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unit 2 business coursework - M&S a company overview

Extracts from this document...

Introduction

3. Introduction 4. Marks & Spencer History 8. Stakeholders 9. Job Roles 11. Employee Rights and Responsibility 13. Resolving disagreements 15. Recruitment 16. Training 17. Customer Service 19. Evaluation 21. Bibliography Introduction Unit 2, this coursework is about the effect that the individuals in and around an organisation have on Marks & Spencer in question. For this assignment I had to choose a medium-large business, and I chose Marks & Spencer. I will look at the people working in the business, and assess what they do, and then I will evaluate how well they do their jobs. I will also look at the Human resource and customer service functions and evaluate how well they operate. I will be focusing on the particular parts of the HR department; recruitment and training, whereas I will be looking at the Customer Service department in its entirety. I will be investigating employment rights and responsibilities. For each of these sections I will give my opinion, and suggest changes and possible improvements. Marks & Spencer history Travel back in time and discover some of the interesting facts that have helped to make us who we are today. Our company values of quality, value, service, innovation and trust are not new - they are the principles on which our business was founded. Find out for yourself where they fit in. 1884 - Michael Marks, a Russian born Polish refugee opened a stall at Leeds Kirkgate Market. 1893 - Michael moved to 20 Cheetham Hill Road, Manchester. In the following year, he opened a shop in the lower part of the same building. 1894 Michael formed a partnership with Tom Spencer, a former cashier from the wholesale company IJ Dewhirst. 1901- A new warehouse and head office opened at Derby Street, Manchester. It was the first property that was built to our specifications. 1904 - We acquired premises for a shop at the recently opened Cross Arcade in Leeds. ...read more.

Middle

Employment rights include: Sex and Discrimination act: This law was brought up in the 1975; basically this law disallows prejudice against other people in the working environment, being injustice to a female Staff member and favouring a male Staff member is disallowed. It's illegal to discriminate against men or women when, training, promoting an individual, hiring one sex and in the working environment. Discrimination against married persons in the employment field, The Act also defines direct and indirect discrimination against married persons in, and only in, the employment field. Equal pay Act: Marks & Spencer believe this law is great and fair, because if two individual are doing the same work and therefore should be paid the same, this law was brought up (1970) for women because they used to be pay less than men. Relationship between the Sex Discrimination Act and the Equal Pay Act 1970: Rights will be gained under either the Sex Discrimination Act or The Equal Pay Act. The purpose of the Equal Pay Act is to eliminate Discrimination between women and men in pay and other terms and Conditions of their contracts of employment such as piecework, output And bonus payments, pensions, holidays and sick leave. The Equal Pay Act provided for equal pay by giving a woman the right To equality in the terms of her contract of employment when she is Employed Disability Act 1995: It is illegal to discriminate a disabled employee, they should be treat the same and should be offered lifts to help them get about places in work, and Marks & Spencer didn't have to face this issue because they don't have a disabled employee and if they were to face this kind of task "we will be prepared to help and follow all of the disability act for a disabled individual". Health and safety act: This law was started in 1974; this law is for the Staff member's safety, this law also gives them the right to work in a clean environment, ...read more.

Conclusion

The Financial manager (Louis Clark) I my opinion does her job inch perfect according to my research, the sales have increased in Marks & Spencer since the last mouth, I do not any suggest any to improve the Finance Managers role in Marks & Spencer Grievance procedures * A grievance is where employees have a complaint against other staff or against their treatment at work. They can use a business's GREVANCE PROCEDURE to resolve the complaint. It provides a fair way for employees to raise problems. Businesses do not need a formal grievance procedure by law. But they must give employees the name of the person who they can approach with a complaint. Marks & Spencer's grievance procedures explain: * How, and whom, an employee should make a complaint; * Who an employee should go to next if they are still not satisfied; * The time it should take for a complaint to be dealt with; * That employee can be represented by someone else, such as a member of their trade union. Marks & Spencer don't put much effort in to advertising the job vacancy because you don't see it in the newspapers, not on TV and you don't see it on a poster. Secondly Marks & Spencer should employ often to do jobs like inspecting the area for any perennial hazards. The training policy is straight forward and understandable, and I got no suggests make. I think that the staffs are very professional in the roles of their jobs in Marks & Spencer; I think that it is because they enjoy their job. I often shop in Marks & Spencer and the staffs greet you with a polite tone of voice, they are all cheerful before you even get to the till, for example Omar Ahmad said "It essential to make friends get work, because it help you confidants towards customer". I would not change a thing because the customer Service an excellent skill that Marks & Spencer has. ...read more.

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