Visual merchandising and Staff Training.
Connor McCann Unit 30 P1 + P2 ________________ So what is visual merchandising? The display of products which makes them appealing, attractive, accessible, engaging, and enticing to shoppers in a retail store. Visual merchandising utilizes displays, colour, lighting, smells, sounds, digital technology and interactive elements to catch customers' attention and persuade them to make purchases. Visual merchandising helps convey the image of the brand and reflects the personality of the target markets that the retail store wants to attract. Store Layout The type of store usually dictates the floor and shelf layout. For example, grocery stores should have enough aisle space for shoppers to move their carts and accompanying toddlers around when they are doing their shopping. Retailers may often move items to the front of the shelves to avoid giving the impression of not having enough items on stock. Retail managers may use the sales-per-square-foot metric, which is the ratio of sales to total shelf and floor display space, to assess the effectiveness of a merchandising strategy and make the necessary adjustments. Free Flow Layout . Fixtures and Merchandise are grouped in Free-flowing patterns on the sales floor. 2. This layout is used in specialty stores like-: Reebok, Nike. 3. Works best in small stores (under 5,000 square feet) in which customers wish to browse.
Staff Training and motivation - McDonalds case study
Training McDonald trains almost 55,000 employees each year. Each year, it also dedicates over £10 million to ongoing employee training, providing people with valuable skills. Work experience at McDonald's is a foundation for future employability, particularly as the UK labour market continues to evolve. With the increased demand for skilled workers, a job which offers ongoing training with a leading organisation - is a solid career investment. People from all walks of life credit a first job at McDonald's with having equipped them with the ingredients for success. Staff Training McDonald's Staff Training Programme is an on-the-job vocational experience that teaches skills transferable to other industries. All new hires begin their McDonald's experience with an induction into the company. Staff trainers work shoulder-to-shoulder with trainees while they learn the operations skills necessary for running each of the 11 workstations in each restaurant, from the front counter to the grill area. All employees-learn to operate state-of-the-art foodservice equipment, gaining knowledge of McDonald's operational procedures. Step-by-Step manuals and video tapes cover every detail, from how to make a Big Mac, to how to deliver exceptional service to customers. Employees also learn how to train and supervise others. For the first time employed, McDonald's is an important "mentor',
Boots has a policy of retaining good staff; this is because the recruitment and training process is expensive. The business helps new staff to settle
INTRODUCTION Human resources is concerned with the employees of a business. The term; 'human resources' has replaced the old- fashioned word personnel. Human resources according to N. Bloom is "the function that contributes to organization success by planning for, acquiring, deploying, maintaining, and developing a productive and cost-effective workforce." Modern businesses regard staff as the most important resource; human resource management (HRM). Businesses therefore motivate, train and develop staff, as unmotivated staff do only minimum work required. Staff that are well trained are keen to do their best and committed to the aims of a business. Employees not only want a respectable salary but also want: - good working conditions - fair treatment by their boss - opportunities for training - fair treatment irrespective of race, gender or disability Human Resources Activities . Recruitment, retention and dismissal: The human resource function is responsible for recruiting new staff in boots. Boots has a specific recruitment policy which must be adhered to. Everyone involved in the interviewing and selection process is trained on laws relating to equal opportunities policy and best interviewing techniques. This reduces the possibility of any applicant being treated unfairly and ensures the best candidate is recruited. Sources of recruitment in Boots: - Online
Staff recruitment and training at John Ruskin College.
Task 1 John Ruskin College is a sixth-form college for students aged between 16-19 years old. It has been running since 1989. John Ruskin started as a commercial school in 1920, became a boys' grammar school in 1947 and then became a comprehensive mixed 14-18 high school in 1971. On 1st April 1993, it ceased to be a maintained sixth form college and became an independent corporation within the Further Education Sector, funded by the Further Education Funding Council. The college has more than 1300 full time 16-19 year old students on role with around 700 adults taking part-time courses each year. John Ruskin is one of the largest providers of A-Level courses in South London. The majority of its full time students come from Croydon's secondary schools; with students also coming from Croydon's surrounding schools as well as foundation and independent schools. The college currently employs approximately 140 teaching and support staff. The college has an impressive overall pass rate of 93%. The college will be the first in South London to run its very own football academy in association with Protec, a company that specialises in football coaching. The course is aimed at talented young footballers who have the potential and determination. Task 2 Professional development and training involves updating the knowledge and skills need for staff to do their work on a continuous
Staff training is very important to all businesses, including IKEA because:
Training and Development Staff training can be defined as, 'a process of constructing an individual about how to carry out tasks directly related to his or her current job'. Development is concerned with growth and is not specifically job related. Staff training is very important to all businesses, including IKEA because: * it helps employees to increase efficiency in their current jobs * it helps the organisation to meet its targets for developing and keeping people with the right skills to meet future needs * it balances the needs of the organisation with those of the organisation Types of training methods There are number of types of training methods, e.g.: * Induction training * Mentoring * Coaching * Apprenticeships Induction training The purpose of induction training is to help a new employee settle down quickly into the job, by becoming familiar with the people, the surrounding, the job and the organisation. A typical induction programme may include: * Introduction and welcome to the organisation * Layout of the building * A summary of the policies of the organisation * Specific rules and procedures, including health and safety * Benefits and terns of employment * Job details * Induction to key staff * Facilities available Induction training is very important to IKEA, because it helps the business to make the new employee effective, as quickly
Staff-4-U - business study.
Introduction I am currently working for a business called Staff-4-U which is a temporary staff bureau which when it started it had: * 2 directors who are partners that own the business * And 2 clerical staff. It now is much larger business and owns a number of shops in different towns and also has a head office in Kettering. The business now is obviously a much larger organisation it has its own departments such as accounting. Based on the information the company have produced for me I have to: * Explain different types of organisational structures and provide structures for Staff-4-U, which will be a hierarchical structure for the present business because now it is a much larger business it has more levels and flatter structure to show the business structure before it was made larger. * Explain the functional areas of Staff-4-U * Show what triggers information to flow between the functional areas. * Find information that flow that support operational and strategic decisions in the organisation and explain the role of ICT in supporting Information flows and decision-making. * Analyse how important information is in meeting the organisations business objectives. * Explain which information in Staff-4-U is communicated upwards, downwards or sideways and explain why. Organisational structures Organisational structures show the structure of a company and the
Staff involvement and its effective implementation are essential for business success. Discuss.
Business Essay Staff involvement and its effective implementation are essential for business success. Discuss. Staff involvement is a major influence on business success. Staff involvement can be defined as the decision-making process of the employees and in-turn, giving them the necessary skills and results. To optimise business success, it is essential to recruit appropriate employees and select those who look to have potential. Businesses must ensure that they provide employees with necessary expertise as well as recognising the importance of; staff innovation, motivation, mentoring and training. Staff involvement is necessary for business success as employees hold authority in their decision-making and therefore hold responsibility. Employees will gain confidence in their ability to perform tasks and this will impact on the businesses overall performance. This is due to their exhibited determination and initiative in pursuing the businesses goals. Staff involvement allows employees to incorporate their suggestions and ideas, in order to gain success for the business, and in return, reward the employee. A major influence on staff involvement is their working environment. A good working environment maximises employee involvement and satisfaction, therefore obtaining positive results for the business. Through staff involvement a business is benefitted through increased
The human resources department organise all the training that all staff must take before working at Sainsbury's. All training is the same for everyone
GNVQ INTERMEDIATE BUSINESS: How Business' Work Task Two:- Human Resources: Training Business Name: J Sainsbury's PLC (Sainsbury's LTD) GNVQ INTERMEDIATE BUSINESS: How Business' Work'- Task Two- Human Resources: Training The Human Resources Part: The human resources department organise all the training that all staff must take before working at Sainsbury's. All training is the same for everyone and every single employee must be trained as human resources make them do it. Why New And Old Staff Should Be Trained: On job advertisements human resources keep qualifications to a minimum requirement for the job that they are advertising. This is because HR knows that they can train the employees to work at the requirement they are set for their specific job. There are several important reasons why all new staff should be trained. Here are a couple:- * New employees need to be made familiar with organisational methods of working that may have been different from their previous jobs. * New health and safety requirements need to be taught to new employees. * They may need extra training for their specific job. E.g. the employee use to be a shelf stacker in an old supermarket but in their new job they are going to be a checkout assistant at another supermarket. * Employees are more motivated if they continue to learn and develop their skills. They maybe also
Develop a training programme to help managers communicate better with their support staff.
Number Three An organization has been experiencing a lot of voluntary turnover in its administrative and clerical support staff. You have been hired to develop a training programme to help managers communicate better with their support staff. Describe how you would: . Conduct a training needs assessment and why that is important, and 2. If you determine that training is needed, what design you would use to test the effectiveness of the training programme. Psychology is the study of behavior and mental processes and Industrial and Organizational Psychology is particularly concerned with the study of behavior in work settings and the application of psychology principles to change work behavior. Communication is the process of creating, transmitting and interpreting ideas, facts, opinions and feelings. Communication always involves at least two persons, a sender and a receiver. Organizations cannot exit without communication as employees cannot know what their coworkers are doing; supervisors wouldn't be able to give instructions, etc. Communication therefore plays a very important part in the accomplishment of all the basic management functions of planning, organizing, directing and controlling, so that organizations can meet their goals. In order for us to determine whether or not a training programme would be necessary to solve the problem of the voluntary turnover
Cross-cultural training in business
Business people today face an increasing range of culturally diverse situations. To ensure success in business, many organizations are using cross-cultural training to improve their manager's cross-cultural effectiveness and enhance their communication skills. In a diverse workplace there are many cultures collide. Many culture norms influence a manager's behavior and subsequent reactions (Gardenswartz L. and Rowe A., 2001). "Culture is behind our behavior on the job. Often without our realization, culture influences how close we stand, how loud we speak, how we deal with conflict - even how we participate in a meeting." (Gardenswartz L. and Rowe A., 2001, p139). This essay will provide the definition of cross-cultural and discuss cross-cultural training used in business and organizations. In this brief essay, to further discuss about the importance of cross-cultural training in business, the involvement and the examples. Discussion about benefits brought by the training and perspective of the importance of cross-cultural training will also provided. Culture consists of patterns of behavior and beliefs, which characterize a group of people at a given point in time. The behavior may relate to religious practices, rituals, and food choices etc. Cross-cultural differences in matters such as language, etiquette, non-verbal communication, and norms. The definition of
