E3
Items collected by Hays to measure success:
Each contract is measured separately to allow the separate measuring of each. The things that are used to measure the performance and success of each contract are:
- Documentation (What, When, Where, Why, How) is important to Hays to allow the chance of going back and seeing what went wrong if mistakes do happen So the efficiency of the Documentation is given a number of 1-5
- Number of Complaints to that contract- to see how much goes wrong
- Mishaps reported by the employees- this involves mechanical breakdowns as well as human mistakes.
- Customer replies- They send a Questionnaire to the Contractee to have their thoughts this sheet involves a lot of numbers to allow a mathematical equation of success (Mainly scales of Worth and Quality)
Hays as a company also documents a Lot of items to allow the measurability of the success for the whole company. This will show the areas where improvement is needed and where they have exceeded their objectives:
- Profits- the main measure because profit is what business is about.
- Total Revenue- To see how big the profit margin is
- Number of Contracts- the total number of full time contract because this shows what the number of people who believe so much in Hays they’ll sign to them. Also the liability because if they only have a few contracts with millions of pounds riding on each then this would show if only a small number of contract they will be liable to bargaining by the Companies
- Number of New Contract- Per year which shows how many people have been ‘Converted’ to using Hays
- Number of Discontinued contract- could show either how many people are dissatisfied with the company or the success of competitors who are gaining the sales off Hays.
- Average sales per customer- This will show how much the contracts are used
- Average Employee Satisfaction- On a scale of 1-10 they are given a chance to fill it in at the end of every quarter.
- Number of Complaints- to show the amount of errors.
-
Objectives Completed- these are the smaller objectives of the Contracts like e.g. To Finnish the Sony Entertainment Contract by the 1st of October.
- Number of Objectives- to compare the above to and also to produce a ratio.
4. Functional Areas E4
Hays have a very large management system because of the size. So departments could cover whole business sizes. The organisational structure is shown on the last two pages and shows just how large Hays is because this is still just a proportion of their actual size.
Marketing- Probably the one of most important of the departments in Hays and has the ability to dictate market trends since the size could effect the whole market if the marketing strategy is correct. They are the management team responsible for Analysing, Anticipating and Satisfying the customer needs profitably. Hays compared with consumer markets don’t need a big Marketing dept because they only supply services to the business community and there are different ways of attracting the business community compared with the public. Hays need some publicity to allow customer knowledge of Hays. Marketing is Business this dept basically are the brain centre for all operations they decide what to do, what not to do, when, where, why & how through many different techniques from Researching in the market to product developments. Marketing has become business over the past fifteen years the idea of knowing what the public wants and asking them how they want is ever more popular. Marketing has to have a good communications link with all parts of the company to allow the fulfilment of their objectives:
Sales- they need to know what sells more and what sells less, who buys more/less
Finance- they need to know what products make more money and what products have a small profit margin attached.
Operations- To make sure their service is being produced correctly and to the specification.
Personnel- To keep the personnel up-to-date with their work and so they will have less chance of making mistakes and being stumped when asked questions by the public since Hays likes its employees to know all aspects of Hays just in case they may have any hidden talents in other areas.
Advertising- To lookover all the adverts designed by the Marketing Ads team and to see that these are how were previously thought of when designing.
Customers- To see how much their services are liked and that the company is doing well with the public image and their image of the services.
Sales- The most important for Hays because they record the number of transactions Hays makes, to who, when, quantities etc. this is important to the business to communicate because they require lots of data to be record to make sure the product/service will be delivered correctly and efficiently. Sales are needed for profit and the records of these are vital for proper financing and for the quantities to see if objectives have been achieved.
Finance –Needed to Allow good use of cash and a proper system for allowing the future sales to be forecast and to see how they are doing compared with other shares and other businesses. Their only job is to make sure the books work out and make sense ICT is important here because any mistakes could be fatal to the company. They aren’t involved in fulfilling their objectives as such but they are involved in measuring how they’ve done compared with the objectives and forecasting the objectives for the coming season. If an error is made then the Objectives for the year may seem better or worse and this will also sabotage the forecasted objectives.
Personnel –This is responsible for hiring/firing and general welfare of their employees that is in the thousands for the Hays. They are responsible for educating about the company and new work on the sires also training them in new areas. Hays are willing to provide funding for mature students who work for them, since if the employees are opting to do more they are obviously highly motivated and like their work.
ICT- these have an important part and are associated with the finance team since they are also responsible for recording the comings and goings of the company:
- Employees computer usage
- Sales
- Finance
- Personnel details
- Websites
- Email with customers and other segments
- All of Hays Logistics
- All of Hays Commercial
- All of Hays Personnel
Most of Hays is recorded by Barcodes on all storage containers and letters of Logistic and Commercial Peersonnel however are totally commited to the Personnel departments of other companies and so the ICT department has to focus on security because of the networking involved the Data Protection Act is very important to them and is strictly obeyed. If someone were to hack into the system the files for thousands of Hays workers and Millions of others from around Britain and the company details would be visible and useable. They also produce intricate computer systems to allow automated use of working out since computers are ’usually’ less prone to errors then humans.
5. Management Style and Culture E5 A1
There are three main management styles that could be adopted within any system;
Autocratic- this is when orders are dominant and no questions are asked (they say, you do!) Normally considered with lower hierarchical settings (e.g. between floor manager and workers)
Democratic- this is when people are asked their thoughts and an agreement is usually met with a vote. Normally associated with high hierarchical status (E.g. Director - Director or Director - Chairman)
Laissez-faire- This is where people are allowed to do what they feel correct, this is usually associated with medium status (e.g. Managing director - Marketing Director) probably because they are experts in their field so they know what their doing.
Hays have a variety of management styles they often give a choice to the management but it depends upon where they are on the hierarchical scale. Those higher on the scale are autocratic and tell staff what to do, from the production line to the logistical designers. Those managers without managers below them are the ones which have to use an autocratic style because those below them have no knowledge on the field, while those around the middle are permitted to adopt a laissez-faire attitude to management, they are high enough in the company and have enough knowledge to use the style properly and to its maximum potential but the shareholders always have a eye on what there doing with any big decisions having a democratic vote on the item.
C2
The Organisational chart is situated at the back of the Report. Showing the whole company and the geographic countries that Hays operates. The second sheet shows the specific departments of the average Hays Business.
Culture and structure affects the company. The stricter company cultures have a very tall structure and the communication is difficult. The communication is usually only one way so the manager can have a lot of people below him in the structure. The democratic culture has a very wide structure since most are equal and have an equal vote in the system. Communication can also be difficult in this culture because they have to have a lot of voting and counting and many meetings of the whole level in the structure to come to a decision. The Laissez-faire culture is associated with the very sparse structure. Because they are all allowed to do what they feel fit, they are not really associated with mangers or a strict hierarchy.
Hays’ structure and culture and management style all influence each other since the structure I’ve saw for Hays is a complicated and very large more then comprehension can deal with. A company of this size must analyse all aspects including the three above, for Hays’ to work efficiently the three must interrelate to allow optimum control and thus production and service quality so keeping ahead of the market. Their structure is the same for their markets since they have a large structure which is mirrored throughout the Public sector which means there are a lot more people to go through which decreases the probability of a mistake getting through to the public and damaging their image. The culture is very autocratic and so this will affect the structure by increasing its size since the hierarchy is important. If the company has an autocratic culture this gives everybody the same power and increases the structures width but Hays has a democratic structure so its height is increased because there are people with people below that have no influence above.
There are many different types of culture within a business and they all interlink with a type of structure.
Role Culture -- Formal Hierarchal Structure
This culture is defined as; having job descriptions and not employees. When the job description needs no extra input and there is no need to further what they do. Other things associated with the Role culture:
- Self-contained Departments with little movement from departments
- Roles with precise job specifications and a strict authority ladder
- Strict communication rules
- Decisions only by authority all decided by mangers and all plans dictated
- Tall and narrow Structures of hierarchy
Task Culture – Matrix Structure
This is contract orientated and the structure is formed around this. This is used to override the typical hierarchy communication rules and unspoken regulations. This saves time with missing the communication link in between. They are reconstructed at the beginning of every new contract. All departments still exist but the communication barrier that exists by regulation of managers is non-existent and the different departments can communicate with each other which is easier than going through each manager first to get permission, this way the job is done quicker and the total time it takes for the job to be done is decreased which means the product gets to the market quicker thus they receive the profits quicker also. The jobs may be doubled in certain areas and have a way of receiving two mangers. This is supposedly suited to organisations that have short and wide structures. This goes on individual capabilities rather than other formalities of age or formal status. Task culture allows a chance of better and more teamwork with the added ability of flexibility and few barriers. Varity of work since the structure is change to suit each task. Most decisions are made low down in the organisation and are of low concentration with everyone having a share of the authority.
Power Culture – Web Structure
Usually associated with the small organisations. This is where the central character usually the founder has all authority and is typically surrounded by people they get on with and is usually seen with empowerment since there is a lot of trust between the web. Although there are only small communication barriers they do have to consult the leader for all decisions being made again with wide and short structure. Since this is only associated with small organisations there is not many theories associated with it and are only seen in smaller companies which shows it will only work on a small scale.
Person Culture – Cluster Structure
This is very rare and is only associated to small organisations with very short structures and an extremely wide base. This is because they are usually conjoined with the organisations that are specialist in many different areas (Universities, Many Lawyers & Scientific Researching) there is no real rules only law associated with the types of experimenting and research.
Hays is a varied company and I don’t feel it can safely be placed into any of these categories but I will say it’s a Mixture between Role Culture and Task Culture. Since Hays is so big it can be many things at once, I feel, Hays has taken the best attributes of the two and made their own Hays Culture. This includes:
- Very tall and Broad Structure but with many web links
- Strict Communication channels Low down
- Jobs, not people Low down (But they do get their say when needed)
- Jobs suited to the task in the central range
- Communication between departments by knowledgeable workers (not manual labourers)
- Formal communication going up the hierarchy
- There is also a hint of Empowerment high up by Mr Frost, which is seen with the Person Culture.
All these are associated with the two cultures and so Hays can’t be defined to one group. Since Human culture is a mixture of hundreds of separate culture trying to produce the best of all worlds I think Hays to be Sterotypicalised would more suite the Role culture since the Formal structure also emphasises this by adding a rigid structure you add a formality to this and in any formal communication there is not a personal quality or a freedom associated with the person, thus the Job is more than the employee which is the Role Culture. These two also dictate the management style because Role culture has important job there is communication with the job not the person, this is autocratic because the person has no say. The structure means there is a formality also so Hays is a Formal business and this means all jobs are done in formal and this should increase production by having quick workers who don’t have to think. All the differences influence each other because they all have an affect on certain aspects of the Company they all knock on to each other and manipulate the finer points of each. The interrelation can be seen in the Diagram below:
Recent studies have shown a correlation exists between a strong organizational culture and organizational effectiveness. In fact, some studies question the relative benefit of leadership to organizational effectiveness versus a strong organizational culture. Therefore a leader can improve or maintain organizational productivity when armed with an understanding of its culture. Structure, Culture and Management style also affect the objectives of the business.
Structure: If a company is a clustered then the objectives will be very silmliar but specifically different and minutly unique to each section. Where as Hays having a Formal structre the Objectives will be different for each department and segmentation because they are clossed off and separeted from the company as a whole.
Culture: If the Culture is a power culture the objectives will be set by the Manager and willl probally be unique and self satisfiying to him/her. Hays has a mailnly role culture so there will be specific targetered objectives set by each manger for each type of job.
Management Style:If a Company adopts the Laissez-faire attitude then the person may well set the objectives and this would mean a lesser extent of pushing to achieve objectives. Hays have two types of Style the first being Autocratic.
Autocratic- the objectives would be set high up and to a good standard they will want the most work out of their subordinates, to gain maximum value.
Democratic- these would be set to gain maximum revenue they would want this and strive to get this because this style is associated with the managerial levels and will mean they may get bonuses which also entices them to achieve.
Culture, Structure and Management style all are bound to affect the businesses performance.
6. Communication E6
Hays tries to use as many different communication systems as possible, this allows more people to get In touch at one time and at all (E.g. If the customer does not have a Computer to access Email the chances are they’ll have some other form of communication like a telephone or will be able to access on like a telephone box of Email in the public library.)
Telephone – is the main system that almost all businesses use and is obviously the most useful, but most organisations including Hays now operate an advanced system; this has all the advantages of the standard telephone system:
•One-to-one talking
•Private calls
•Cheap
•Easy to use
•Widespread (nearly everyone has one)
With the following technological advances;
•Visual display (e.g. Of number calling)
•Secrecy button (places caller on hold)
•Memory Bank (Call Times recorded to show phone usage and store numbers like phone book)
•Digital Switchboard - Many lines connected to one phone and as soon as the call gets through it’s answered by the computer and placed on hold, while a light comes on at the phone. Once you are answered you are placed through to a separate dept. either Manually or using a touch-tone phone.
Facsimile Transmission - is the other most important business communication feature. This is basically a scanner attached to a phone line with a printer on the opposite line. Hays use this to communicate one way with customers (usually sending Order forms or invoices sent to Dealers) It usually is not of high quality and has many errors in transmission, but still a very useful business tool for most communication where a signature is needed. Hays uses this mainly for internal communication, with separate departments and areas.
Email - is the most recent technology to be discovered by business and is now the preferred method of communication since it’s cheap after the initial cost of hardware, which most businesses have. It involves the data transfer of two computers using a Modem and the medium of a phone line. The data can be text, pictures or software data. Hays has its own private domain for use with Email (@HaysLogistics.co.uk, @HaysPersonnel.co.uk and @HaysCommercial.co.uk) All employers get their own Email address but its not for personal use (Forname.Surname@)
Internet – Hays’ Internet site has details of the whole company on it and is available in every language of the countries in which Hays operates. It also contains the details to all other communications for Hays. Hays operates their own website in all languages of countries that Hays is a part of, this is a cheap way of getting information to their customers and advertising because they have only to employ designers to design it once then maybe only one technician to control the website and clear any glitches (He may already be working for them as Technological administrator in the main office, controlling the use of their private Email facilities and Intranet <Internal Internet>)
Since Hays own Hays Document Exchange throughout most of the world they prefer to use mail for internal matters they then have the hard copy that can be stored. Where as customer communication they also like to use a certain amount of standard mail with signatures. But for general communication (Queries, Questions and business of no high priority) they prefer Email because of the benefits above.
Hays use all these to communicate internally to their employees through all the electrical communication hardware but also through personal meetings:
Briefings (Informal/Restricted/Down/Internal)
Meetings (Formal/Restricted/Internal/Down/Up)
Seminars (Formal/Restricted/Down)
Announcements (Informal/Down/Restricted/Open)
Notice Boards (Informal/Formal/Open/Restricted/Down)
These personal meetings give a better working environment because they get to know their co-workers better so are more ‘at home’ with them, which causes them to work better because psychologically they feel they know them and have ‘friends’ in the workplace, this causes a biological response of certain chemicals (Happy Hormones) and studies have shown that employees work better when they are happy.
These are used to:
Help carry out objectives of the organisation
Instruct
Delegate
Set Targets
Inform
Motivate
Employees also get the chance to communicate upwards through the hierarchy since Hays believes that employees see a lot more of the business and are able to see possible faults in the company. They do this through:
Management Walkabouts (Informal/Internal/External/Up/Open)
Employee attitude surveys (Formal/Informal/Internal/Up/Restricted)
Briefings (Formal/Internal/Up/Restricted)
Suggestion Schemes (Informal/Internal/External/Up/Open/Restricted)
Employee representatives (Informal/Formal/Internal/Up/Restricted
Employee Unions (Informal/Formal/Internal/Up/Restricted)
All these give the employee a feeling that they have a view which is appreciated by the company and that there position is encouraged, they also feel they are vital part of the company which makes them feel ‘wanted’ this causes more Chemicals (Happy Hormones). These types of communication are used for:
Feedback/Responses
Requests
Notification of problems
Suggestions
Reporting on achievements
C3
I.T. has caused the way in which businesses communicate to become more formal and impersonal. This usually makes people feel weary because they don’t ‘know’ who there talking to and this then causes the communicators to be very precise in the conversation. Although Hays tries to destroy these formal views by giving as much of a personal approach to Internal and External communications, by using Ecommerce as much as possible to ‘get to know’ people, they do have situations where communication is wanted to be kept formal. For example debtors because they have a formal approach, the debtors feels obliged to pay because the call is usually ‘Anonymous’ and have a stern approach with language. Its gives business opportunities from speed (Communicating over long distances in a small time) to the chance of accessing a wider range of communication (More chances to get in touch with different markets, suppliers and customers). Although its caused a greater cost on businesses because of the initial cost and upkeep of the systems. But these costs clearly are not outweighed by the advantages.
If a company produces a good communication network people are inspired to have more confidence in the company because a good communication network means everyone will know what’s happening and are all able to answer questions. However if the internal communications breaks down it will show in the external communications because people won’t be informed and so can’t answer questions and customers will be discouraged from the company. Although in any company there is the “Grapevine” where slight whispers of any news is spread but this is usually distorted from person to person and usually several rumours will come from one whisper. These whispers can even make shares fall dramatically (seen at Hays when a rumour was started that they were selling their non-core chemical activities to Abion Chemicals Ltd.< Shares did recover after they announced the selling was not because of debt payments>). So any company that informs people well will also have the benefit of decreased rumours spreading.
Hays’ communication network is very good it uses all communication methods, which means the best quality of transferring information with the least number of mistakes and fatal errors incurring that. Hays has offices all over the world so communication tools a vital and all appropriate ones are used by Hays if there were no communication methods available for overseas translation Hays cost would rise since the need of people to travel over there would increase and the timescale would be manipulated since they’d have to wait for the person to reach there to give the information then take the reply back. An obscene thought in modern business so Technology and proper Communications have allowed Hays to be a global company. Externally Hays’ communication uses have provided all there customers with a better way of finding out what happens to the service and also provides more business for Hays because more customers can get in touch.
ICT has affected Hays incredibly because its a business services company and nearly all business are on some kind of computer and a network this provides a easy method of communication and a way to transfer data very quickly from office to office or business to business with no mistakes on a correctly working network. The benefit of this is that the data is correct and immediately sent to the wanted place with no people in-between to create transcription errors. There is also no time used to input the data into their system because the customer has already done this. The personnel segment has a big need for this because they have a recruiting area, which has a need to find suitable employees fast, and could not do this with a terrestrial filing system. Without ICT systems the personnel segment of Hays would not exist, or there would only be the training part of Hays who just run courses in business needs. Externally the Impact of ICT for Hays has not been such a big thing for them, obviously they have increased sales slightly because of websites but the full use of external communication using ict is that the customers have more ways to contact them and keep up-to-date with the service. Telephones have meant all segments are linked and that the people in Sales can easily talk to those in the Warehouse. This means mistakes can easily be corrected or that the orders can be implemented efficiently. The main impact of ICT is the time saving that has meant they are able to do more and the free time they have saved is used in processing more orders, which has meant an increase in sales and profit margins.
7. Production and Quality E7A3
The Dagenham site has 5 individual warehouses that between them handle up to 30 main customers each of which is managed and controlled individually as per the customer’s requirements. Bearing this in mind it therefore will use a specific contract and relate the answers to that operation in order to give a more meaningful service.
E.G.
Sony Entertainment
These customer requirements are for the Play Station 1 & 2 Games consoles to be bundled to country specific, as each country has a detailed requirement for both the authorities and the end users.
The process begins with the receipt of the consoles into the warehouse followed by stocks of peripherals, labels, paperwork and software.
Hays service the whole of Europe and as stated each Country has different requirements. This is known before the operation commences and therefore when the Bundling operation is to start they are waiting for specific instructions, Quantity to be shipped, which language, software to be used and finally completion date.
Hays are already aware of the productivity calculations so depending on the volumes and completion date decides on the staffing requirements.
They are now in the position to use their quality assurance/ control procedures, as you can appreciate that not only are the targets to be achieved in the agreed time scales, but due to the high value of the products and the possibility of theft they have to introduce strict procedures to manage all aspects of the operation. Before they start they have a team of personnel who each have a specific responsibility and are reminded of what they are expected to manage.
Every stage of the process is documented and a procedure document is produced to ensure everybody carries out the process in the agreed way. Therefore if anything does go wrong thy can re-examine the process and understand why it failed. Also the operation is continually being audited and ensuring that the processes and being adhered to. Once they have ironed out all the issues we are therefore in the position to roll the processes out each time they carry out the bundling operation. The next stage is then to study the process and having set production targets begin to look for improvements which is a continual process as they get paid on a piece price which is based on recovery of all their costs and any improvements should in theory drop straight to the profit line. They do however continue to make it a Win/Win opportunity for both themselves and the customer as they also are expecting to see cost reductions/ improved productivity.
Therefore summarising.
1. Understand the process
2. Clearly document each stage
3. Give staff specific instructions and responsibilities
4. Continually examine the process to make sure every body carries out the operation the same.
5. Look to make improvements
Hays know that in order to continually grow as a business Hays need to maintain their current customers and win additional business. This is the difficult part, which takes up a lot of time and effort with few successes due to the competition. However Hays are more successful in winning new business from their existing customers which is why they continually strive to improve the current operations, always looking to take costs out to the benefit of both us and the customer and get to understand their business as well if not better than them in order to offer alternative options to improve the Hays company and to expand partnership with them (The customers). Their Philosophy is to make the customer totally reliant on using Hays, which makes it difficult to move away.
In order to achieve this they are managed by KPI's (Key Performance Indicators), which measure every stage of all the operations. These include productivity's, Manning Levels, Costs, targets etc.
This list will continue to grow each time they increase the operations to understand any impacts that the new operation could have on existing work.
Generally they are always set targets which include such as Picking rates of 99.8% accuracy, Vehicles loaded on time 99.5% etc. Again each customer sets their targets for them. Hays agree to those targets and set out not only to achieve them but more important improve on them. They maintain monthly review meeting with the customer and these are always part of the review process to examine their progress and having full explanations why targets have not been achieved. This means that the KPI's must be continually checked and always investigate any discrepancies and be able to give a full explanation.
What happens if they do not meet the targets, they examine the processes to see what is going wrong and to make sure that they understood every thing that the customer required. Generally they can find the reason and correct it, however it can be something that the customer is doing that can cause a problem which is why when you start any operation the processes are clearly documented, checked by both Hays and the Customer and sign off as being an accurate record of the operation. This way should failure to achieve the targets as a result of information missing from the customer; they have to accept responsibility for not making it available at the review meeting. Other than this Hays believe that we are professional enough to achieve all targets, however this could be costly and not budgeted for. Hays will still increase there costs to achieve them as they believe that you can argue costs only when giving the customer the service he is expecting, but it is very difficult to discuss additional costs when they are getting a bad service.
Value can be seen as how much effort has gone into the production of the service usually the more effort the more added value because they have done more to the product or more to look after the product quality. The price doesn’t have to be mentioned unless the Product/service is of poor quality only then would price be referred to because the Trading Standards Association would say that was illegal if it were at a high price. Since Hays uses a lot of KPIs and monitors the service thoroughly then I believe that Hays Deserves the image of Value and Quality
A3
If Hays were to use a different performance-indicating scheme this would affect the business in many ways;
If Hays were to use a system were the service was not checked until it was completed called Quality Assurance then, first of all costs would be reduced once the system was in place because they would need lot less employees to check the services that were in the process of being completed. This would increase the profit margin, the share price and would gain the company a lot of publicity. Which in turn would increase sales. The increased sales would mean more services being started and this would happen within a couple of months while with the average Commercial service being 7 months, the first few jobs that were started would be completed and any errors would mean a whole contract going bad and being lost or having to be redone which would mean making a loss. The rest that were started would then also contain errors which may not be able to be corrected and again a loss will be made along with a possible court case from the company who the error effected. Which would mean bad publicity and the Knowledge of a loss would send shares plummeting and they would have to change the way they saw Quality assurance and change it to Quality Control. I think Hays is correct in use in quality control and feel all businesses should use this method it may cost more but will sae time possible embarrassment and a whole lot of hassle, just by checking the work is correct which seems the obvious thing to do anyway. If you were building a house you wouldn’t just stick a few bricks together and hope for the best you need to plan and design and keep control of it all the way through.
This way would shrink the work force and save time so the revenue would be gained earlier if the service were of good standard.
Conclusion
Hays plc is a very popular business throughout the world and is still expanding and has a bright future with many prospects. I would recommend Hays to work for or to employee since all aspects of the business was virtually unfaultable.
Appendix
I plan to examine the Ownership, Objectives, Management style and culture, Communication and the production and quality process of Hays and show how these features interrelate and how they effect of these in production and quality. I plan to do this by primarily asking Employees of Hays (Since there are friends of mine within the business) to offer as much information as possible and using published records and any data available. Then doing desk research upon Hays using Internet their Internet site, books and also using theories that others have created and applying them to Hays.
Bibliography
Texts;
Internet;
Hays-plc.com, November 2001
People;
Miss J Bannister, Hays Commercial, Finance. Throughout
Miss Shriani Bagavir, Hays Commercial, Finance. Throughout
Reports;
Hays Annual Financial Report, 2001-2002
Company Structure leaflet
Daniel Rose
AVCE Business Page