• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
Page
  1. 1
    1
  2. 2
    2
  3. 3
    3
  4. 4
    4
  5. 5
    5
  6. 6
    6
  7. 7
    7
  8. 8
    8
  9. 9
    9
  10. 10
    10
  11. 11
    11
  12. 12
    12
  13. 13
    13
  14. 14
    14
  15. 15
    15
  16. 16
    16
  17. 17
    17
  18. 18
    18
  19. 19
    19
  20. 20
    20
  21. 21
    21
  22. 22
    22
  23. 23
    23
  24. 24
    24
  25. 25
    25
  26. 26
    26
  27. 27
    27
  28. 28
    28
  29. 29
    29
  30. 30
    30
  31. 31
    31
  32. 32
    32
  33. 33
    33
  34. 34
    34
  35. 35
    35

Human Resources Functions - Training and Performance management - Next

Extracts from this document...

Introduction

Human Resources Functions E7 * Training And Performance Management in depth: * Key aspects of training and development programme: * Training and career development: Next feel that Staff training is essential if people are to continue to be efficient members of the organisation. It will: * help employees achieve maximum efficiency in their current jobs; * help the organisation meet its targets for developing and keeping people with the right skills to meet future needs; * Balance the needs of the individual with those of the organisation. It is no longer true that a job is for life and workers may need to be trained several times during their careers. The nature of their jobs will almost certainly change over time and it is likely that workers will move to other jobs, either in different organisations or through promotion within the same organisation. It has often been the case that in harsh economic times training is one of the costs that can be cut immediately with no obvious short-term effects. This, however, is a short-sighted policy with predicted shortages in skilled labour training should be seen as an investment. Next believe Training should begin as soon as a new employee joins an organisation. It can take the form of: * a general induction programme which introduces the member of staff to the organisation, its facilities, its people, rules and regulations; * specialist health and safety training; * specialist on-the-job training; * off-the-job training. * Induction Training: Induction is an introduction to the organisation for new employees. It is designed to familiarise new recruits with the organisation, its rules, facilities, policies and key staff. Next prefers to provide an induction pack which includes these details. An induction program may include: * an introduction to the organisation; * the policies of the organisation; * specific rules and procedures including health and safety; * benefits and terms of employment; * job details; * introduction to key staff; * facilities available. ...read more.

Middle

during the maternity leave period. Employees must be free to return to work after maternity leave. At present, there is no legal requirement for organisations to grant paid paternity leave to the partners of pregnant women. To satisfy employee demand, however, some companies and local councils do grant paid leave. The average paternity leave period is currently ten days. * The minimum wage: The national minimum wage was introduced in April 1999 in order to provide employees with basic protection from exploitation. The minimum wage covers any UK employee who is aged 18 or older. The legislation covers agency workers, home workers, temporary and casual employees, and people on fixed-term or freelance contracts as well as all full-time and part-time employees. No exclusions are made on the grounds of region, size of company or type of industrial sector and employees cannot be excluded because of their hours, employment patterns, length of service or contract status. At present (November 2002), there are three bands for the rates of pay for Next: * Customer Service Advisor: �5.10 per hour at 18 years, rising to �6.29 on completion of full training �4.08 per hour at 17 years, rising to �5.02 on completion of full training �3.57 per hour at 16 years, rising to �4.40 on completion of full training * Flowers- Internet Administrator: �5.73 per hour * Home Customer Service Advisor: �6.29 per hour at 18 years �5.02 per hour at 17 years �4.40 per hour at 16 years * Additional Benefits: Next offers competitive salaries and an impressive benefits package which includes: * 25% staff discount from Next products. * Access to the staff shops at Gedding Road and Enderby, giving you the opportunity to purchase samples and shop returns. * Non-contracted bonus scheme. * Savings related share scheme. * A contributory pension scheme * Subsidised restaurants at both sites. * Staff holiday entitlement starts at 20 days in the first year and rises to a maximum of 31 days with service and grade. ...read more.

Conclusion

Discussions with your supervisor usually can solve problems that may develop and often leads to a better working relationship. Below are some tips that may be helpful in resolving employee and/or work related problems: * Analyze the situation * Define the problem * Talk about your interests: What do you really care about? * What you need to have happen? * Develop goals and objectives. * How would you like things to be? * Generate ideas/options for satisfying interests or achieving the desired outcome * Discuss, evaluate various options, negotiate, and decide * Make sure there is a clear plan for implementation-and then, implement. * Review and evaluate how things are going * An evaluation of the the potential conflicts between different Human Resources Management activities within the business: * Resolve Conflicts at Work: Conflicts at work can be stressful and counterproductive for everyone involved. Any HR Function would normally confront the other team and resolve the situation rather than it cause the business's atmosphere any harm. * It is vital to confront the other team who is bothering you. It is usually better to air grievances in the open than to let them fester. * Speak to the other team calmly, politely and rationally. Focus on the situation and facts, avoiding gossip and personal attacks. * Be careful not to express hostility in your posture, facial expression or tone. Be assertive without being aggressive. * Listen what the other Functions team carefully: What are they trying to say? Be sure that you understand their position. * Express interest in the other teams statements. It can acknowledge their ideas without necessarily agreeing or submitting. Saying, "We understand that you feel this way. Here's how we feel," provides the needed acknowledgment. * Communicate clearly what it is that you want, offering positive suggestions and recommendations. * Speak to your Managers or shareholders if a problem with arises and seriously threatens your work - but avoid whining. Unit 4 Human Resources Page 1 of 35 ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Marked by a teacher

    McDonald's. What are the Management functions at McDonald's?

    5 star(s)

    The finance function in MC Donald's also deals with functions such as: * The money going out the company to their suppliers, to the staff for their wages and salaries and to keep the business running such as their Outflows.

  2. Marked by a teacher

    Tesco's organisational structure

    4 star(s)

    staff Future employees Employees Future employees Everyone can apply To make people aware of vacancy Feedback and comment This ill help employee to know about the company Right person can be chosen for the job It help to know about the candidate expression and response Wrong person may apply Expensive

  1. Produce a case study comparing two business organisations, investigating the extent to which each ...

    Mr P S Walters (Manager). Why customers are important Businesses need to attract and keep good customers. Good customers provide regular sales revenue and also information about the success of a product. Good customer service will allow a business to: * Gain and retain customers * Gain customer satisfaction and

  2. Performance Management/ Motivational Theory Performance Management

    The managers will record co-worker's performance on review forms, for the first four weeks, then next eight weeks followed by three months. This type of appraisal technique is called the downward appraisal. I have included a copy of the four week review form, the eight week review form and the three month review form, in the Appendix section.

  1. Managing Human Resources in Marks & Spencer.

    especially it seems within Human Resource Management, the business must ensure that it abides by every piece of legislation, regardless of the stakeholder group which the legislation protects (e.g. employees and customers). The main pieces of legislation affecting the successful operations of the Human Resource Management department are: 1)

  2. Cohesive team building. I am going to describe how to build cohesive teams ...

    This will contribute to the organisations goals. Organisation can use different methods of motivation for their staffs. E.g. wage increase, future promises (managerial role) etc. Belbin's Theory: Dr Meredith Belbin created a theory which known as "Team Roles" This is used to assess each individual's behavioural pattern within a team and their influence on the team's success.

  1. This is a report on Marks and Spencer a well known retail company in ...

    Communication is the exchange of information between people within and outside organisations. These types of skills in communication can be seen below: � Being on the telephone � Offering your views in meetings � Presentations � Reports � Letters � Fax � Problem solving � E-mail With improvements in these

  2. The relationship between management theory and practice.

    Management has to select a mix of theories which seem to meet the needs of the organization and its internal and external pressures at a particular period in its life. This has been termed a contingency approach to management.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work