Crazy Eddie is the name of a consumer electronics retailer conducting business through the internet and by telephone. The venture is the most recent to be doing business under the Crazy Eddie name, with the most well known (and later infamous) being a chain of retail stores that operated throughout New York, New Jersey, Pennsylvania, and Connecticut for nearly twenty years.

Crazy Eddie was started in 1971 in Brooklyn, New York by businessmen Eddie and Sam M. Antar as ERS Electronics, named after Eddie, his cousin Ronnie (Ronnie Gindi, a partner), and his father Sam. The chain rose to prominence throughout the Tri-State Region as much for its prices as for its memorable radio and television commercials, featuring a frenetic, "crazy" character played by radio DJ Jerry Carroll (who copied most of his shtick from early TV-commercial pioneer, used car and electronics salesman Earl "Madman" Muntz). At its peak, Crazy Eddie had 43 stores in the chain, and earned more than $300 million in sales.[1]

In February 1987, the U.S. Attorney for the District of New Jersey commenced a federal grand jury investigation into the warranty billing practices of Crazy Eddie. In September of that year, the United States Securities and Exchange Commission initiated an investigation into alleged violations of federal securities laws by certain Crazy Eddie officers and employees. Eddie Antar was eventually charged with a series of crimes.


After a person is hired in an organization then the first thing to do is to introduce him with the organization, its objectives, its processes, and its people.
Metro also do that when they hire a new employee. When a new employee joins the organization then the company organized a small party called orientation in the department in which he is being hired. In this way the fresh employee can easily come to know about the system of the department as well as the company. The HR manager introduces the fresh employee with the colleagues, sub-ordinates, and the systems of that company. He Introduces the new employee to the supervisor he will be reporting to, if he haven't already met. He shows him his work station and where to get any supplies he might need. He talks briefly about important contacts he will want to remember, such as the person responsible for ordering supplies, the payroll person and any others he feels are key to the operation.

Training & Development


Training is a process of teaching new employees the basic skills they need to perform heir jobs. Development refers to the teachings which will lead the employee for future efficiency. Training holds a lot of significance in any organization. By providing the training to its employees, an organization can adapt to any kind of changes no matter whether it is a legal, technological or economical change. Training step starts immediately after the orientation of the employee. Sometimes, it depends on the nature and kind of job. If the job is entirely new, and the employee does not have any previous experience about the activities of the job, then he will need immediate training after being employed, otherwise, training will be depending on the performance of the employee. If his performance is up to the mark then, he will not be trained, otherwise he will be trained.
Metro company also uses the tool of training to increase the performance level of their employees. Firstly, they see that is there any need to train the employees. After that, they identify the employees which are lacking in performance and need to be trained. Then they implement the suggested training program on those employees. They mostly use two training methods. Which are:


• On the job training: (OJT)

They use on the job training to train their lacked employees. For this purpose, they mostly apply coaching method, in which they assign a coach on the employee, which guides the employee that how to work in different situations. This is a very effective source of training and its results are very fruitful.

• Lecture type training:



Another way to train which is applied in Metro is conducting lectures. A supervisor of specific department is assigned the obligations of the instructor and the employees who are to be trained are asked to attend the lecture in the demonstration hall at predefined timings by the HR department. In this way, junior employees acquire the exposure of senior experienced employees.


PROMOTION
Management would always prefer existing employees for promotion against vacancies. However, if experienced person is not available within the company, management has the right to employ experienced persons from outside in the best interest of the company.
Department head will recommend the employee for promotion to the vacant position and Human Resource department will determine the salary within the available grade, based on the performance and his education and experience. All promotions will be approved by the Chief Financial Officer.




JOB ROTATION
Moving the employee through a pre-planned series of positions in order to prepare the person for an enhanced role with the company is job rotation. Metro company also follow the job rotation policy to make their employee learn and enhance their skills. This will lead them to the development of their career. In Metro, this policy is practiced within a department. They change the jobs within to increase their skills and to let them know the whole process of the department. This process increases the productivity and efficiency of an employee.
 
Last edited:

jamescord

MP Guru
Crazy Eddie is the name of a consumer electronics retailer conducting business through the internet and by telephone. The venture is the most recent to be doing business under the Crazy Eddie name, with the most well known (and later infamous) being a chain of retail stores that operated throughout New York, New Jersey, Pennsylvania, and Connecticut for nearly twenty years.

Crazy Eddie was started in 1971 in Brooklyn, New York by businessmen Eddie and Sam M. Antar as ERS Electronics, named after Eddie, his cousin Ronnie (Ronnie Gindi, a partner), and his father Sam. The chain rose to prominence throughout the Tri-State Region as much for its prices as for its memorable radio and television commercials, featuring a frenetic, "crazy" character played by radio DJ Jerry Carroll (who copied most of his shtick from early TV-commercial pioneer, used car and electronics salesman Earl "Madman" Muntz). At its peak, Crazy Eddie had 43 stores in the chain, and earned more than $300 million in sales.[1]

In February 1987, the U.S. Attorney for the District of New Jersey commenced a federal grand jury investigation into the warranty billing practices of Crazy Eddie. In September of that year, the United States Securities and Exchange Commission initiated an investigation into alleged violations of federal securities laws by certain Crazy Eddie officers and employees. Eddie Antar was eventually charged with a series of crimes.


After a person is hired in an organization then the first thing to do is to introduce him with the organization, its objectives, its processes, and its people.
Metro also do that when they hire a new employee. When a new employee joins the organization then the company organized a small party called orientation in the department in which he is being hired. In this way the fresh employee can easily come to know about the system of the department as well as the company. The HR manager introduces the fresh employee with the colleagues, sub-ordinates, and the systems of that company. He Introduces the new employee to the supervisor he will be reporting to, if he haven't already met. He shows him his work station and where to get any supplies he might need. He talks briefly about important contacts he will want to remember, such as the person responsible for ordering supplies, the payroll person and any others he feels are key to the operation.

Training & Development


Training is a process of teaching new employees the basic skills they need to perform heir jobs. Development refers to the teachings which will lead the employee for future efficiency. Training holds a lot of significance in any organization. By providing the training to its employees, an organization can adapt to any kind of changes no matter whether it is a legal, technological or economical change. Training step starts immediately after the orientation of the employee. Sometimes, it depends on the nature and kind of job. If the job is entirely new, and the employee does not have any previous experience about the activities of the job, then he will need immediate training after being employed, otherwise, training will be depending on the performance of the employee. If his performance is up to the mark then, he will not be trained, otherwise he will be trained.
Metro company also uses the tool of training to increase the performance level of their employees. Firstly, they see that is there any need to train the employees. After that, they identify the employees which are lacking in performance and need to be trained. Then they implement the suggested training program on those employees. They mostly use two training methods. Which are:


• On the job training: (OJT)

They use on the job training to train their lacked employees. For this purpose, they mostly apply coaching method, in which they assign a coach on the employee, which guides the employee that how to work in different situations. This is a very effective source of training and its results are very fruitful.

• Lecture type training:



Another way to train which is applied in Metro is conducting lectures. A supervisor of specific department is assigned the obligations of the instructor and the employees who are to be trained are asked to attend the lecture in the demonstration hall at predefined timings by the HR department. In this way, junior employees acquire the exposure of senior experienced employees.


PROMOTION
Management would always prefer existing employees for promotion against vacancies. However, if experienced person is not available within the company, management has the right to employ experienced persons from outside in the best interest of the company.
Department head will recommend the employee for promotion to the vacant position and Human Resource department will determine the salary within the available grade, based on the performance and his education and experience. All promotions will be approved by the Chief Financial Officer.




JOB ROTATION
Moving the employee through a pre-planned series of positions in order to prepare the person for an enhanced role with the company is job rotation. Metro company also follow the job rotation policy to make their employee learn and enhance their skills. This will lead them to the development of their career. In Metro, this policy is practiced within a department. They change the jobs within to increase their skills and to let them know the whole process of the department. This process increases the productivity and efficiency of an employee.

Hello buddy,

Here i am up-loading Project Study on Crazy Eddie, please check attachment below.
 

Attachments

  • Project Study on Crazy Eddie.pdf
    886.5 KB · Views: 0
Top