Analysis of Decline and Rise of Various Business Activities in the U.K.
In this task, I will need to decide what the core activity is in each of my two businesses and whether they are dealing with products, services or both. In the UK some of these business activities are becoming more common and others are becoming less common. I will need to find out the broad trends for these business activities and how they affect the businesses that I am investigating. The legal status of Freelance Audio Productions is an equal partnership between Martin and Nikki Rider. The company was set up in 1986, but has only been trading as Freelance Audio Productions for four years. The company doesn't make a product, the service it provides is audio production based which includes performance arts, supplying of equipment and supplying of production services and facilities. FAP falls into the category of the Tertiary Sector. There are many departments that operate within FAP, but there are two departments that control most of Freelance Audio Productions. These are Stage sound and Showbiz. Stage Sound. FAP Stage Sound has been in operation for fourteen years but has only been working under Freelance Audio Productions for the last four years. FAP Stage Sound specialises in renting out sound equipment and educating young trainees. FAP Stage Sound is a continuously growing business which is also shown in the trend of the tertiary
Self Managing Work Teams(SMWT) - Critically review the published literature on Job Design and SMWT's and use this review to evaluate Sidney's introduction of the teams in his organization.
Job Re-design at HI - Tech Question: Sidney Lau had made a big change to the way work is done in his company -by establishing Self Managing Work Teams(SMWT). Critically review the published literature on Job Design and SMWT's and use this review to evaluate Sidney's introduction of the teams in his organization. Facts Of The Case: * 10 year old corporation with diversified product lines * Has grown from a small family owned business into the above diversified corporation. * Well defined product lines with distinct manufacturing and assembly lines * Evidence of logical assembly line work flows based on product lines * Evidence of patriarchal management style Relevant Theories that will apply to this Case: Maslow's Hierarchy of Needs Abraham Maslow proposed that humans have five universal needs that they seek to satisfy, and these needs are proposed in a hierarchy of importance, with the most basic needs- physiological and safety needs at the bottom followed by belongingness needs, Esteem needs and Self-actualisation needs (Langdon & Marshall, 1998, P. 90) He arranged these into a series of different levels or the order of importance of these basic needs. Man's basic needs are physiological, for example, hunger, thirst, sleep, etc. When these are satisfied they are replaced by safety needs reflecting his desire for protection against danger or deprivation. These in
Molex and Human Resource Management
Touro University International Kevin J. Hall (5332) Bus401 International Business Module 3 Case Assignment Professor: Dr. Anastasia Luca Molex and Human Resource Management As today's global economic evolution stirs interest in worldwide expansion, the ongoing information revolution is shrinking the market place through a global business environment. This environment, a tossed salad of cultures, must be nourished by building a human resource function that is flexible, adapt, able, and focused on attracting, motivating, mobilizing, and retaining global human capital. The alignment of key human resource functions more closely with overall corporate strategy enables theses businesses to greater capitalize on people: the greatest, most important asset of a company. This is where Molex leads the way. Molex is a plastic material developed by the late Frederick August Krehbiel. In 1938, he founded the Molex Products Company in Brookfield, Illinois to manufacture a variety of products from this material, including clock cases, flower pots, valve wheels and salt tablet dispensers. In 1940 one of Frederick's sons, John H. Krehbiel, Sr., joined Molex and soon recognized the importance of this material's excellent electrical insulating properties. Later in the decade, Molex added metal stamping to its molding processes, resulting in its first connector assembly. In the 1950s,
HUMAN RESOURCES MANAGEMENT
HUMAN RESOURCES MANAGEMENT MODULE ONE ASSESSMENT The lack of attention to international human resources management has cost many millions of dollars to MNCs and yet this has been a neglected area in the profitability equation. Explain the assertion under the following headings: TABLE OF CONTENTS Introduction The International manager Management Recruitment and Selection Process Management training Foreign Posting Compensation Manpower Differentials in Foreign Markets Repatriation Summary Induction Few executives would argue with the fact that people are vital for the effective operation of a company. Managers often say that people are their most important asset. Yet the human assets are virtually never shown on the balance sheet as a distinct category, although a great deal of money is invested in the recruitment, selection, and training of people. Recent theoretical work in business strategy (Patrick, 1998) has given a boost to the prominence of human resource (HR) in generating sustained competitive advantage. The world is becoming far more competitive and volatile than ever before, causing firms to seek to gain competitive advantage whenever and wherever possible. As traditional sources and means such as capital, technology or location become less significant as a basis for competitive advantage, firms are turning to more innovative sources. One of these is the
Assess three government policy measures to increase labour mobility
Assess three government policy measures to increase labour mobility (12) Labour mobility refers to the freedom of workers to practice their occupation wherever opportunities exist. This may mean changing occupation (occupational mobility) or moving to work in another area (geographical mobility). A lack of mobility is identified as a cause of structural unemployment. This is where mismatches occur and unemployed workers are unable or unwilling to fill existing vacancies due to the skills shortages- occupational immobility or shortages in particular areas-geographical mobility Governments use various measures to improve mobility .In the UK these include the New Deal, job centres and affordable housing schemes in certain areas of the country. The New Deal is a key part of the government's strategy to get people back to work. It gives people on benefits the help and support they need to look for work including training and job preparation. It also gives the unemployed the opportunity to develop the skills and experience that employers want so they can find lasting, worthwhile jobs. At the same time, New Deal aims to improve the overall skills base of the British workforce and provide help to employers whose businesses are suffering from staff shortages. Participants can receive intensive advice, counseling and guidance to help them find employment or can choose from four
Discuss the various problems human resource mangers faced in formulating human resource strategies/policies for their organisations with special reference to the article Involvement and Participation by Mick Marchington.
Discuss the various problems human resource mangers faced in formulating human resource strategies/policies for their organisations with special reference to the article Involvement and Participation by Mick Marchington. Human resource departments are beginning to adopt the "soft" side of human resource management where employees are more involved in their organisation. The old management style excluded or had very little involvement with their employees. Employees now have inputs in decision making and often giving ideas for organisational development. Once an organisation's objectives and strategies are determined, human resource management objectives are to evaluate on how to help the organisation achieving its objectives. The role of the human resource manager is to act as a contact between the employer and the employee. The human resource manager's job is to help employees achieve their set of criterions set by the employer. Achieving the organisation's objectives will depend on the success of formulating of policies and strategies by the human resource department/manager. The inability to do this means that the organisation will ultimately fail. Performance appraisal is evaluating how well an employee is doing his or her job. The appraisal process identifies training and development needs for those who are insufficiently trained. The appraisal process is also used to
Human resource planning refers to the activity of management aimed at co-ordinating the requirements for and the availability of different types of employees.
Human resource planning refers to the activity of management aimed at co-ordinating the requirements for and the availability of different types of employees. In order for businesses to succeed, the employers have to plan carefully before recruiting employees to ensure that they employ the right number of employees and with the right qualities. For example I am a human resource planner in an Interior Designing Company and it has come to my notice that the company is short of employees, which is leading to low productivity and low quality levels of service, so I need to recruit more employees. 'Recruitment' is the process of advertising the availability of a job vacancy, and encouraging appropriate people to apply. First and foremost, I explore the details of the job openings and define the kind of people, in terms of skills and other qualities, that are most suitable for each specific job. In this case I need 2 people with experience in redecorating and designing the interior and exterior of homes and offices. They should also be acquainted with the AutoCAD program or any similar Computer Aid Design(CAD) program. They should have good verbal and written communication skills, problem solving and analytic abilities, organisational skills, adaptability and flexibility and self motivated. Since I know exactly what I need, I go on to search for the best possible candidates
Compare and contrast the histories of INMOS and Hewlett Packard with regard to management strategies.
Compare and contrast the histories of INMOS and Hewlett Packard with regard to management
How work dominates life in the late 1990s. Traditional roles between men and women are changing. But have organizational policies changed to reflect these new roles?
Synopsis How work dominates life in the late 1990s. Traditional roles between men and women are changing. But have organizational policies changed to reflect these new roles? Who needs to change? Organizations change in response to change family roles or workers change to fit into organizations' culture. Table of contents Synopsis 1 Table of contents 1 Introduction 2 Problem Identification 2 Generation and Evaluation of Alternative Solutions 3 Recommendations 6 Implementations 6 Conclusion 7 References 8 Appendix I 9 Group Process Journal - 1 9 Group Process Journal - 2 10 Group Process Journal - 3 11 Appendix II 12 Appendix III 13 Figure 1 : 13 Figure 2 : 14 Introduction In the old day, Dad went to work and Mum stayed at home taking care for the kids. Today's their roles are changing. Some of the organizations may want to balance family and work responsibilities and change the organizational polices. Jeff Coulter was an employee in Microsoft. He worked 50 hours in the office every week. In fact he would like to go to work finishing his task and get home earlier. He usually leaves office at 5 or 5:30 p.m. every day. Unfortunately, Coulter was fired because Microsoft said that Coulter had not met the performance of his job duty but Coulter does not think so and believes that Microsoft discriminated against him because of his family status.
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
