Evaluate how managing resources and controlling budget costs can improve the performance of a business.
D1: Evaluate how managing resources and controlling budget costs can improve the performance of a business. In this assignment I have to evaluate how the management of resources can and controlling budget costs can improve the performance of a business. Tesco can have less information problems. Ratios are not definitive measures for a large organization like Tesco. If Ratios are interpreted carefully problems can be solved. They can provide clues to the company’s performance or financial situation. But on their own, they cannot show whether performance is good or bad. If ratios have some quantitative information an informed analysis can be made which will help a lot. This can improve the performance of Tesco. It can motivate Tesco to move on and make success as they would know the exact state of Tesco as if they are making profit with their sales or they are facing loss. The information should be updated in financial statement. The figures in a set of accounts should be up to date, they should tell exactly how a company is doing and so this would give a proper indication of the company’s current financial position. This would help Tesco in achieving success as they would know exactly how well the business is dong. They would manage their resources and control the costs according to the budget. If the accurate and all information are collected in the financial
Employability and personal skills are very important for recruiting a staff member in Tesco
M2: Assess the importance of employability, and personal skills in the recruitment and retention of staff in a selected organisation. Employability skills: * Suitable qualifications * Experience in a similar role * Knowledge of products and services * Experience of specific industry * Effectiveness in meeting personal and team targets. * Ability to observe and raise professional standards. Personal Skills: * Patient and hard-working * Team worker * Interpersonal skills * Co-operation * Negotiation Importance of employability and personal skills in Tesco: Employability and personal skills are very important for recruiting a staff member in Tesco. Tesco needs to see the suitable qualifications of the employee for the job. If the person has got the right qualifications required for the job. Tesco cannot recruit a staff member who has not got the suitable qualifications for the job. Tesco needs to know whether if the person has experience in a similar job role because they cannot recruit a person who is completely new to the job as he will not know how to manage things properly. It is very important for the new employee to have knowledge about the products and the services because if the employee himself does not anything about the products how will he or she serve the customers well. Tesco needs to know if the employee has experience of specific industry. Tesco
Unit 2 D4 Why is a risk assessment carried out?
Why is risk assessment carried out? The employer in the work place has a duty to ensure the health and safety of the employee. The employer has to manage the health and safety of the business and must control the risks in the workplace. The employer needs to think about what might cause harm to people and decide on things you are doing to prevent that hazard. This is known as risk assessment and it is something you are required by law to carry out. The employer might be already taking steps to protect your employees, but your risk assessment will help you decide whether you have covered all you need to do. Why is risk assessment important? Risk assessments are very important as they form a basic part of a good professional health and safety management plan. They help to create awareness, identify who may be at risk, Prevent injuries or illnesses etc. Legislation could be that if lithium aluminium hydride catches fire you should put sand over it to extinguish the fire. Legislation could be that a person needs to know where the exits are and how to call emergency if something happens. COSHH regulations state that a company already needs to have all this covered by telling every person about where the exits are, what the hazards are and what they need to do ; risk assessment. If companies don’t however does this it will certainly be seen and noted by NSE inspectors,
Effective people, Communication and Information
Task 1.1 Describe the recruitment and retention process and documentation in a selected organisation. The documentation must be for a specified job in that organisation. A) A sample job description and person specification Vacancy: Junior Legal Counsel Division: Divisional HO Department: TNT Express legal department Location: Hoofddorp We are looking for a Junior Legal Counsel for the TNT Express legal department at the TNT Head Office in Hoofddorp. The Department The TNT Express Head Office Legal Department provides all types of legal advice, at a Divisional level, to TNT Express Management and is the central co-ordination point for provision of legal services (both internal and external) to TNT Express worldwide in relation to business related issues, including but not limited to contracts, litigation and regulatory matters. The Department is placed under the authority of TNT Express Legal & Insurance Director and consists of a central team of 4 lawyers assisted in their tasks by regional teams of TNT Express lawyers (with whom they enjoy a functional relationship) located across the globe. The TNT Express Head Office Legal Department is currently seeking a Legal Counsel with a solid experience in business legal practice to support its activities. Key activities of the position will be To provide high quality, business-orientated, timely and
Money is the only thing that motivates people to go to work.
Money is the only thing that motivates people to go to work Key Findings: • I have found out what different types of fringe benefits and other things motivate people. • I have found out that money isn't the only thing that motivates people. • I have found out that to motivate workers you have to know what they want. There are many things that motivate people to work, not just money. Businesses need to have a well motivated workforce or otherwise they will not function properly and to their full potential. Well motivated workers, work harder, are happier, produce more, help a business improve the quality of its products, make your company remain competitive and can mean bigger profits and keep costs down. So it is very important to motivate your workers. Here is a list of things that motivate people: Fringe Benefits, Job Satisfaction, and of course Money. All of these add up to motivate workers. Fringe Benefits provide workers with many job perks such as a company car, pension plan and holidays. They are incentives that encourage people to act energetically and work harder or more effectively. Company cars are free from the company and are used to travel to and from work; the company also pays for the petrol as well. Some businesses offer a pension plan in which the company invests money for their employee's retirement. Also companies can offer
Monitoring and evaluating customer service
Monitoring and evaluating customer services Zhanis Saulevics Monitoring and evaluating customer service Contents page Monitoring and evaluating customer service p.4 Making improvements to the customer services p.5 How monitoring and evaluating can impact change and improvement for the customer, the organisation and the employee p.6 Why the particular business performs well and why it demonstrates consistent and reliable customer service which at the same time benefits the customer, the organisation and the employee p.7 T he aim of this report is to describe and put emphasis on the process of evaluating and monitoring the customer service at particular business in different aspects. It also explains how improvements to the customer service and treating in the chosen particular organisation could be made.it is also intended to describe and show how evaluating and monitoring can affect change and improvement for consumers, employees and the organisation itself. As a result it draws conclusions about whether business performs wells and is running smoothly and whether their customer service is performing successfully, effectively and magnificently or all the work that has been done was in vain. Businesses need their customers to buy their products or to use their services in order to survive and make a
Recruitment and selection
Suhaib Bashir Task 5 - Unit 13 Recruitment and
recruitment and selection
In most organisations recruitment refers to the process of sourcing, screening and selecting people for a certain job, or it can even refer to a vacancy in a volunteer based organisation community group. Recruitment planning Recruitment planning occurs when a firm or an organisation look for staff in order to match its supply. Recruitment planning involves finding out whether or not the firm or organisation needs to recruit someone or not. There are many reasons for why businesses may need to consider recruiting. The reasons could be: * The organisation may have decided to grow or expand which can result in the need for more staff. * Someone within the business may have decided to retire leaving more workload behind in the business due to the lack of skill. * Someone within the business may have been dismissed for one reason or the other * Internal promotion - This means that an employee within the same business has been set and given a better job, meaning his/her previous job will have to be carried out by someone else * Someone may have died * The business may be about to be restructured resulting in holes within the business which may need to be filled * Someone may have decided to leave the business due to personal reasons or the employee may have found a better job elsewhere. For businesses to operate and perform successfully and stay competitive, it is
Recruitment & Selection
Recruitment & Selection The quality and contribution of a company's workforce is the most important determinant and influential factor in the success or failure of organisational objectives. Therefore Marks & Spencer must have an efficient recruitment and selection procedure to ensure the highest quality of employees. This is especially imperative for national retailer Marks & Spencer as the business is operating within a labour-intensive sector of the economy. In recruiting staff there are key recruitment documents the main ones being the following: Recruitment Document Features Job application * Information about the applicant regarding personal attributes, qualifications, experience and so on * Will be compared with the person specification Curriculum vitae * Personal details * Education * Qualifications * Work experience * Interests * Ambitions Letter of application * It is a brief and concise straight to the point recruitment document * It should have non-grammar, punctuation and spelling mistakes * Split into three main paragraphs * 1st being how and why the applicant is applying for the job * 2nd the applicant's personal details * 3rd reasons why applicants want job and to work for the company The various factors to be considered when planning to fill a vacancy are the following: Person Specification This is sometimes referred to as a personal
People In Business
Unit 2 People in Business Unit 2 Title Page Page 1 Table of Contents Page 2 A01 Introduction Page 4 PEST Analysis Page 5 Anti-Discrimination Legislation Page 7 Manager Page 9 - Roles and Responsibilities Page 9 - Qualities of a Manager Page 10 - Training and Development Opportunities Page 10 - Motivation to Retain Staff Page 11 Supervisor Page 13 - Roles and Responsibilities Page 13 - Qualities of a Supervisor Page 14 - Training and Development Opportunities Page 15 - Motivation to Retain Staff Page 15 Employee Page 17 - Roles and Responsibilities Page 17 - Qualities of a Manager Page 18 - Training and Development Opportunities Page 19 - Motivation to Retain Staff Page 19 A02 What is a ... Job Analysis Page 22 What is a ... Job Description Page 22 What is a ... Person Specification Page 22 Advertisement Page 24 The Recruitment Process Page 26 Interview Questions Page 27 Our Interview Questions Page 28 Our Interview Table Page 29 A03 The Interview Process Page 32 Strengths and Weaknesses
