Accurately describe the responsibilities covered by the human resources function in the business, showing a thorough understanding of the importance of these resources to the business.
Gurpreet Birdi Unit 4: Human Resources E1: accurately describe the responsibilities covered by the human resources function in the business, showing a thorough understanding of the importance of these resources to the business Human resources department's main purpose is to recruit, select, train and develop staff, deal with redundancies, wages and salaries administration and look after staff welfare, health and safety and security. This mean that the human resources department has to focus on finding the right people, training and developing them so that they can achieve their maximum potential, high levels of morale and motivation. The main role of a personnel department at WHSmith is to manage the human resources. The human resources department at WHSmith has many different job roles. The different job roles that the HR department focuses on are training and development, personnel and pay rise. These include: . Recruitment: this involves replacing candidates or refilling the candidates with new vacancies if the business is expanding. 2. The Selection Process: this involves interviewing the right candidate for the job. The interviewer would be successful if they have good experience and has the good qualifications. 3. The Staff Records: this involves keeping records for every employee working in the past and present. The records are kept on a computer database. On
Foundation Degree (FdSc) in Food Manufacturing Management Detailed GMP inspection Report On Shetland SeaFish (Hull) Ltd Module 2 - The Food Industry NAME:Steve Norman Section Introduction Audit objectives Why Audit? The intentions of this Audit are as follows: Using a recognised GMP standard (UNIDO/BRC) assess and quantify the effectiveness of the current quality system that is in place. Recommend, upon review, strategies for improvement that can be made to meet, and potentially exceed, the minimum retail requirements. * Upon completion, allow the business to set attainable goals and objectives in order to drive the business forward. This is in an efficiency, production and legal capacity. Company Profile Shetland SeaFish (Hull) limited started trading in 1922 as a specialist manufacturer of frozen fish products. The company employs 50-60 staff on site and has a total of 80-100 employees working throughout the group. The group has three factories. The other two are involved in primary processing and fish farming in the Shetland isles. The company supplies supermarkets, discounters, fish wholesalers, frozen food distributors and food service companies. The main market is the UK but the company also has a small export trade. Shetland SeaFish (Hull) limited has implemented a tightly controlled system of operational procedures including a fully documented HACCP
An Evaluation of the European Computer Driving Licence (ECDL) as used by AEGON UK Services Contents: Page 1) Introduction Page 2) Rationale Page 4) Background Page 7) Research Page 19) Analysis of Data Conclusions Appendices A) Project Proposal B) Questionnaire C) Completed Questionnaire References Bibliography . Introduction The research project includes the complete lifespan of the work from the rationale to the conclusion. I examine the reasons for conducting the research, how the Company might benefit from the experience and how trainers may reflect and add to their toolbox of skills and knowledge. The project also considers the background to the European Computer Driving Licence (ECDL) and how this came to AEGON UK Services, what role Workplace Training Services had to play and what part of strategy ECDL was designed to meet. The main body of the project, the research itself, sets out to consider a range of questions related to the evaluation of ECDL within a financial services setting which I believe is a valuable piece of research that is not presently widely available. The research considers the practical implications of the work and the justifications for following the particular actions undertaken. The conclusion draws the project together and provides answers to the questions considered above. Does ECDL add value within the business, have
MANAGEMENT OF HUMAN ASSETS AT INFOSYS* "Our assets walk out of the door each evening. We have to make sure that they come back the next morning." (Narayana Murthy, CEO Infosys). At a time w hen organizations are debating the strategic importance of their human resources, Infosys, a consulting and software services organization, includes its human resources on its Balance Sheet to affirm their asset value1. Mr. Mohandas Pai, the Chief Financial Officer of Infosys, provides a rationale for this practice: "Investors examine financial and non-financial parameters that determine long-term success of a company. These new non-financial parameters challenge the usefulness of evaluating companies solely on traditional measures as they appear in a typical financial report. Human resources represent the collective expertise, innovation, leadership, entrepreneurial and managerial skills endowed in the employees of an organization. Our representation is based on the belief that intangible assets provide a tool to our investors for evaluating market-worthiness of Infosys." As a know ledge-intensive company, Infosys recognizes the value of its human assets in maintaining and increasing its competitive position. At the same time, Infosys realizes that these assets can easily "walk aw ay", as competitors in India and abroad covet its IT talent. Consequently, the challenge
Employees are a business's most important assets; this is why they created the Human Resource department.
Task 1 Employees are a business's most important assets; this is why they created the Human Resource department. Its purpose is to manage, train and look after the workers of the business. It is also their responsibility to implement health and safety legislation at work and look after the employees. There are many roles that this department manages; these ultimately help the business to achieve its objectives. These include: * Manpower planning. * Recruitment and selection. * Induction and training. * Promotion and transfers. * Appraisal and termination of employment. * Rewards and conditions of employment. * Working conditions. * Career development and welfare. * Wage bargaining and disputes. An effective and efficient business manages their employees or human resources well. The better this is done, the more the workers will be happier, better motivated, more productive and more responsive. Badly managed workers are more likely to skip work, be less enthusiastic and less willing to show initiative. The HR department at Chester Zoo fulfils the responsibilities of looking after its staff according to court laws and employees' rights. It has to deal with employee issues such as equal employment and unjust dismissal, plus in rare occasions, drug testing and "Aids in the work place". There are several things involved in human resource, these are: * Planning how to
.0 A Report on How Richer Sounds Functions Letisha Whyte 18th January 2005 4.1 A Classification of the business according to its ownership, and an explanation of the benefits and constraints of this type of ownership Richer Sounds is part of the Private Sector, which consists of businesses who seek to make a profit. Julian Richer is the sole owner of Richer Sounds, which means he has full control over the business, but the Directors run it. Richer Sounds is a regional unlisted Public Limited Company, which means it is not listed on the Stock Exchange. Julian Richer is owner of all the shares of Richer Sounds, but the official name of the company is still Richer Sounds PLC, even though the shares are not for sale to the public. Julian Richer also gains the advantage of limited liability, which means he is not personally liable for any of the company's debts. The most he can lose is the money he has invested in the company, so he has not put any of his personal possessions at risk. 4.1.1 Richer Sounds' Legal Requirements Richer Sounds also have legal requirements that it has to abide by; such as they must have its name and address, ect registered at the Companies House where they will also have to send annual returns and financial statements. This is one of the disadvantages of being a Limited Company the fact they have lots of paperwork due to annual statements. The
Introduction For this report I have been asked to write a report on a medium - large company. I have to investigate the company's ownership, objectives, functional areas, its management style and culture, what ICT and communications that it uses; finally I have to investigate a businesses production and quality. The business that I have chosen is J Sainsbury's PLC. Sainsbury's was founded in 1869 by John James and Mary Ann Sainsbury. They opened their first small dairy shop at 173 Drury Lane, London. Drury Lane was one of London's poorest areas and the Sainsbury's shop quickly became popular for offering high-quality products at low prices. It was so successful that further branches were opened in other market streets in Stepney, Islington and Kentish Town. By 1882 John James Sainsbury had four shops and had plans to expand his business further. He opened a depot in Kentish Town, north-west London, to supply this growing chain and, on the same site, built bacon kilns which produced the first Sainsbury brand product. It was also in 1882 that John James opened his first branch in the prosperous suburb of Croydon. This shop sold a wide range of 'high-class' provisions and was more elaborately decorated than the earlier shops. By the early 1970s, however, it had reached a scale and stature that warranted public status. The company's public flotation in 1973 was at the time
The business I have chosen to report about is a high quality sheet fed printers called The Colourhouse. This means that they provide the best possible printing work that they can.
Unit 1: Business at Work Introduction The business I have chosen to report about is a high quality sheet fed printers called The Colourhouse. This means that they provide the best possible printing work that they can. Sheet fed printers are best suited for shorter runs and where showcase quality is required. Sheet fed presses can also run heavier paper and conversely web presses can run newsprint or other thin paper. The machines in The Colourhouse can turn the sheet over within the press and print both sides at once. The Colourhouse was established 11 years ago in 1993 when four people invested their money into the company and called it Scott Colour. The four owners who invested their money into the company became directors of the company and still work in the firm. They own The Colourhouse. Two years ago the company changed its name to The Colourhouse and the location of the firm was moved to a bigger outlet in Deptford. This was because a major shareholder decided to sell his share of the business who was called Scott. The other owners decided to then change the name and change the logo of the company as well. The company now has 93 people working for it. Some of their clients include Aston Martin Lagonda, Transport for London, Barclays Bank PLC, J Sainsbury PLC, De Beers, Ford Motor Co, The Tate, Tesco and BP and of course many leading and advertising groups
Unit 4 - Human Resources Introduction I will be looking at the way Safeway's Human resources management is run, Safeway is one of the leading grocery retailers in the UK with annual sales of around £9 billion, 90,000 employees and nearly 480 stores nationwide. Their stores attract around 8 million shoppers every week. Originally they were a US owned company called Safeway Food Stores Ltd. Their first UK store was opened in Bedford in 1962. Over the next two decades the company's portfolio of stores rose to 133, establishing it as a serious player in the booming UK food retailing market. This success reflects the radical changes they have made in the way they do business and their strategy is based on four key objectives which is focus on product and price, best at fresh, best at availability and best at customer service Argyll was formed in 1977 by James Gulliver and named after his Scottish birthplace, the company grew rapidly through acquisition, and during the 80s Argyll focused its retailing operation on the Presto brand while also operating a range of other food and drinks businesses. By 1987, Argyll had the necessary financial muscle to make a bid for the Safeway name and estate. In February 1987 Argyll bought the UK arm of Safeway for £681m and with it came a distribution network and the 'Safeway' name, a programme was launched to integrate the best systems and
Sasha Caddy, RM11. 12/02/04 UNIT 2: Communications in Health & Social Care During the course of thirteen weeks I visited my work placement which is a pre-school setting known as 'Alphabet Corner Nursery' located in North End in Portsmouth. The majority of the time spent at this placement was interacting with numerous children of different ages, from 3 months to 8 years. I also communicated with the staff and observed the way the parents and staff also interacted. I thoroughly enjoyed attending this setting every Wednesday from 1:30p.m until 4:30p.m, because it was interesting to see how a nursery was run and how communication helped each child to develop in their own learning skills. Communication is the process of sharing ideas or thoughts, information, and messages with others, whether this is with one other person or with several people, at a particular time and place. Communication can include writing and talking, not only do we communicate verbally but there is also non-verbal communication, such as facial expressions, body language, or gestures. There is also visual communication, such as the use of images or pictures and electronic communication, for example telephone calls. Communication is a vital part of personal life, it is important in any situation where people encounter each other. Communication enables the interaction between two people or a group of