The insurance industry consists of financial advisors planning for individual’s financial future through defensive investments that will payout in case of something happening to a person’s greatest asset—themselves. Each financial advisor is mandated to pass a professional exam to receive their license in order to take in clients in each state. There is a process in which clients are serviced and sold on different products of insurance. Advisors need to consider client needs and service them with products are in their best interest and within financial reason. <br/> To sell a product you must have clients, and the way that financial advisor receive clients are generally through two ways: company provided or their own connections. At the end of the day, the goal is to get in front of more people and expand you circle. In that sense, there are two common way people address this expansion of circles and that is build relationships versus networking. The goal of this paper is to dive deep in the insurance industry and analyze the sales process when comparing the difference in selling through building relationships versus selling through networking.<br/> The research plan I have in mind start from researching background and history, to current practices environment, to method process solutions. In the initial stages of my research, I will focus on background and history of the financial services industry in terms of sales and insurance. This will address insurance sales processes in the financial services industry and its features as well as benefits. After explaining the step by step process and potential results of the sales process in the insurance industry, I will start researching current environments of the industry. This will explain the history, key theoretical elements, and significant events of the industry. <br/> The history of the background will set stage for me to address situational challenges in the business based on my own experience to which I will do research to find plausible sales process solutions when comparing relationship sales to networking sales. This research will then be synthesized with my own experimental solutions as I work in the industry, which will help me complete chapter 4 and 5 of my theses – Methods and Execution of Results.

Workers in sales roles are often faced with a large number of time management decisions on a daily basis. Sales people must choose where they should be spending their time in order to create revenue while also maintaining a healthy work-life balance. In this thesis project, a sales process is analyzed to see if there is an opportunity to increase both revenue and work-life balance. This paper investigates a wholesale insurance brokerage company, Risk Placement Services, and their sales force of brokers. A significant portion of these brokers’ workday consists of the backend task of marketing accounts to insurance carriers to find coverage. This is necessary for the completion of the sales cycle but either limits the amount of time brokers can be out on the road or on calls trying to bring in new business or makes them work longer off the clock hours to get these accounts out to insurance carriers. The more business a broker is bringing in, the more time they have to spend marketing these new accounts to carriers, which puts them into a constant snowball of increasing tasks and goals. The main model for the analysis of this problem will be Reframing Organizations by Bolman & Deal which focuses on using their four-frame model to analyze and gain more insight into organizations. Being able to understand this problem from multiple perspectives will allow a more holistic solution to be reached. Following this analysis multiple potential solutions are discussed towards the end of this thesis project.

COVID-19 has proved that our society can be adaptable in the most unexpected situations. Chaos and fear struck the nation causing people to react in a variety of ways in an attempt to protect their own self interests. The retail space has had to adjust in large scales, making the shopping experience safer both for the customer and the employees. I was able to experience this first hand at Target, working there many years previous to and during the pandemic, getting to see the shift in consumer patterns. I noticed customers would purchase more products in one department, then the next month it would shift to another department. This paper will analyze those shifts in sales trends both departmentaly and within shopping methods at Target to help identify the largest changes and the possible reasons behind these.

This thesis looks at the digitalization process holistically. It recognizes that for a digitalization initiative to be successful, it takes input from multiple departments and experts from diverse backgrounds. This paper will be evaluating the interconnectivity needed between the supply chain and human resources departments to spearhead the creation of a digitalization team. Both sectors must have a firm understanding of the other’s needs, in order to acquire, train, and maintain people who will have the necessary hard and soft skills to develop the digital processes. After conducting extensive research around hiring and training, the researchers identified several best practices that companies can utilize to build a successful digital logistics team. Regarding hiring, companies can improve their current practices by collaborating with universities to create synergy between enterprise needs and college curriculum, as well as utilizing talent acquisition data analytics. They must also employ targeted recruiting strategies to attract high-quality talent and create explicit and attractive job postings. In addition to hiring, companies must also continuously improve their training initiatives to ensure their team’s success. In order to do so, firms should conduct training needs analysis, personalize training using technology, offer non-traditional learning modalities, provide holistic supply chain training, and create a learning culture.

This thesis looks at the digitalization process holistically. It recognizes that for a digitalization initiative to be successful, it takes input from multiple departments and experts from diverse backgrounds. This paper will be evaluating the interconnectivity needed between the supply chain and human resources departments to spearhead the creation of a digitalization team. Both sectors must have a firm understanding of the other’s needs, in order to acquire, train, and maintain people who will have the necessary hard and soft skills to develop the digital processes. After conducting extensive research around hiring and training, the researchers identified several best practices that companies can utilize to build a successful digital logistics team. Regarding hiring, companies can improve their current practices by collaborating with universities to create synergy between enterprise needs and college curriculum, as well as utilizing talent acquisition data analytics. They must also employ targeted recruiting strategies to attract high-quality talent and create explicit and attractive job postings. In addition to hiring, companies must also continuously improve their training initiatives to ensure their team’s success. In order to do so, firms should conduct training needs analysis, personalize training using technology, offer non-traditional learning modalities, provide holistic supply chain training, and create a learning culture.