains on the urban part of the population

6.4. Behavioural segmentation

6.4.1. Personality

The marketing strategy defines personality characteristics for the consumers of the brand of Laurs Bridz Human Resource Policies for Sales Personnel, such as:

• Determined
• Confident
• Ambitious
• Hardworking

6.4.2. Usage frequency

• The consumer segments for Laurs Bridz Human Resource Policies for Sales Personnel are regular and frequent users of the product

6.4.3. Benefits sought

• Consumers seek functional benefits
• The focus, however, is more on the emotional benefits reaped from the consumption of the brand

6.4.4. Degree of loyalty

• Consumers are very loyal
• Have an emotional attachment with the brand

7. Targeting of Laurs Bridz Human Resource Policies for Sales Personnel Positioning of Laurs Bridz Human Resource Policies for Sales Personnel

The marketing strategy of Laurs Bridz Human Resource Policies for Sales Personnel targets consumer groups based on segmentation as follows:

7.1. Target market

• The target market for Laurs Bridz Human Resource Policies for Sales Personnel is from middle to upper class
• The target market is ambitious and desires to purchase high-end consumer products
• This target market also seeks affordability
• To meet target market expectations, the Laurs Bridz Human Resource Policies for Sales Personnel focuses on quality control

7.2. Mass marketing

• The marketing strategy of Laurs Bridz Human Resource Policies for Sales Personnel focuses on mass marketing
• This also requires unique marketing designs and product promotion programs
• Laurs Bridz Human Resource Policies for Sales Personnel makes use of one strategy to influence all segments

7.3. Undifferentiated marketing strategy

• Laurs Bridz Human Resource Policies for Sales Personnel does not differentiate between market segments
• It uses a single marketing strategy to target all segments and consumer groups
• Based on this, Laurs Bridz Human Resource Policies for Sales Personnel also created the marketing mix under the marketing strategy as a singular one for the whole market – regardless of the segmentation divides.

7.4. Focus on quality

• Laurs Bridz Human Resource Policies for Sales Personnel has created, developed, and maintained a brand that satisfies all consumers under the undifferentiated marketing strategy and mass marketing
• No compromise on quality has been made in the broad product portfolio
• To ensure the influence of a single marketing strategy, the Laurs Bridz Human Resource Policies for Sales Personnel has also adopted a consumer-centric approach in its overall marketing strategy and operations as well
• This was used for targeting strategy as well as for maintaining growth

8. Company Competitive Advantage in the marketing strategy of Laurs Bridz Human Resource Policies for Sales Personnel

The marketing strategy of Laurs Bridz Human Resource Policies for Sales Personnel stands out from the clutter and competition. Laurs Bridz Human Resource Policies for Sales Personnel has also achieved a sustainable competitive advantage in its marketing strategy. This is because of the following factors that Laurs Bridz Human Resource Policies for Sales Personnel has utilized:

8.1. Cost-effectiveness

• Laurs Bridz Human Resource Policies for Sales Personnel focuses on reaching consumers effectively rather than grandeur
• Laurs Bridz Human Resource Policies for Sales Personnel focuses on developing an integrated marketing approach
• The use of digital marketing efficiently and expertly has helped the company reach a wider audience at a lower cost
• Laurs Bridz Human Resource Policies for Sales Personnel has in-house copywriters for marketing campaigns which also helps in controlling costs
• Laurs Bridz Human Resource Policies for Sales Personnel also focuses efforts on ground activities – which are less expensive than commercial marketing tactics

8.2. Innovation

• Laurs Bridz Human Resource Policies for Sales Personnel has stayed updated with latest developments in marketing research and marketing knowledge
• Laurs Bridz Human Resource Policies for Sales Personnel makes use of new and innovative tactics to reach its target consumers
• Laurs Bridz Human Resource Policies for Sales Personnel also employs top of the field marketers to facilitate its marketing strategy and promotional campaigns
• Each marketing campaign launched by Laurs Bridz Human Resource Policies for Sales Personnel is effective catchier and more influential than the previous one

8.3. Strong market research and consumer understanding grounded

• Laurs Bridz Human Resource Policies for Sales Personnel marketing strategy is strongly grounded in consumer and market research
• Laurs Bridz Human Resource Policies for Sales Personnel makes informed marketing campaigns and goals based on consumers’ behavioural feedback
• Laurs Bridz Human Resource Policies for Sales Personnel also incorporates consumer feedback in its marketing strategy
• Laurs Bridz Human Resource Policies for Sales Personnel marketing strategy is based on market trends, and consumer needs and wants

8.4. Making effective use of emotional appeals

• Consumers’ emotional needs strongly influence all marketing objectives and marketing goals set by Laurs Bridz Human Resource Policies for Sales Personnel
• In addition to fulfilling functional needs, Laurs Bridz Human Resource Policies for Sales Personnel also tries to fulfil the emotional and psychological needs of the consumer
• Laurs Bridz Human Resource Policies for Sales Personnel tries to build a strong emotional bond with the consumer, which also results in high consumer loyalty

9. Distribution Strategy of Laurs Bridz Human Resource Policies for Sales Personnel

Laurs Bridz Human Resource Policies for Sales Personnel marketing strategy highlights the use of the following distribution strategy to maximize reach and accessibility for consumers.

9.1. Intensive distribution strategy

• Laurs Bridz Human Resource Policies for Sales Personnel makes use of intensive distribution strategy because it is mass marketing
• Laurs Bridz Human Resource Policies for Sales Personnel’s marketing strategy is based on undifferentiated segments, and thus an intensive distribution strategy allows high penetration and reaches in the overall market
• With the use of the intensive distribution, Laurs Bridz Human Resource Policies for Sales Personnel tries to maximise its coverage of the markets where it's present
• For achieving the intensive strategy, the company uses hardcore 360-degree integrated marketing strategy and campaign to reach all consumers, across all segments in the market.

9.2. Direct distribution strategy

• Laurs Bridz Human Resource Policies for Sales Personnel uses direct distribution country of origin as well as in locations where it has subsidiary operations
• The Laurs Bridz Human Resource Policies for Sales Personnel also makes use of modern retailing channels
• Also, Laurs Bridz Human Resource Policies for Sales Personnel makes use of e-commerce and makes a sale through online retailers, as well as through the company website
• Direct distributions have allowed Laurs Bridz Human Resource Policies for Sales Personnel to increase market penetration and accessibility for consumers

9.3. Indirect distribution strategy

• This strategy is largely used for offshore operations where the Laurs Bridz Human Resource Policies for Sales Personnel does not have a subsidiary
• In these offshore locations, Laurs Bridz Human Resource Policies for Sales Personnel largely works through the export model
• This makes use of several intermediaries in between, before the product by Laurs Bridz Human Resource Policies for Sales Personnel reaches the target consumers
• Intermediaries for Laurs Bridz Human Resource Policies for Sales Personnel include not only the end retail outlets, but also sales agents, retail agents, and distribution agents in offshore locations

9.4. Selective distribution strategy

• For some products of its portfolio which are premium in nature, Laurs Bridz Human Resource Policies for Sales Personnel makes use of selective distribution channel
• Laurs Bridz Human Resource Policies for Sales Personnel has maintained a few outlets in the country of origin, and in selected offshore markets for these products
• These placements and locations are chosen based on the niche market that Laurs Bridz Human Resource Policies for Sales Personnel has for its premium products
• These locations, placements, and marketing strategy helps make the company’s product selectively, but readily accessible for its niche target audience

10. Competition Analysis in the marketing strategy of Laurs Bridz Human Resource Policies for Sales Personnel

The industry in which Laurs Bridz Human Resource Policies for Sales Personnel operates is very responsive to market and consumer trends. Laurs Bridz Human Resource Policies for Sales Personnel, therefore, needs to be vigilant in its market strategy towards competition – to make sure that it maintains its competitive advantage.

10.1. Strategic Group Analysis

• Laurs Bridz Human Resource Policies for Sales Personnel competes with direct and close competition based on quality and price
• Consumers choose between different companies from the industry based on their functional offering
• Consumers have progressively evolved to strengthen loyalty and form an emotional bond with products that they consume
• Laurs Bridz Human Resource Policies for Sales Personnel also competes, thereby, with close competition for building stronger brand image, increasing consume loyalty, and for forming strong emotional ties with the consumer

10.2. Industry rivalry

• Laurs Bridz Human Resource Policies for Sales Personnel experiences high industry rivalry
• The barriers to entry for the industry are low, and new entrants gain easy access in the industry
• The number of local as well as global players is increasing

11. Marketing mix of Laurs Bridz Human Resource Policies for Sales Personnel

The marketing mix for Laurs Bridz Human Resource Policies for Sales Personnel as per the marketing strategy is the following:

11.1. Product

• Laurs Bridz Human Resource Policies for Sales Personnel has a broad product portfolio
• Laurs Bridz Human Resource Policies for Sales Personnel provides mass marketed products for all segments across the market undifferentiated
• Laurs Bridz Human Resource Policies for Sales Personnel also provides some selected, premium products to niche customer groups
• All products in the portfolio consistently maintain high quality
• All products are tailored to meet consumer specifications, demands and needs across different regional markets
• The Laurs Bridz Human Resource Policies for Sales Personnel maintains a high focus on innovation in products and introduces new products frequently to keep the consumers engaged

11.2. Place

• Laurs Bridz Human Resource Policies for Sales Personnel wants to have a close, emotional and personal relationship with its consumers
• The company maintains high control in its distribution strategies – especially through direct distribution strategy
• The company has a presence in leading supermarkets
• The Laurs Bridz Human Resource Policies for Sales Personnel also has company-operated stores in malls, and otherwise to make products accessible to consumers easily
• Laurs Bridz Human Resource Policies for Sales Personnel also makes use of e-commerce to increase penetration and sales

11.3. Price

• The Laurs Bridz Human Resource Policies for Sales Personnel prices its products so that its target consumers can afford it easily
• Laurs Bridz Human Resource Policies for Sales Personnel uses relative pricing strategy for its products
• The price of Laurs Bridz Human Resource Policies for Sales Personnel’s products include not only the high quality raw materials and value additions but also the enhanced customer experience they deliver
• The company’s pricing strategy allows it to enjoy stable revenue and profit growth

11.4. Promotion

• The Laurs Bridz Human Resource Policies for Sales Personnel has a high budget allocated towards marketing activities
• The Laurs Bridz Human Resource Policies for Sales Personnel invests substantially in digital marketing activities to reap high and effective results
• Use of digital marketing has also allowed Laurs Bridz Human Resource Policies for Sales Personnel marketing strategy to cap costs and expenses
• Laurs Bridz Human Resource Policies for Sales Personnel also takes part in direct consumer engagement through on-ground activities where the company initiates trials
• Laurs Bridz Human Resource Policies for Sales Personnel also invests in traditional media channels to reach maximum consumers in the market

11.5. People

• Laurs Bridz Human Resource Policies for Sales Personnel has a large workforce across different companies
• This workforce is continually trained to become experts in their respective fields of operations
• Laurs Bridz Human Resource Policies for Sales Personnel hires without discrimination
• Laurs Bridz Human Resource Policies for Sales Personnel ensures that its employees remain motivated through building an inspirational and creative organizational culture
• Laurs Bridz Human Resource Policies for Sales Personnel focuses on also building and maintaining organizational commitment and loyalty in its employees

11.6. Process

• All activities at Laurs Bridz Human Resource Policies for Sales Personnel - from raw material procurement to the final sale to the end consumer - undergo systematic processes
• The processes at Laurs Bridz Human Resource Policies for Sales Personnel are well defined, and well communicated to all employees
• All employees are trained to follow the processes internally to ensure consistently high quality as well as timely production and deliveries
• The systematic processes also ensure a smooth running of operations at the Laurs Bridz Human Resource Policies for Sales Personnel

11.7. Physical evidence

• The physical evidence for Laurs Bridz Human Resource Policies for Sales Personnel includes the company logo, company store designs, and the product packaging
• Satisfied and excited customers in the retail spaces of Laurs Bridz Human Resource Policies for Sales Personnel, as well as during product consumption create a bubbling and an inviting atmosphere
• The e-commerce website for retail by Laurs Bridz Human Resource Policies for Sales Personnel is also designed with a friendly customer interface to allow maximum interaction with the brand
• The store designs created by Laurs Bridz Human Resource Policies for Sales Personnel for its retail space allow consumers maximum interaction with the products directly.

12. Promotional tactics for the marketing strategy of Laurs Bridz Human Resource Policies for Sales Personnel

12.1. Digital marketing

• The company uses social media for reaching consumers effectively
• The Laurs Bridz Human Resource Policies for Sales Personnel interacts with the consumers directly, and engages with them, answers their queries and takes their feedback
• The company also shares information and build relationships with consumers through digital marketing
• Laurs Bridz Human Resource Policies for Sales Personnel also makes use of blogging, emails, and content creations as a means of digital marketing

12.2. Conventional marketing

• The company uses a 360-degree approach in its marketing strategy
• This means that the company makes use of traditional marketing channels as well – such as TV, magazine adverts, and out of house placements

12.3. Influencers

• For direct, on-ground engagement, the company uses influencers
• Influencers interact with consumers directly, or through their channels of communication as a means of content creation and endorsing the Laurs Bridz Human Resource Policies for Sales Personnel brand

13. Monitoring and evaluation of the marketing strategy of Laurs Bridz Human Resource Policies for Sales Personnel

13.1. Changes in sales

• Laurs Bridz Human Resource Policies for Sales Personnel regularly tracks its sales to identify the effectiveness of its marketing strategy
• Increase in sales reflect the success of marketing strategy of Laurs Bridz Human Resource Policies for Sales Personnel
• Sometimes, Laurs Bridz Human Resource Policies for Sales Personnel experiences increase ins ae after some time of the launch of the marketing promotions

13.2. Surveys and focus groups

• Laurs Bridz Human Resource Policies for Sales Personnel frequently conducts focus groups and surveys to identify its brand worth
• These methods also help the company identify brand value, brand recall, and brand recognition
• Focus groups allow Laurs Bridz Human Resource Policies for Sales Personnel to gather feedback on its marketing strategy and helps it understand consumers better

13.3. ROI

• Effectiveness of marketing strategy of Laurs Bridz Human Resource Policies for Sales Personnel can also be seen through the revenue and profit growth
• Return on investment allows Laurs Bridz Human Resource Policies for Sales Personnel to effective gauge the effect and influence of the marketing strategy, and measure its success

13.4. Attainment of marketing objectives

• All marketing objectives set by Laurs Bridz Human Resource Policies for Sales Personnel are SMART
• The quantitative set against each of the marketing objective can facilitate attainment evaluation for the overall marketing strategy
• Successful and timely attainment of these marketing objectives highlight the success of the marketing strategy of Laurs Bridz Human Resource Policies for Sales Personnel