Competitiveness in training, and within Human Resources at Tesco
Competitiveness in training, and within Human Resources at Tesco Training and development are of greater importance than before. Employees using brain power and knowledge are very valuable to Tesco and add value to products. Tesco by giving training and development add value to their products and have a competitive advantage over their competitors. This is true for the economy as well as Tesco and its competitors. The government have placed a vital importance on education, training, and development particularly on ICT and communications technology. Tesco offer opportunities for jobs and the economy rests upon the flexible working practises employed within service and knowledge based industries. Tesco want to keep their employees and want them to be satisfied in their job, because students are hired as a main percentage Tesco don't want to lose them, when say the student may want to go to university they can find them a job wherever they are moving, and send someone from there to their current store, a job swap. This is competitive as no other store does this. Tesco being an intelligent organisation recognise that their strength and the strength of their balance sheets comes from the intellectual capital rather than physical capital. The brainpower which is vitally needed to have a competitive business enables Tesco to identify customer needs and requirements. Tesco
The functional areas of my business (Tesco) are: Personal department/Human resources
Functional Areas The functional areas of my business (Tesco) are: * Personal department/Human resources Definition Personnel Department shall undertake the responsibility to prepare, study and develop the Municipality human resources, including their planning, monitoring, training, recruitment, salaries, bonuses, promotions, benefits and management of personnel accommodation. Within Tesco the Personal department would take care of the customer services and all the enquirers the customers have. The personal department covers the policies and studies section, and this would include job evaluation. The personal department would also be the first point of contact for the customers, for example if they where applying for a job. The personal department also has the job of keeping the Tesco employees happy, e.g. if the building is too hot/cold, and it keeps details of attendance, which will carry over to the finance department to figure out the wages. * Finance Definition The finance sector basically deals with anything to do with money. The main job of the finance department is to show how the business is doing. As Tesco is a huge company, employs thousands of people worldwide and makes billions of pounds a year, it is very important that the financial sector is ran well and correctly. Within Tesco the financial sector takes care of the company accounts, wages, stock
Human Resources.
Human Resources Human resources or personnel function fulfils a number of needs. It is responsible for the hiring and firing of employees, for staff training and development, and for dealing with matters relating to industrial relations. In this report I will be analysing each of the functions related to human resource and then take one of them and make an in depth analysis of it. Once I collect the information I need regarding the responsibilities of the human resources and how they should be carried out, my next step will be to compare them with a medium or large size company to see how they carrying out the responsibilities and what alterations they have made to suit their particular needs. To do this I have chosen Tesco. Below I will briefly look at the four functions of human resource and how they affect Tesco: . Human Resource Planning Human resource planning can be defined as: "The activity of management which is aimed at coordinating the requirements for and the availability of the different types of employee" In simplicity, this means to make sure that the organisation has the right number of employees and of the right quality. For the human resource to achieve their targets they need to have a good understating of the labour market in the local area. When planning human resources Tesco need to take into account the following factors: a) Local employment
tesco resources
Tesco operations Operations are a main department of Tesco because it is what they do to keep their business running. They do a lot of different activities to Cadbury as they run a completely different business. Their activities are buying, distribution and in store activities. Tesco's operations consist of buying their products and then distributing it to their branches and then finally selling it in their stores and keep customers happy. Buying is a very important operation for Tesco because if they didn't there would be no stock to sell. They have to be able to buy the products cheap to make a profit and sell it off for a bit more. To know what to buy and what the customers want they have to research on the customers needs this way both the company and customers will be happy. That's why they have to communicate with the marketing department and find out what the club cards have found out. Finding the products is a very important part of Tesco especially as they are a world-wide business. Tesco need to be able to cater for all sorts of people and different countries as different people like different things. They have to make sure they sell their products the way that people want them to. E.g. in Britain the civilians shop once a week and buy a whole shopping's worth that would last them a week and in Japan they shop daily and buy the things that they need. They also have
MANAGING HUMAN RESOURCES
01 Acknowledgement 02 Preface Introduction 06 03 P1. Understand the different perspectives of human resource management. 07 04 P1.1 - Explain Guests model of HRM 09 05 P1.2 - Compare the differences between storey's definitions of HRM, Personnel and IR practices. 06 P1.3 - Assess the implications for line managers and employees of developing a strategic approach to HRM 0 07 Task-2 08 P2. Understand ways of developing flexibility within the workplace. 1 09 P2.1 - Explain how a model of flexibility might be applied in practice. Relate this to the organization chosen or reflect your argument with examples. 4 0 P2.2 - Discuss the types of flexibility which may be developed by the chosen organization or give examples. 6 1 P2.3 - assess the use of flexible working practices from both the employee and the employer perspective. 7 2 P 2.4 - discuss the impact that changes in the labor market have had on flexible working practices 20 3 Task-3 4 P3. Understand the impact of equal opportunities within the workplace of your organization and compare it with Tesco. 21 5 P3.1 Explain the forms of discrimination that can take place in your workplace. 22 6 P3.2 Discuss the practical implications of equal opportunities legislation practiced in your organization. 24 7 P3.3 Compare the approaches to managing equal opportunities and managing diversity.
HUMAN RESOURCES MANAGEMENT task 1
HUMAN RESOURCES MANAGEMENT TASK 1 Definition of Human Resource "Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers. (http://humanresources.about.com/od/glossaryh/f/hr_management.htm) Human resource planning (HRP) is a way of assisting the best deployment of human resources and can help organisations to: * Assess future recruitment needs this can include a numbers of needs for example staff turn over or providing a competitive package to the staff in a time where it's hard to recruit staff. * anticipate and possibly avoid redundancies which can be costly * prepare training programmes for staff with lack of skills * develop a promotion and career development policy including succession planning * keep staff costs to a minimum while permitting salaries to be competitive * Assess future premises requirements. * Record keeping of all personal data * Confidential advice to internal 'customers' in relation to problems at work." (www.nbs.ntu.ac.uk/research/depts/hrm/links.php) Human Resources are very vital to any organisation special large organisation because it's difficult for director to communicate to their regular employees like sales assistant and supervisors, so
Human Resources
Introduction: This assignment requires me to research on a company of my choice. After doing so, I need to look at a particular department in that company, which is the Human Resources department. Within Human Resources Department I will be describing the staff skill profile. I have chosen to research on Barclays Bank. History of Barclays: Barclays is a UK-based financial services group, with a large international presence in Europe, USA, Africa and Asia. It is engaged primarily in banking, investment banking and investment management. Barclays is one of the largest financial services companies in the world. It has been operating for more than 300 years with 25 million customers and 118,000 employees in over 60 countries. I have chosen Barclays Bank because it has been trading for more than 300 years in the heart of London, the financial district. The Barclays name did not come associated with the business until 1736 when James Barclays joined the partnership. Private banking businesses like this one were commonplace in the 18th and 19th Centuries. According to my research Barclays partnership was one of 20 banks that joined together to form a new venture in 1896. At the beginning of the 19th century, Barclays had 180 branches, mainly in the East and South East. To date it has expanded its branch network rapidly by taking over other banks and "amalgamating" in 1918
Tesco, just like all businesses must operate using their functional areas. Without these areas there would be no business. The main functional areas which take place within Tesco are: Finance, Human resources, Marketing, and Administration.
Tesco, just like all businesses must operate using their functional areas. Without these areas there would be no business. The main functional areas which take place within Tesco are: * Finance * Human resources * Marketing * Administration Finance The Finance Department in Tesco is used to keep records of what money Tesco is currently working with. They will provide all other functional areas with the money they need to run. The Finance Department within Tesco is run by the chief accountant. The Accounts section are responsible for many things. They control all money paid in and out of Tesco. This area presents all final accounts and are responsible for the sources and use of funds. These funds may be used for such things as designing a new product or store etc. Wages and relevant records are prepared in this department as well as credit records for customers/suppliers. The Finance and Accounts department measure the financial performance of Tesco over the years and prepare financial reports on their findings. This would also be the area which would be in charge of most financial planning. This department is also responsible for the sources and use of the funds that they have. These funds would be used to improve the business or even just to keep it running. The Finance and Accounts Department control tow main functions: * Financial Accounting *
In this assignment we were instructed to select a business in which to analyze its Human Resources function. After a long deliberation I chose to discuss Tesco.
HUMAN RESOURCES In this assignment we were instructed to select a business in which to analyze its Human Resources function. After a long deliberation I chose to discuss Tesco. There are several factors that influenced my choice one of these factors was accessibility of information on Tesco. I feel that in order to produce a vivid and constructive assignment, accessibility of background information is essential. Another factor that influenced my choice of business was familiarity, and the fact that I am a regular customer of Tesco's and have friends and relatives that work for the company presently or have done in the past makes producing an in depth assignment on Tesco's Human Resource function, much more straight forward than if I had no awareness of the company at all. Tesco is a nationwide food retailer and has stores all across England as well as some parts of Europe it specializes in the sale of food and other household goods and necessities. Tesco is today's leading food retailer in the country, however without good employees the company would have never reached its current status and this is the case of most of the nations leading stores and companies. It is a well known fact that human resources is the most significant resource to any large scale business or company overweighing capital, buildings, land, equipment and materials or any other resource. The
Human Resources Department > Hiring new employees.
Human Resources Department > Hiring new employees Employees. One of the most important jobs that the human resources department has to do is hiring new employees for a some one to be hired there must be a job avaalabe inside the business. For a business as large as Tesco PLC there is always jobs available, a job can be made available on the following grounds. An employee can be made dismissed. Dismissed meaning that the employee has been given the "sack". In order for an employee to be dismissed they must have went through a disciplinary procedure (unless they were instantly dismissed, this is rare and is also known as gross misconduct). This is done when an employee continuously an annoyance to another employee or the business its self. An example of why some one might be dismissed could be for the following reasons: Racism to other employees, violent to other employees, theft from the business or other employees, to many days off, and gross misconduct (an example of gross misconduct could be a serious theft, assault of another employee and so on.) Example:, lets say that an employee was continuously late, because that employee is always late, the business isn't achieving its full potential, because of this the employees line manager has the right to address the matter, he or she can have an informal meeting, and at that meeting each party has a chance to address
