Business Plan
Business report The Business: * Outline of Business Tatham Cutlery is a plastic moulding and ultra sonic welding company that was first establish in 1919 and is 100% Australian owned and operated. The company started, originally manufacturing, in metal, but most of those products have become archaic and replaced, such as 'the Dexter Motor car Indicator'. In 1923 Tatham produced the first of its own products, the Bean slicer, under the trademark Krisk(c) and with its development the company moved into plastic injection moulding, ultra sonic welding and shop ready packaging. * Location Tatham is currently operating from 24-26 Mary Parade, Rydalmere 2116 NSW Australia but has previously been at the locations of Lee St, Sydney (adjacent to Central station) and Stuart St, Padstow. * Ownership and Executive The Company currently has three major shareholders, Geoffrey D. Rowell, Marion P. Rowell and Mark D. Rowell who is also General Manager; there is one other person in the executive, Managing Director, Joanne L. Rowell. * The products and business Tatham has three products of their own that they fully manufacture and package themselves: * The Krisk(r) Bean Slicer * The Krisk(r) Julienne Slicer * The Krisk(r) Knife and Scissor Sharpener The Krisk(r) product line are a little more then a third of Tatham's business The next third of the Company's business is with the
Consistent and reliable customer service
Consistent and reliable customer service Scope of job role Employees or staff in a business should know how to solve a straightforward problem quickly and ask their supervisor if the problem becomes complex or if it is outside their authority. Knowledge of products/services It is impossible for the employee to know each and every detail of the product or service which the business is providing; therefore it is important to know where to find the information such as catalogue, brochure or online database. Type and quality of products/services Employees or staff should know what to sell and to which customer. If an employees or staffs are selling an expensive product or complex service they should be able to give information on their best buys or the most reliable supplier depending upon their knowledge and the feedbacks from the customers. Staff attitude and behaviour The key of having a good customer service in a business is having a staff with a positive attitude and behaviour. If the staffs in the business have a positive attitude, they will be more approachable and friendly towards the customers and also act more professionally. Timing Timing is important factor in a business. Approaching people at the wrong times such as if they are busy, if they are busy or if they are under pressure will get a bad response. If done by accident, apologising is the best solution.
Human Resource Management
Human Resources- A2 There are various different functions carried out by the human resources department. One of the functions conducted by HR, as has been discussed, is recruitment and selection. When a vacancy arises in a store, it is the responsibility of the human resources department to plan accordingly and decide whether the space is filled internally or externally. If they decide that it is to be filled externally then the appropriate recruitment procedures need to be carried out. There are many problems that arise in this area. For example if the company decides to recruit externally, this can add to costs by the use of a recruitment agency or paying out for advertising methods, which is not as costly as using an agency but is still not as cost effective as recruiting from within. Also externally recruiting will result in higher training costs for the company. In addition, if the vacancy is for a senior position, Tommy is a company that believes in creating opportunities for their more skilled members of staff so that they can work, achieve and succeed in making their way up the company hierarchical chain. If Hr then decides to recruit externally then this could result in a loss of morale amongst the present employees. Looking at the situation from their point of view they may feel bitter that an 'outsider' has taken a position that they may well could have filled.
Human Resource Management.
Human Resource Management Human resources deals with the well being of the workforce, the areas, which have to be highly considered, are: * Human resource planning * Recruitment * Training and development * Performance management A business, which performs well to these four points, will help the workforce contribute to the business efficiently. Human resource planning This section of human resource management is part of the overall planning of the business. Planning how best human resource can be used will help the business meet it's objectives. To increase the potential of human resource management within a business employees need to be used efficiently, to do this they need to be managed efficiently using the following ways: * Planning how to motivate and satisfy workers * Planning how to develop a organisational culture * Planning how to support or develop employees * Analysing current employment needs * Forecasting the current likely future of employees * Forecasting the likely future supply of employees that will be available * Predicting labour turnover Planning needs to be used because employees can be short or long term, the business has to predict how the employees will act. Planning will enable a business to use the employees to the best advantage therefore choosing the correct way to deal with employees is important. Below are a few examples of
Human resource management.
EMPLOYMENT RELATIONSHIPS AND EMPLOYMENT MARKETS CHANGES AND INFLUENCES COLIN BELL International Business Studies Registration no. 32520100 E-mail - [email protected] Bmg323c1 Ann-Marie Doherty Submission Date 29th November 2002 Question With reference to the employment relationship and employment market, discuss the reasons for the changing dynamics of the contemporary employment market, that is, the rise in flexible working, and the resultant range of job patterns, which characterise the modern workplace. These issued should be addressed in the context of your own area of study and supplemented with appropriate examples and case studies. INTRODUCTION The term's "employee relations" and more traditionally, "industrial relations" are used to indicate those areas of the employment relationship in which mangers deal with the representatives of employee's rather than managing employee's directly as individuals. (Edwards 1995). This essay will endeavour to examine the interaction between employer and employees. It will also examine the dynamic work patterns shaping the modern employment market and reasons why many organisations are adapting a range of suitable job patterns for their employee's. As these job patterns occur legislation has developed concerning Contingent Employment. The proposed thought that flexible job patterns could help firms, as a whole will
HUMAN RESOURCE MANAGEMENT
MA MANAGEMENT AND INTERNATIONAL BUSINESS HUMAN RESOURCE MANAGEMENT ASSIGNMENT The rapid increase in the globalisation of business and the growing significance of emerging markets suggest that the success of managers in this new century will depend upon on the degree to which they develop an understanding regarding the dynamics of managing human resources. Human resource management is concerned with the people's dimension in organisations. All major activities in the working life of a worker- from the time of his/ her entry into an organisation until he/ she leaves- comes under the purview of Human Resource Management (HRM). Human resource management has societal objectives, which implies that, it needs to be ethically and socially responsible to the needs and challenges of the society while minimising the negative impact of such demands upon the organisation. Human resource management has become a pervasive and influential approach to the management of employment in a wide range of market economies. The presence of formalised personnel functions in India can be traced back to the 1920's and has been common in the Indian organisations for decades. India has a special and unique culture, which varies considerably from East Asian cultures. India is a democratic republic, comprising of six main religious groups, over three thousand castes and has 179 languages. India has one
Human Resource Management - Recruitment and Selection
CONTENTS PAGE . Introduction Task 1 . A report distinguishing between traditional personnel management and the new approach to human resource management, outlining their historical development. 2. The Human Resource department in TD Travel Group. Its role and purpose in the organization. Task 2 . An analysis of the objectives and the process of human resource planning. 2. An evaluation of the systematic approach to recruitment for NIS Europe. 3. An investigation of the selection procedures used for NIS Europe and TD Travel Group. 3. Evaluation and Conclusion 4. Bibliography Task 1 TASK 2 AN ANALYSIS OF THE OBJECTIVES AND THE PROCESS OF HUMAN RESOURCE PLANNING. Human resource planning is the task of assessing and anticipating the skill, knowledge and labour time requirements of the organisation and initiating action to fulfill those requirements. Human resource planning involves a strategy for the: * Recruitment * Retention * Utilisation * Improvement, and * Disposal of the human resources of a business. It needs to look at the following factors: * What are the skills and abilities of the current workforce? * What skills and abilities the organisation needs in the future? * Where can the organisation find its future supply of labour? * What are the future objectives of the business likely to be? * How will the business manage and obtain its
Human resource planning.
NAME: Waqas Javed STUDENT NUMBER: 07001673 MODULENAME: HumanResourceManagemt MODULE LEADER: Lynn Holmes COURSE: HND BUSINESSLEVEL: 2 DATE OF SUBMISSION: 12-DEC-08 Contents Human resource planning pg 3 Process of human resource planning pg 3-4 Benefits for human resource planning pg6-7 Adidas case study pg 7 Recruitment Process/ Recruitment documentation pg 8 Advantages/disadvantages pg 11 Policy and legislation pg 12 Reference pg 14 Human resource planning "In human resource planning the manger is concerned with motivating people a process in which costs, numbers, control and system interact to play a part." (Braham, 1989) Human resource planning is a strategic process that forecasts the demands for jobs in the organisations and anticipates the supply of workers .Hr planning enables the managers and recruiters to select the
Human Resource Planning.
Task 1 (E1, A2) Responsibilities of HR Department For this task, I will show the responsibilities covered by the human resources function within the business and show thorough understanding of the importance of these resources to the business. To get A2, I will show a critical understanding of the contribution that effective human resources management can make to improve the competitiveness of the business and illustrate the points effectively. A businesses human resources department have to plan carefully to ensure they have the right number of suitable employees for their needs. To do this they need a good understanding of the labour market in the areas where they operate. These are the following labour market factors for human resources planning: Local employment trends Local skills shortages Competition for employees Availability of labour Human resources planning also involve looking at how labour is organised within the business. The human resources planning department of Boots is concerned with getting the right people, using them well and developing them in order to meet the goals of the organisation's aims successfully, it is necessary to identify the means of using people in the most effective way and to identify any problems that are likely to occur (for example in recruiting the best people), and the coming up with solutions to the problem identified.
Human Resources.
M1 HUMAN RESOURCES ANZAL AL Human resources involves a wide variety of activities related to the arrangement and implementation of organisational policies, the requirement of opportunities for monitoring, evaluation and change and the application of resources to the fulfilment of organisational ends. Aspects of 'people management' include: * The recruitment, retention and dismissal of staff. * The training, development and promotion of staff. * Liaison with employee organisations and trade unions. These are areas with which the human resources staff is involved. The overall purpose of the human resources function can for that reason be identified as: * To attract and retain good high-quality staff. * To ensure that the organisation operates within the law in relation to employment and health and safety. The Philip Markham organisation believes they will not be successful if they do not have the commitment of all staff and intend to look after all their employee's needs through the functions of the human resources department. Finance The overall contribution of the finance function can be grouped in to three main areas: > Preparing accounts. > Preparing wages and salaries. > Obtaining capital and resources. Philip Markham employs ten members of staff in the finance department. The
