GNVQ INTERMEDIATE BUSINESS: How Business' Work Task Two:- Human Resources: Recruitment and Retention Business Name: J Sainsbury's PLC (Sainsbury's LTD) GNVQ INTERMEDIATE BUSINESS: How Business' Work'- Task Two- Human Resources: Recruitment and Retention Functional Areas at J Sainsbury's: The functional areas at J Sainsbury's are:- * Human resources * Finance * Administration * Production * Marketing And Sales * Customer Service Each functional area operates to support Sainsbury's aims and objectives and a range of activities goes on in each one. How the functional areas interact with one another is important. For Sainsbury's to be efficient and effective there has to be close links within different function areas, especially when their activities are related. Functional areas are important to Sainsbury's as if there was no such thing, the business itself would fall apart. Here is a diagram to show how this would happen:- Human Resources: The first functional area of J Sainsbury I will be covering is Human resources. Human resources look after and employ the employees who work for Sainsbury's. Human Resources regard staff as the most important resource for a successful business. If the employees are not motivated and only do the minimum work that is required, then all the products and services that's Sainsbury's offer would not make the business
Identifying the key aspects of the business's training and development programme. Explaining the importance of training and development to the performance of the business.
Human Resources Interim 3 Training and Development Introduction In this assignment I will be: - > Identifying the key aspects of the business's training and development programme. > Explaining the importance of training and development to the performance of the business. > Identifying correctly possible areas of conflict between the human resources functions. > Exploring one of the human resources functions in depth, giving examples of how it is evaluated in terms of its contribution to the activities of the business. Training and development Training is: - 'ANY LEARNING ACTIVITY THAT IS DIRECTED TOWARDS THE ACQUISITION OF SPECIFIC KNOWLEDGE AND SKILLS FOR THE PURPOSE OF AN OCCUPATION OR A TASK.' Development is: - 'ANY LEARNING ACTIVITY THAT IS DIRECTED TOWARDS FUTURE NEEDS RATHER THAN PRESENT NEEDS. THE FOCUS TENDS TO BE ON FUTURE MANPOWER REQUIREMENTS OR THE GROWTH NEEDS OF INDIVIDUALS WITHIN THE ORGANISATION.' Training and development needs usually arise from four major sources. They are: - > Requirements of new comers- Induction training-new employees are selected because they have shown the potential to do a particular job. Training is given to make sure that new employees have the necessary information and the shills to perform their tasks to the required standard. This can be seen at DBF associates when a new employee came into the business as a trainee
ABSTRACT The purpose of this report is to measure the service quality in the Shatin Saint's Alp Teahouse by using the SERVQUAL survey model. It was hoped that the questionnaire might act as an information tool, highlighting the potential problem of the company, and providing some recommendations to the company for improvement. BACKGROUND Saint's Alp (International) Company Limited opened the Hong Kong first Saint's Alp Teahouse in July 1994.Being the premier purveyor of the finest Taiwanese Teahouse, Saint's Alp has indeed brought a new flare to the local food and beverage scene as well as the art of tea appreciation. Now, there are 39 Saint's Alp Teahouses in Hong Kong. Overall Findings The questionnaire included 23 questions designed to capture respondents' views on expectations of service, perceptions of the services provided by Shatin Saint's Alp Teahouse and thus any gap between the two. Respondents were asked to score each question on a scale from 1 to 7 where 1 represented low opinions of service and 7 high opinions. 40 useable questionnaires were returned for analysis There are 60 % of respondents fall in the 16-20-age category. Males and females were almost equally represented with 60% female and 40% male participation. According to the survey and the our observation we conducted, we find the following problems: Tangibility: It includes the physical
Human Resources Department The employees are the most important resource in a business. There are many other resources, which are money (capital), buildings, equipment, land and materials. The Human Resources department must motivate all employees in order to have a successful business. If employees work hard and are satisfied with there job then the Human Resources department have succeeded in doing there objective which will lead to accomplishing the departments aims. To keep an employee happy the Human Resources department must make sure that the following is available for all the employees, > Good working conditions. > To be treated fairly by your boss. > To know you are working in a safe environment. > To have opportunities to take further training. > To be able to develop yourself and have the opportunity to gain promotion. > To have protection against victimization, harassment, discrimination, and unfair dismissal. > To be treated equally, no matter what your gender or race or whether you are disable in some way. Human Resources department have many different activities, such as, > The recruitment, retention and dismissal of staff. > The training, development and promotion of staff. > The monitoring and maintenance of good working conditions. > Health and safety. > Liaison with employee organization and trade unions. Recruiting The Human Resources
The business that I have chosen is Waitrose, because I believe that this company provides good customer service, produces high quality goods and is also one of the country's leading food retailers, which shows that it is a well-liked company
Task 1 - Customer Service Introduction For this section on task one, I shall be identifying a business, on where I can explain and investigate how the company uses its customer service policies. The business that I have chosen is Waitrose, because I believe that this company provides good customer service, produces high quality goods and is also one of the country's leading food retailers, which shows that it is a well-liked company. For this section, I shall be producing a customer services manual which will be given to all members of staff, in my chosen organisation (Waitrose). This manual that will be provided will be a training guide with information that can benefit the staff and help them in a way that they are following the right policies and procedures for high quality valuable customer service, which Waitrose has set out. Also, part of this manual shall provide ideas on how customer service could be improved within the company through changes in policy and procedure, effective communication, skill enhancement and documentation. My manual will include plenty of information on customer service; here are some of the things I shall be including: * Identify and describe the various types of customers and their needs. * Explaining how Waitrose incorporates consumer protection into its customer services policy. * Indicating how Waitrose could improve their
Cadbury P5 Cadbury Dairy milk product mix: Cadbury Product: Cadbury Dairy Milk is UK best chocolate and was created in 1905. Recently, Cadbury Dairy Milk is sold in 33 countries and it globally well known brand. At the present more than 250 million bars sold every year. The Cadbury Dairy Milk comes with different taste so Cadbury customers' can enjoy the taste, these Cadbury Dairy Milk flavours are: * Whole Nut * Fruit & Nut * Apricot Crumble * caramel * Cranberry * Granola * Double chocolate Product quality; each of these Cadbury Dairy Milk contains 1/2 pound glass and a half full of fresh liquid milk. The product also is free from the artificial colour, salt and soya. Cadbury also provides for their customers the products nutrition on the website and on the product package. These features has encouraged the customers' to buy the Cadbury dairy milk chocolate as every one want to enjoy eat a quality chocolate. Cadbury Pricing strategy: Affordable price: The price of the chocolate bar must be reasonable and also it must include all costs such as the raw material, the staff wages, the VAT price and the bills. Cadbury may also use a specific pricing strategy to increase the demand, for example: Discounts strategy, this strategy will help to attracts the customers; it also will increase the product awareness and popularity in the market. Discounts can be used
Nowadays, more and more employers are watching what their employees do with the computers provided for them.
Introduction Nowadays, more and more employers are watching what their employees do with the computers provided for them to utilize their everyday jobs. The bosses want to know whether their staffs are abusing the trust given to them or not. With the help of affordable monitoring software, they can keep a close tab with the people they employ straightforwardly. Modern technologies are providing unprecedented opportunities surveillance. Not only they can monitor the e-mails sent and received by their employees effortlessly but also review the content of them. Same goes with reviewing the Internet usage and files stored in the computers. Employers can track down what kind of sites their employees actually visit during the working hours using Internet Monitoring Software. Some employees sometimes sneak in some online shopping sites or sneak over an e-mail joke using the company's resources at the time when they are supposed to attempt their jobs. This is the main reason why employers want to keep an eye on what the staffs are doing all through their working hours. They want to make sure that the employees are not wasting the company's time and money by doing something irrelevant to their responsibilities. The employees because there are many sexual harassment cases happen in the workplace involving the usage of e-mails, which later on can put the company in trouble if the case
The benefit programs in a company are critical for attracting new talents as well as motivating and retaining existing staffs.
Executive summary The benefit programs in a company are critical for attracting new talents as well as motivating and retaining existing staffs, and they should be in harmony with the company's strategic business objectives and culture. The purpose of this report is to review some of the current employee benefit programs in Philips Electronics Singapore, identify the related problems and make recommendations to better align the benefit programs with organization's strategic business objectives. The HR department collected staffs' feedback on employee benefits through online surveys and opinions contributed by managers of all levels. Based on the data collected, four issues are found to be the major concerns of both general employees and managers as they get most attentions and rank highest on priority chart. In response to staffs' request and suggestions, this report will focus on following four issues: tuition refunds, flexible work schedule, gym membership, and holidays with family. All these four issues have been practicing by Philips Singapore since a few years back. However, both employees and HR feel that it is necessary to make some adjustment to the current practices to better serve the demands arising from the changing society. From the standpoint of a HRM director, the recommendations tackling abovementioned issues are made with consideration of
Literature Review about Training Outsourcing Training Outsourcing has become a very popular amongst the training cycles during the last decade. A recent study appearing in Fortune Magazine (May, 2004) showed that outsourcing among U.S. companies is up 50% from four years ago and growing 15%-20% annually. Top functions for outsourcing include payroll, HR management, customer service, call centres, technology, and now corporate training. In a 2003 survey conducted by research firm IDC training emerged as the number one candidate for outsourcing. 1 Outsourcing is defined as the assignment of a business process to an external provider. Thus outsourcing providers have been called Business Process Outsourcing (BPO). However outsourcing should be differentiated from outasking where the latter means assignment of certain tasks only to outside providers. It is worth at this point analysing the advantages and disadvantages of outsourcing. Outsourcing providers and academic writers seem to agree on the fact that the major advantages of outsourcing are short term, i.e. cost cutting and long term i.e. freeing up time for strategic decisions. Nearly 48% of outsourcing decisions are made to reduce operational costs. The reason why outsourcing providers offer services at a reduced cost is that the outsourcing firm performs the same function on a much larger scale and therefore has more
The purpose of this report is to advise Coventry Sports Trust Limited (CST) on the key considerations and their significance on the proposed appointment of a Human Resource Manager.
Subject - Appointment of Human Resource Manager Report to: CST Management Team, Majorie Ridley 5th January 2004 Purpose of Report The purpose of this report is to advise Coventry Sports Trust Limited (CST) on the key considerations and their significance on the proposed appointment of a Human Resource Manager. The report will cover the various issues relating to new approaches in Human Resource management, procedures and practices for obtaining suitable employees, principles and procedures for monitoring and rewarding the employee, and employee exit from the organisation. The report will be on the basis of which the management team can reach a sensible conclusion on the way forward. Introduction Coventry Sports Trust Limited (CST) was formed in April 1999 and promotes healthy lifestyle options through the provision of sports and leisure services to those who live, work or visit the City. Such services had previously been provided by Coventry City Council. CST has operated without a Human Resource Manager since its establishment and now is in an ideal position to appoint such a role. We know that until now recruitment, reward, redundancy, grievance procedures, etc. have been very ad hoc and a point has now been reached where structure needs to be introduced as the Chief Executive Michael Rossington is beginning to worry that CST could be laying itself open to falling