An Appraisal of the techniques used in Asda for monitoring and improving Customer Service with in-built quality measures
An Appraisal of the techniques used in Asda for monitoring and improving Customer Service with in-built quality measures. Asda is a huge organisation and they know that the secret to being successful and reliable is to provide good Customer Service. Asda monitor the customer service progression via Benchmarking. This method in used by many organisations and is helped to show the performance of Customer service with other supermarket outlets. Asda can improve Benchmarking but they have to set standards and monitor the progress of themselves and competitors. Here is a list of Advantage for Benchmarking: * Imitating and improving on best practice can lead to cost reduction * Gives a target to aim at * Can lead to improved quality and productivity * Enables genuine comparisons of performance to be made Here is a is of Disadvantages for Benchmarking: * Badly performing companies can find matching best practice demoralising * The organisation needs the culture and structure to change * The organisation must be willing and financially able to improve * Companies may be unwilling to reveal the secret to their success Other techniques used by a lot of organisations like Asda are called Appraisals; this is looked at by observations of employees at Asda. It will show the performance and possible changes that could be made to improve in the later future. Appraisals are
Appraisal of a shoulder injury.
Appraisal of a shoulder injury .Anatomy and physiology of the shoulder. The shoulder joint consists of the head of the humerus which articulates with a shallow socket in the upper part of the scapula the joint is defined as a typical ball and socket joint. A number of muscles attach and run around the joint to provide movement and stability the main structures of the shoulder can be seen in figures 1.1a and 1.1b Figures 1.1a (left) and 1.1b; (right) main structures at the shoulder joint In addition to the structures above the shoulder joint has a number of other muscles surrounding and attaching to it. These include the biceps, pectoralis major, latissimus dorsi and a group of muscles termed the rotator cuffs. The rotator cuffs are the subscapularis, supraspinatus, infraspinatus and teres minor muscles which cross the joint to insert into the humerus, thereby also helping to stabilise the shoulder joint. The tendons from the rotator cuff surrounds the capsule and blends with it Marieb (1998). The number of muscles and their associated tendons surrounding the shoulder offer the major form of support to the joint from the anterior aspect. A further structure to offer stability to the shoulder joint is the Glenoid Labrum which is a fibrous lining to the joint and increases the depth of the socket further enclosing the head of the humerus. Tortora (1990). The head of the
Research proposal. DISSERTATION TITLE To critically analyse and evaluate the importance of Employee Performance Appraisal at AVIRSCO IT SOLUTION PVT LTD.
RESEARCH PROPOSAL NAME: XXX STUDENT ID NUM: 210XXXX PROGRAMME: MSc E-MAIL ADDRESS: [email protected] DISSERTATION TITLE To critically analyse and evaluate the importance of Employee Performance Appraisal at AVIRSCO IT SOLUTION PVT LTD. INTRODUCTION: AVIRSCO IT SOLUTIONS PVT LTD was started in the year 2005 as a consulting and developing company which is based in CHENNAI, INDIA. Since 2005 AVIRSCO has been providing the most comprehensive, state-of-the-art, technology solutions for varied industries. AVIRSCO has the experience and expertise to provide the right service for every individual & corporate need. It is the one source solutions company which provides the unique blend of services which is considered to be a valued outsourcing service and technology partner to many companies. CORE VALUES OF AVIRSCO * Client Satisfaction * Novelty * Efficient Processes * Responsibility * Ethics, Integrity and Respect LITERATURE REVIEW SUMMARY: Performance appraisal is one of the most important activities in every organisation. It helps the organisation to improve its performance and individual employees as well. The process of appraisal consist the following steps, stating objectives, developing standards, system design, preparing for interview and conducting the interview. Appraisal will be successful when the process is followed in an exact manner and the method
Identifying and evaluating two proposed projects for Camerons Balloons - discuss the suitability of investment appraisal methods which are used and analysed on estimated cash flows.
Business studies Unit 11c Introduction In this report I will be identifying and evaluating on two proposed projects for Cameron's Balloons and I will discuss the suitability of investment appraisal methods which are used and analysed on estimated cash flows. Cameron's Balloons is the world's largest manufacturer of hot-air balloons, special-shaped balloons and hot-air airships. Cameron Balloons excels in all aspects of fabric technology from medical products, to fabric structures and inflatable buildings. Investment Appraisal is a technique with several methods which answers if an investment project is worthwhile or not. There are various types of investment appraisal methods and they are as follows: * Payback Period * Accounting Rate of Return (ARR) * Internal Rate of Return (IRR) * Profitability Index Net Present Value (discounted cash flow Companies invest because this will increase their productive capacity. Businesses buy equipment, machinery and buildings to increase their capacity which then means that businesses can meet demands which will generate their sales value and investment will also raise their efficiency and productivity. Cameron Balloons are trying to maintain as productive as possible by repeatedly re-assessing. Cameron Balloons are assessing whether an investment should be made in new production technologies. In
The value of HRM to business organisations
The value of HRM to business organizations (08BSP020) Performance appraisal Section I: Introduction This paper introduces performance appraisal which used to evaluate the employee performance and how performance appraisal works in practice. In order to better understand and control the organization system, the organization normally use performance appraisal for making reward decision, motivating employee, identify the training needs and improving the organization's performance. There may have slight difference between traditional appraisal system and modern appraisal system. For traditional performance appraisal, it focuses on employee abilities. However, in modern performance appraisal, the employee is claimed by supervisor to participate in setting goals of organization. In the other words "the hallmarks of modern appraisal philosophy are performance orientation, focus on goals or objective, and mutual goal setting between supervisor and employee"1. The organization emphasizes the employee participate in mutual setting the goals, because through working in organization, the employee expect to satisfy their needs, performance a good work and share group efforts. Moreover, if employee participates in mutual setting goals of organization it will reflects that the employee shows a better performance. Another important reason is that they are going to work harder to achieve
Business Operations
Business Operations Task A1: Trading, profit and loss account together with the balance sheet for I-Events. I-Events Trading, Profit and Loss Account for the year ending 31st May 2007 £ £ Sales 95000 Less cost of sales Opening Stock 900 Add Purchases 81899 83799 Less Closing Stock -2575 -81224 Gross Profit 13776 Less Expenses Motor Expenses 223 Rates and Insurance 985 Wages and Salaries 77000 Rent 1100 Professional charges 300 Telephone 3773 General Expenses 51 Advertising 478 Total Expenses -96010 Net Profit 7766 I-Events Balance Sheet as at 31st May 2007 £ £ £ Fixed Assets Motor Vehicle at cost 8500 Fixtures and Fittings at cost 500 Equipment at cost 000 Total Fixed Assets 1000 Current Assets Stock 2575 Debtors 7250 Bank 329 Cash 24 Total Current Assets 0278 Current Liabilities Creditors 4512 Bank overdraft 0 Total Current Liabilities -4512 Working Capital 5766 Total assets minus current liabilities 6766 Less Long Term Liabilities: Long Term Loans 0 Net Assets 6766 Financed by: Opening Capital 9000 Net Profit 7766 26766 Drawing -10000 Closing capital 6766 Task A2: Using the information contained in the profit and loss account, calculate the break-even point and margin of safety. Break even point in Sales £ (BEP) Sales - Cost of Sales = Gross Profit or Contribution
Question: What are the purposes of Performance Management?Discuss the key problems/difficulties of Performance Appraisal/Review and how to overcome them.
Question: What are the purposes of Performance Management? Discuss the key problems/difficulties of Performance Appraisal/Review and how to overcome them. . Introduction Performance management is optimistic but not blind. It can be defined separately as the process by which executives, managers and supervisors work to align employee performance with the firm's goals. (Ivancevich, 2001) An effective performance management process seeks to define excellent performance, uses measurements of performance and provides feedback tot employees as a group about their performance. Performance management is based on the stubborn belief that improvement is possible and, indeed, important to the betterment of human and organizational conditions. Performance appraisal can be defined as the activity used to determine the extent to which an employee performs work effectively. (Ivancevich, 2001) Performance appraisal is a critical component to the well being of an organization. In the following section, the purpose of performance management and the limitations of performance appraisal are discussed. 2. Purposes of Performance Management Performance management is a natural process of management. It aims to make the good better, share understanding about what is to be achieved, develop the capacity of people to achieve it, and provide the support and guidance people need to deliver high
What advice would you give to an organization considering introducing performance appraisal as part of a performance management system?
What advice would you give to an organization considering introducing performance appraisal as part of a performance management system? Performance Management is 'a strategic and integrated approach to increasing the effectiveness of organizations by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors'. (Hartle, 1997,pg 12) Performance management is a non - linear process that involves the following: Performance planning: where the manager and employee determine performance expectations and agree on what is to be done and how well it should be done. On-going performance communication throughout the year to track progress throughout the year and ensure that job tasks stay on track. This two-way communications red-flags problem before they grow and keep the manager and employee current. This can be done in short monthly or weekly status reports and informal communication whereby the manager walks around. In most cases, the manager may not produce anything on paper. Data gathering, observation and documentation are also vital in the performance management process. Data is gathered to get information relevant to improvement whether individual or organizational, observation is also a way of gathering data and documentation is a process of recording the data collected for future use.
Business NPV.
Business NPV The NPV is £56700 for the project given the best estimate cash flows. Therefore under the assumption that the firm is operating to maximise the market value of their common stock, and under the assumed conditions of certainty of prices of all assets, the firm should accept the project, as the NPV is positive. This will increase the value of the firm as long as no other groups of projects can be found which will increase the value of the firm. B) The project has 2 internal rates of return (multiple IRR's) that are 4.8% and 13.45%. Affects of multiple IRR's are shown in graph 1. The discount rate exceeds 4.8% the proposal becomes positive and at 13.45% the present value of all the cash flows is 0. Therefore when the cost of capital is between 4.8% and 13.45% the NPV is positive, and following the NPV rule the project should be accepted. However if the IRR calculation of 4.8% is used the project maybe incorrectly rejected as the cost of capital is in excess of 4.8%. Graph 1 however indicates this is an incorrect decision when the cost of capital is between 4.8% and 13.45%. C) Both the IRR and the NPV take account of time value of money, but situations arise where the IRR method leads to different decisions being made from those that would implement the NPV method. Mutually exclusive projects exist when there is acceptance of one project excludes the acceptance
This report states means of improvement and additional procedures in relation to recruitment and appraisal within the above named company.
Subject ref. 7650485 outcome 4 Andrew's Gardening Outlets Expansion Project Human Resources Initiative (Recruitment/Appraisal) Greig Thomson Management Studies, Dundee College Abstract This report states means of improvement and additional procedures in relation to recruitment and appraisal within the above named company. This report recommends ways in which the company can improve its performance in relation Human Resource Recruitment and Human Resource Management. ______________________________________________________________________________ Preface This report is intended specifically for the management of Andrew's Gardening, However, many of the principles outlined within this report may be used as a basis of consultation elsewhere. This report is intended to provide a useful resource to Andrew's Gardening in order for the management to improve human resource. Any comments in relation to this report should be sent to the author: Mr. Greig Thomson, 8e Loganlee Terrace, Dundee, Scotland, DD2 2DA. or via e-mail: [email protected] Any comments regarding this report will be gratefully received as a basis of further development. CONTENTS Preface 2 Contents 3 Section 1 The Employment Process .0 New management essential criteria 4 .1 How to attract who you require 4, 5 .2 Candidate selection 5, 6 Section 2 The
