The importance of training and development in the modern workplace.
This essay looks at what is meant by staff training and development, the effects that it has on an organisation and how important it is in the modern workplace. Training is a learning process that involves planned learning activities designed to equip staff with knowledge, skills and abilities and/or to change attitudes and behaviour in the workplace. Similarly, development is also a learning process which tends to differ slightly due to a greater focus on exploration and broadening of horizons through professional projects, developmental programmes and career progression. 'Training and Development' together aim to strengthen the workforce and enhance performance and in turn aid accomplishment of organisational objectives. Many organisations in the past viewed training and development as costly, time consuming and not worth the effort. Nowadays, the modern workplace recognises the importance of investing in training and development and appreciates its valuable benefits. Training and development ensures the availability of a skilled workforce to the organisation. Being skilled and educated makes the workforce more effective, efficient and productive. It optimizes the utilization of human resources and therefore helps to increase productivity. As an organisation becomes more efficient and productive it will also become more profitable as a result. Productivity and
The purpose of this report is to design and create a medium sized business that will provide knowledge for all aspects of the Human Resource functions and for Tiny Togs as well.
Introduction As part of the human Resource assignment we are looking at Tiny Togs Ltd., which is a well-established clothing company. Which manufacturing company. Which is located in Manchester. Tiny togs manufactures clothes for children Tiny Togs has appointed K training. K training is specialised in all aspects of human recourses. Tiny togs manufacture cloth for children 1-12 years Tiny Togs employees 350 staff, it will need to employee 20 more staff with in the organisation training is a specialises in recruiting. Aim The purpose of this report is to design and create a medium sized business that will provide knowledge for all aspects of the Human Resource functions and for Tiny Togs as well. Also not forgetting that appraisals which reflect on each employee's performance, and as this organisation is a small business it will need to make sure its kept up to date and all fashions are flowing with the current times as you know fashions and trends tend to move around a lot, depending on each individuals taste. Human resource The functions of the human resources department are as followed * Human Resource planning * Recruitment and selection * Training and development * Performance management The success of any organisation depends upon the efficient use of the human resource department. Which enables it to function effectively. Some of the responsibilities
From Production Line to Segmentation of Production
Table of contents . Introduction 2 2. Efficient production with segmented production units 3 3. Projects for managing change 5 4. From production lines to segmented production: An example 7 4.1. Planning the change 8 4.2. Controlling the change 9 4.3. The problems of change 9 4.4. The change or the end of the project 12 5. About change and its management 13 6. Literature 15 Appendix ...........................................................................................17 . Introduction Competition has changed: Technical Innovations, globalisation of markets, cultural shifts within societies and new and efficient competitors put strain on the organisation of production within a firm. Many markets display a state of saturation that leads to a change in growth: Not quantitative growth is what firms are aiming at, but qualitative growth (Wildemann 1998:1). The improvement of the production is one way to establish qualitative growth its means are twofold (at least): First, it is possible to change the production in order to produce a better output with less cost. Second, it is possible to synchronise production and market as to enable the production to react quickly to changes in the market, i.e. the consumer behaviour. One way to reach both aims is to reorganise the production, i.e. to segment the production: With the establishment of product oriented production
Marketing report for a new small business
. Introduction 1.1. The Task Janice Reynolds has worked in a national chain sports shop in Harrow for several years, and is now intending to start a business of her own. She wants to start a business as a Sole Trader and set up a local sports retail outlet store somewhere in the local area. She knows that there will competition as there are other sport shops in the area, and knows the only way that she can succeed is through effective marketing for her to be successful. In this project are research and then a written report to Janice in which there will be advice on marketing the business that will include: · Where to locate the new sports shop · What sort of products to sell · What pricing policy to use · Who should be the target customer · What other competitor sports shops are doing · How to compete profitably with the existing sports shops · How to promote the new business I will also need to print out any legal constraints and the relative costs of the choices to be made. Also Janice feels strongly that profit isn't everything and that she should concentrate on what the effect will be on the local community. 1.2 Marketing Before I start the report, I will need to know what the term marketing means. Here are some definitions from different sources. The
Analysis of growth in the UK economy
Analysis of growth in the UK economy After the Second World War, Britain enjoyed the longest boom in its history until the 1973-74 oil crisis. There are many, though, who do not view this as a successful period of Britain's history. Although Britain experienced unprecedented growth, its rate of growth was slower than that for many other countries. It is therefore debatable as to whether this was a successful period of Britain's history or not. This essay will examine the statistics of Britain's growth after the Second World War and compare this to statistics for other countries as well as statistics from Britain's past. This will provide evidence to accurately assess Britain's growth performance during this period. The essay will also examine possible reasons for Britain's relative decline such as demand management Government policies, balance of payments problems, an over reliance on traditional manufacturing industries, low investment in capital stock, Trade Union power, poor management, poor business structure and a poor education system. The 25 years from 1948 to 1973 produced growth faster than had been seen in any previous period of equivalent length. During this period, real gross domestic product doubled. Fig 1: UK Gross Domestic Product Average Growth Rates 1874-1973 874-1937 948-1973 Average Growth Rate 2% 2.8% Source: May T., "An Economic & Social History
Primary, secondary and tertiary classifications of a business.I will be using Tesco as an example.
Primary, secondary and tertiary classifications of a business. To explain to you what all those area's do I will be using Tesco as an example. Tesco is known for the food it sell and is now moving up by selling more and more every day. For example it has now started selling electronics they also offer many other Tesco is found everywhere in the UK making them a national company Primary: Tesco get's its food from farms around the country side. Farms grow the food and when they are ready they sell what they have grown. For example greens and meet like cow's sheep and many more. (The primary area produces raw materials or extracts raw materials from the earth) Secondary: The goods that have been bought from farms is then sent off to get produced to make food that is ready to eat or is ready to cook. At the factory they are prepared and packed up and ready to be sent to stores to be sold off. (The secondary area manufactures raw materials into finished products) Tertiary: The packed food is then bought by Tesco and then sent to near by Tesco stores. Tesco stores the goods in its where house. Where stays until it is needed. Tesco then puts the goods on show in their stores ready for us the consumers to buy them.(this is where the finished products are sold or shared to the public) Ali Ismail Group A
The purpose of this report is to explain what is marketing associated with fast-moving consumer goods companies, why it is important and the role it plays in the profitability of the company.
Table of contents Introduction 2 .1 Purpose 2 .2 Scope 2 .3 Methodology 2 .4 Limitations 2 .5 Assumptions 2 .6 Background 2 2 Definition of FMCG 4 3 Definition of marketing 4 4 Evolution of marketing 4 5 Marketing involves planning 6 6 Marketing as a set of business activities 7 7 Importance of marketing 11 8 The role of marketing 12 9 Conclusion 14 References 15 Introduction .1 Purpose The purpose of this report is to explain what is marketing associated with fast-moving consumer goods companies, why it is important and the role it plays in the profitability of the company. .2 Scope The report generally describes the whole process of marketing and also discuss the importance and the role of marketing within the organisations. .3 Methodology In order to complete this report, journal articles, secondary data contained in books are used to research the topic. Besides these, internet resources are selected to supplement the report. .4 Limitations The limitations of the report were limited resources relating the topic and the report may not cover completely the whole information in this area due to the words limitations. .5 Assumptions In this report, it was assumed that all information gathered is relevant and unbiased. It is also assumed that Unilever conducted marketing research to get information about their customers and the
Inequality in the UK.
Inequality in the UK The Oxford English Dictionary defines inequality as "the quality of being unequal or uneven". The instance of being unequal may arise from the disparity of distribution or opportunity and spans all social dogmas including: gender, race, political or religious persuasion. There are many forms of measuring inequality wealth, consumption and opportunity but there are problems inherent in each. Perhaps the most effective way of measuring inequality is comparing income earned, as there is sufficient raw data, it is easily conceptualised and it does not entail normative statements or value judgements. The most widely used measure of income inequality in society is the Gini co-efficient. It is a precise way of measuring the position of the Lorenz curve (see diagram below), a graph that shows, for the bottom x% of households, the percentage y% of the total income which they have. To compute the Gini Coefficient, the area between the Lorenz Curve and the 45 degree equality line is measured. This area is divided by the entire area below the 45 degree line (which is always exactly a 1/2). The quotient is the Gini coefficient, a measure of inequality, expressed as a percentage or as the numerical equivalent of that percentage, which is always between 0 and 1. The higher the figure for the Gini co-efficient, the greater is the degree between high and lower income
How compatible is someones personality in accordance to the organizational culture of the company for which they work in.
Upon commencing my research on this topic, I decided to place myself in the "shoes of a worker" and having had previous work experience myself, I have explored this question in depth, on both a personal and academic level. For instance, many a times I have stopped in the middle of work and asked myself, "Why do I continue to work for this organization?" When I try to promote my ideas, do my peers frequently react with indifference? It is matters such as the above that workers all over the world question about on a daily basis, or simply, one can question, how compatible is their personality in accordance to the organizational culture of the company for which they work in. New technology creates jobs, which do not require any sort of face-to-face communication. This has undeniable consequences for the relationships that form in corporations. The increased use of technology such as the Internet and Microsoft applications means that it is harder for employees to approach their manager's and express a problem, since their nature of work is for the most part confined to their offices. In introducing the term "culture" which simply means: an "identification badge" that distinguishes between groups of individuals and provides guidelines concerning patterns of behavior and perception of the world around. The cultural match between an individual and an organization is determined by
Employee development (ED).
Employee development (ED) "The purpose of ED can be defined as developing human potential to assist organizations and individuals to achieve their objectives". (Redman &Wilkinson, 2001 p.129). Since the impact of the globalization, the new positioning and competitive competences of the company will bring the HR department new challenges of finding effective career paths for their global employees. "A study conducted by the Global Leadership Institute shows a positive relationship between the level of employee internationalization and the organization's Return on Assets." (Black et al, 1999, p1). That's why according to Black "an international assignment is the single most powerful experience in shaping the perspective and capabilities of effective global leaders...A global assignment play important roles in succession planning and leadership development; in coordination and control; and in technology, innovation, and information exchange and dissemination." "According to a survey by the National Foreign Trade Council, the number of Americans working overseas, jumped 30% in 1995. Of the 74 companies the NFTC polled, 71% said they expect this growth to continue." (Hayes et al, 1996) "However, somewhere between 25and 40 per cent of foreign assignments fail in US transnationals." (Stonehouse et al, 2000,p.210). In fact, 20% to 48% of expatriates leave their companies within
