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People and Business

Extracts from this document...

Introduction

Introduction: My task is to investigate a medium to large sized business, showing that I understand the importance of people in business. For this task my chosen business is Richer Sounds. I have included the following information in this portfolio; 1. The importance of stakeholders 2. The organisation of the business, job roles and working arrangements. 3. Employee rights and responsibilities, including procedures on how they deal with disputes and with health and safety issues. 4. Employee recruitment and training. 5. Customer service The Importance of Stakeholder A stakeholder is someone or a group of people who have an interest in the business, such as employees, the government, and local people etc. Stakeholders are people who the business has a link with even if it's not directly; it's people who are affected by the business. There are two types of stakeholders, internal stakeholders are people who have an interest in the business and are inside the control of the business such as the owners, managers and the employees. The second is external stakeholders, they are people who have an interest in the business, but are outside of its control, such as the customers, suppliers, creditors, competitors, local community and the government. Every business has to keep their stakeholders happy or they will occur problems running the business. Making one stakeholder unhappy can cause the rest to be unhappy as well, such as if they don't keep their business and the area around the business clean, then people wouldn't want to shop there. This will result to the business losing customers, if they lose customers then they will lose money and if they have no money then they won't be able to pay government tax or loan repayments. Richer Sound's main stakeholders are: * The customers - people who purchase goods and services from the business. (External stakeholder) * Their colleagues (employees) - people who work for the firm. ...read more.

Middle

These written to prevent any discrimination from occurring, between different colleagues. Colleagues who don't take the policies seriously will be disciplined or if necessary dismissed from working with the business. * Disputes can also be solved through the company's grievance procedures. These procedures are there to make colleagues feel more confident in taking action anytime, when they feel they have been unfairly treated. * Disputes can be resolved through disciplinary procedures. This is used if a colleague does not abide by his/her Contract of Employment or Terms and Conditions of employment and for those who will not take any formal advice. This is also used if serious offences such as theft are committed. Grievance Procedures 1. First the colleague must approach the direct Head of Department/manager and discuss the matter thoroughly. 2. After discussing the matter and if it is not resolved to the colleagues satisfaction, then the colleague must seek advice from the director or the colleague representative. If it is a case of suspected dishonesty amongst colleagues, then the director should be consulted directly. Disciplinary Procedures * This provides warnings to be given to those who fail to meet the company's standards of job performance, conduct, (whether it is during work hours or outside work hours) attendance and for violating any of the terms and conditions of employment. The procedure isn't contractual. * The procedure states that disciplinary actions can be taken after the case has been fully investigated. If it arises then the colleague may be suspended for a short period with pay, so that the case can be investigated. * If the company comes to an agreement that a colleague has committed gross misconduct, then the company may dismiss that colleague without a notice period or pay in lieu of notice. Disputes can also be resolved through trade unions. When an employee can't resolve anything from talking to the manager directly then it is ideal for that employee to join a trade union. ...read more.

Conclusion

Conclusion My conclusion is that Richer Sounds is a stable company, who have good relations with all their stakeholders, as they understand the importance of them. The working arrangements is flexible for all colleagues as all colleagues benefit from a 20 day paid holiday and more if they have worked for more than six years with Richer Sounds. Employee's rights are taken into account very seriously in Richer Sounds, but they are also suspected to take responsibility for their actions as well as it is mentioned in employee responsibilities. Richer Sounds have two main procedures which they use when dealing with disputes, one is the grievance procedure and the other is disciplinary procedure, the procedure they use depends upon how serious the dispute is. The recruitment process in Richer Sounds is simple and a fair way of recruiting. It is fair because everyone who applies has to go through the same recruitment process; no one is exceptional even if the person has been introduced by a family relative or a friend, who works for Richer Sounds. Training in Richer Sounds is done using four different training programmes; each one is at a higher level than the one before it. This means that if colleagues complete the 4 training programmes, then they will be at management level and will have the opportunity to apply for a role in management only if there is a vacancy for a management role. Providing great customer service is Richer Sounds top priority, which all the colleagues agree with. Customers are the stakeholders that provide the business with its output, which is money and profits. The level of customer service that Richer Sounds provide is high, because colleagues are trained continuously on how to deliver excellent customer service. They are trained continuously because customers' expectations are always changing so the business will need to retrain their colleagues in how to satisfy their customers' expectations. ...read more.

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