• 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

So how do Sainsburys plan? Sainsburys Human Resource department analyses the future of the company's Staff, by

Extracts from this document...

Introduction

On Of Introduction............................3 - 4 HR Planning............................5 - 8 Recruitment and Selection...........9 - 14 Training and Development..........15 Motivation theory.....................16 - 21 Conflict between functions..........22 Health and safety......................23 - 24 The human resources department within a business looks after the labour side of the organisation. This sector is what used to be known as the personnel department, and deals with all aspects of the structure, recruitment, appraisal, selection and training of the workforce. The human resource department is also responsible for looking after the general welfare of the employees, implementing health and safety legislations at work and dealing with disputes, appraisals, complaints and grievance procedures that may arise. Human resource management is the management of labour within a business and involves a few factors in which help keep the human resources department well organized and maximize on efficiency. These are: Organizational strategy- To ensure an efficient HR department, the strategy of the HR department must somehow fall in line with the strategy of the business. The Human resources manager needs to communicate with other departments to ensure that the HR stays intact with the company. Human resources planning- This is the development of a staffing strategy that will meet the future needs of the organisation. This ought to ensure recruitment of the right people for the right jobs at the right time. To effectively plan for the future of human resources, the department must ask itself the following questions: 1. Are we using our human resources well? 2. Are the right numbers and type of people doing the things that need doing? 3. Do we have the people we need to satisfy our future requirements? Selection- The maintaining of a recruitment policy that makes sure that the needs of labour that meets needs caused by retirement, maternity leave, resignations, promotions or business Expansion. Performance appraisal- is the appraisal of an employee's performance to make sure that the level that the employee is working is kept up with the needs of the business. ...read more.

Middle

I feel that this is a vital part of the application form that they are missing out, as they would then be able to select future employees from their interests and out of work activities as well as their in work achievements. It also shows what kind of person they are employing; you get to know the applicant before you even employ them. This will have a positive effect as it will show how willing, confidant and motivated the hopeful applicant is in real life. Training and Development are currently big issues for many businesses in most parts of the country, especially where there are low rates of unemployment. Moreover, more and more businesses are realizing that if they fail to invest in training and development they will become uncompetitive. Training staff that have recently been employed must be done efficiently using various different approaches and styles of training that obviously have to suit the needs of the company. An efficient training program would have the following positive affects: * A reduction in the number of employees needed * Staff are able to use more modern technologically advanced systems such as computers. There is a definite need for training in a business that wants to succeed in today's competitive working environment. The three main things a business has to train there staff for are: * Technological advancements * Changes in consumer needs * Competitive pressure This means a business must constantly be evaluating and organizing what the company's different needs are for different skills (e.g. IT.) Therefore, making training of staff an ongoing process throughout an employee's career. It is the role of the human resources department to monitor the training needs of the organization and the individual employee, but to also provide this training as and when it is required. The following training needs may arise through an employee's career: * Organization of induction courses to introduce new employees to the goals and workings of the organization, and their particular job. ...read more.

Conclusion

The human resources have a duty to their employees to keep them a safe and healthy as they possibly can. This can be done using training programs/courses, or providing safety equipment such as gloves or helmets etc. Their also can be posters put up around the work place to remind the employees of how to use equipment safely, or charts to remind them of how to use certain chemicals and hazardous substances. Having a well managed health and safety function in human resources department, the company's employees are going to feel a bit more motivated as they will feel that they are cared for instead of being just a number that can be replace. In 1993, new regulations of the health and safety act came in to place due to Britain joining the E.U. These regulations below were introduced purely to tidy up and clarify existing regulations. The regulations include: * Management - The assessment of risks, the planning, organisation, control and monitoring of health and safety at work, and setting up of emergency procedures. * Provision and use of work equipment - Suitability of equipment, employee training and regular maintenance. * Manual handling operations - assessment of hazardous operations, correct procedures especially for heavy loads, training if necessary. * Workplace conditions - Ventilation, temperature, lighting, toilets, washing facilities, canteens, rest areas, clear passageways, ability to open and close windows. * Personal protective equipment - must be provided, maintained and stored correctly, employees to be instructed and trained in use. * Display screen equipment - Workstations must be assessed for possible risks, comply with minimum standards; employees to receive free eye tests, rest periods and training. The act is reinforced by the health and safety executive (HSE), set up by the government. Inspectors appointed to by the HSE have the power to enter and inspect workplaces. Legally binding improvement orders can be issued, and in some cases prohibition orders which require the immediate cessation of an unsafe practice or process. The HSE also issues the codes of good practice to employers. ?? ?? ?? ?? Page 1 of 26 ...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. Produce a case study comparing two business organisations, investigating the extent to which each ...

    The site receives millions of unique visits each month. This year turnover reached �356 million. Tesco.Com... ...Was voted E-tailer of the Year in the 2001 Retail Week Awards, Best E-Commerce Service at the World Communication Awards and won the Large Corporate category at the Daily Telegraph and Barclays Bank @chievement 2001 awards.

  2. The purpose of the coursework is to produce an analytical report on how a ...

    Looking at the local unemployment is also a good factor to look at because you are able to see which organizations have been laying off workers. This can be seen as an advantage to some firms, having the choice of people who have been made redundant, as they may have

  1. Human Resources Assignment - Sainsburys.

    The services they offer are Sainsbury's offer a wide range of jobs to people from the age of sixteen and above in their stores. They take on people who are sixteen as trainees, giving them simple and easy jobs to begin with.

  2. Training and Development.

    there is no time wasted in having to get to know people. B&Q use in house training/on the job training whilst training new employees, they believe it reduces the cost of training by not having to send new employees to train externally of the business.

  1. Report: Type of ownership of J-Sainsbury

    This costs J-Sainsbury's money, which the finance department has to produce. As J-Sainsbury's have a hierarchical structure, it could take time for the finance department to get the message from the marketing and research department and also for the finance department to reply back can take a lot of time

  2. This coursework is about the customer service at Argos. It covers the following:Responsibility of ...

    * Customer workshops are held once a year for both its internal and external customers. During these sessions customers are invited to attend open evenings to discuss methods of improving services. Staffs in the customer service department carefully note comments and suggestions made in the workshop.

  1. Human Resource Planning.

    A further 20,000 will become eligible this year. Organisational change inevitably creates uncertainty and can have painful consequences in some parts of the business. We're helping people to deal with those consequences through timely and honest communication, training where appropriate of employee representatives, and access to independent advice.

  2. Human Resources- Employing and maintaining staff

    It would save money as you do not have to pay for the advert , you could send around an email or put a notice on the notice board . You could do 1 on 1 interviews rather than panel interviews .

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