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An accurate description of the responsibilities covered by Shoppers Paradise's human resources function and an explanation of the importance of these activities to the business.

Extracts from this essay...

Introduction

PART 1 TASK 1 1.1.1 An accurate description of the responsibilities covered by Shoppers Paradise's human resources function and an explanation of the importance of these activities to the business. (E1) Shoppers Paradise's Human Resources Department Shoppers Paradise regards staff as the most important resource. The human resources function is concerned with the employees who work for Shoppers Paradise. Other resources include capital, equipment, buildings, land and materials. If the employees are keen to do their best, are well trained and committed to the aims of Shoppers Paradise, then Shoppers Paradise will be successful. This is why the employees or human resources are so important. The aim of the human resources department is to maximise the contribution of employees to Shoppers Paradise. Not only they involve recruitment and training, but induction programmes as well. High levels of motivation help to plan the careers of employees. This is to ensure that suitable people are elected for the post. Shoppers Paradise's human resources department as a whole can be clearly defined in the following statement: "The most valuable resource in any business organisation is its people, or human resources. There is a direct relationship between the quality of the workforce and business success". (Source: Moynihan, D. & Titley, B. Vocational A Level Advanced Business Second Edition. Oxford University Press. 2001) One of the main functions of the human resources department is to make sure that staff motivation is maintained. Shoppers Paradise being a well-known large superstore group means that they employ more than 30,000 people, including part-timers, which in this case has a relatively large human resources department. All of the departments in Shoppers Paradise rely on the human resources department. This is because the human resources department takes charge of all employees working for Shoppers Paradise. Shoppers Paradise's human resources department carries out many functions and responsibilities. These include the following: > To attract and retain good, high-quality staff > To train and develop all staff to enable them to reach their maximum potential

Middle

Mentoring schemes are less disruptive than off-the-job training method because employees continue to perform their everyday tasks as they learn. > Coaching - this involves regular informal meetings between a manager and an employee, which allow discussion of the employee's performance in relation to the achievement of any objectives or targets. These informal performance assessment sessions enable a manager to identify an employee's strengths and weaknesses. Managers should not use coaching solely as a means of criticising employees for their lack of progress or mistakes. Coaching sessions should be positive and employees should be encouraged to discuss any current problems with their manager. During the coaching session managers and employees should work together to identify potential solutions to any problems. Employees should be encouraged to explain the reasoning behind any solutions that they propose to use and managers should offer advice on possible implementation of the solutions. The employee and manager should work together to formulate a plan of action for the employee's future development. Coaching provides managers with a means of both assessing an employee's suitability for promotion and analysing the way an employee has coped with any additional responsibility of extra authority. In order to be effective, coaching sessions should be properly structured. The manager's counselling and coaching skills clearly affect the success of any coaching programme and managers should be encouraged to develop their skills if necessary. In order to maximise employee motivation and confidence, the manager should not simply issue instructions and make decisions on behalf of employees. Instead, the manager should fully explain any proposals they make and they should encourage employee participation. > In-House Training - this is where Shoppers Paradise has its own training department and takes place when employees are trained while they are carrying out an activity, often at their place of work called on-the-job training. It also provides employees with training and development using resources within Shoppers Paradise.

Conclusion

This is the case because there is high staff turnover for part-timers, which leads to employees not benefiting for them and they will feel unhappy with their jobs, therefore will not want training. Employees being trained in another way where Shoppers Paradise deals with it differently can also cause conflict. This will lead to not enough training being given and insufficient training given for the job. If training is given, it could become difficult by making the person feel undervalued and not coping very well with the level of work being delivered. Poor working relationships with the trainer and trainee can become a key difficulty and if there is too much demand on the employee performing well, it puts a lot of pressure on the employee. If Shoppers Paradise chooses not to train its workforce it will be faced with additional recruitment costs. This is because when new skills are required existing employees will have to be made redundant and new people employed with the right skills or experience. Untrained staff will not be as productive or as well motivated, as those who are trained. They will be unable to deal with change because their skills are specific to the present situation. There may be more accidents in the workplace if the workforce is unskilled. In addition, employees are less likely to know and work towards achieving Shoppers Paradise's aims and objectives. Managing people effectively is the single most common factor that links Shoppers Paradise. Once managers start to think of people as 'human resources', they are on a slippery slope towards hiring and firing staff as casually as they might buy or sell raw materials or shares. In Shoppers Paradise the staff feel that human resource management are 'them', not 'us'. This is because human resource managers may have been responsible for contracting work to outside suppliers, causing redundancies or they may have set up performance-related pay systems that force staff to do tasks they do not wish to do or even disapprove of. ?? ?? ?? ?? Sunir Pindoria Human Resources Coursework 1 1

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