...Business 4 Unit 4 [pic] Human Resources By the end of this unit you will understand: ❖ The role of the Human Resources Department ❖ The culture of an organisation ❖ Organisational structures ❖ Working practices available to employees within different types of businesses ❖ The recruitment process ❖ Contract of Employment ❖ Appraisal Part 1 – Human Resources The role of the Human Resources Department The human resources (HR) department is responsible for managing the staffing of an organisation. These responsibilities including hiring new staff (recruitment), providing staff training, carrying out staff appraisal and any other issues relating to staff welfare. The staff in this department will usually have some knowledge of employment law and will be able to advise the organisation in this area. Organisational Culture Different organisations operate in different ways. Some organisations operate in a formal way, whereas others are more relaxed. In the past, the culture of an organisation has been described as ‘The way things get done around here’. While one culture may work for one organisation, a different culture may work for another. It is, however, important that everyone working for that organisation understands, and works well within, the culture of that organisation. TASK 1 Like many organisations, schools have a set of values and everyone in the...
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...Business Resource P3 With Examples, you are to describe the main physical and technological resources required in the operation of your selected organisation. In this assignment I will describe the main physical and technological resources required in the operation of Tesco. Physical Resources Physical resources are resources that the business needs to maintain in order to carry out its activities. They mainly include things like facilities, buildings, machinery and more. These are resources that are available to a business’s organisations in form of buildings and other machineries needed for the day to day running of the organisation. Tesco have many physical resources such as their toilets, buildings, trolleys, CCTV’s. Toilets is a good resource to have within a good organization as it can attract more customers to not feel rushed into shopping because they need to go toilet they can shop at their own paste and use the toilet when they feel to. Another physical resource for Tesco is the car park so customers can park within Tesco’s car park and not have to worry about receiving a ticket, or checking their time to get back to the car before they get a ticket, this will also attract more customers to shop within Tesco. A recent physical resource that Tesco has brought in is the self-checkouts; this is good for customers that want to quick shop as Tesco can be quite busy on some days they don’t want to wait in the long queues so they can use the self-checkout which is...
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...Investigating Business Resources Introduction: In this assignment I will talk about what can happen to a business if costs and budgets are unmonitored. A budget is a plan for a distinct period of time. It may include things like planned sales volumes and revenues, resource quantities, costs and expenses, assets, liabilities and cash flows. It expresses premeditated plans of business units, organizations, activities or events in measurable terms. Budget helps to assist the planning of actual procedures by making managers to reflect on how the conditions might change and what steps should be taken now and by inspiring managers to reflect on problems before they come up. It also helps co-ordinate the actions of the organization by convincing managers to inspect relations between their own operation and those of other departments. Other essentials of budget include: * To regulate their resources * To communicate plans to numerous responsibility centre managers. * To persuade managers in order for them to achieve budget goals. * To assess the performance of managers * To deliver visibility into the company's performance In summary, the purpose of budgeting is stools: 1. Tools offer a prediction of revenues and expenditures, that is, concept a model of how a business might accomplish monetarily if certain strategies, events and plans are carried out. 2. Tools enable the actual monetary process of the business to be measured against the forecast. ...
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...The purpose of this document is to request approval to complete a research proposal which seeks to determine which small business resources offer value to Electronic Document Management, Inc. The primary areas of concern are in regards to: improving the company's ability to network with larger companies, improving the company's finances, and determining the technological needs of the company. The objective of the research is to assist to ensure the long-term success of the company, and also to ensure the company has the technology available to comply with the policies present in the financial and healthcare sectors. PROBLEM Electronic Document Management, Inc. may not be utilizing all of the small business resources available to the company. Relevant to professional business networking, Electronic Document Management, Inc. has recently experienced difficulties establishing new working contracts with larger companies. In regards to the finances of Electronic Document Management, Inc., the company was recently rejected for a commercial loan application. The company also recently expanded to a second office location. The recent expansion of renting out a second office location imposes additional constraints to the daily and monthly budgets, and therefore operating under this current business model may not be sustainable over a long-term period of time. In regards to technological capabilities, the company does not have any electronic billing system in place...
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...| Unit number and title | BTEC Level 3 90 Credit Diploma in Business | Unit 2: Business Resources | Learner name | Assessor name | | Sarah Price | Internal Verifier | Date Verified | | | Date issued | Hand in deadline | Submitted on | | | | | | Assignment title | Managing Human, Physical and Technical Resources (LO1&2) | In this assessment you will have opportunities to provide evidence against the following criteria. Indicate the page numbers where the evidence can be found. | Criteria reference | To achieve the criteria the evidence must show that the learner is able to: | | Task no. | | Evidence | P1 | Describe the recruitment documentation used in a selected organisation. | | 1 | | | P2 | Describe the main employability, personal and communication skills required when applying for a specific job role. | | 2 | | | P3 | Describe the main physical and technological resources required in the operation of a selected organisation. | | 3 | | | M1 | Explain how the management of human, physical and technological resources can improve the performance of a selected organisation | | 2&3 | | | M2 | Assess the importance of employability and personal skills in the recruitment and retention of staff in a selected organisation. | | 2 | | | D1 | Evaluate how managing resources and controlling budget costs can improve the performance of a business. | | 2&3 | | | Learner declaration | I certify...
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...m w e a n Business Strategy and Human Resource Management: Setting the Scene Ed van Sluijs & Frits Kluytmans MERIT Open University This article is based on a journey through the wilderness of strategic human resource management. Part 1 gives an overview of the recent literature on this topic, particularly pertaining to the two issues which received have most attention until now: the relational aspects and the content aspects. In part 2, we go deeper into the wilderness and explore the least known aspect of strategic human resource management, namely the process aspects. This exploration is based on the simultaneous study of the (scarce) literature and four cases. Finally, the connection between the three aspects is investigated. INTRODUCTION Increased integration between human resource management and business strategy is one of the most important demands that are placed upon modern strategic human resource management. In both the management and the academic literature, it is generally acknowledged that the strategic deployment and management of personnel can contribute to the success and continuity of the firm. Some go even further by stating that a firm’s human resources form the basis of the firm’s competitive advantage. In this view, the human resources are the most important assets of an organisation. At the same time, in addition to the importance of the human resources as such, it is believed to be important that the management of the human resources should be in perfect...
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...Human Resources Management in Business Today, I will describe the internal and external factors to consider when planning the human resource requirements of Tesco. Tesco is one of the major retailers in the world. They function in 14 different countries around the world. Some of them are UK, Slovakia, China, India or Hungary. Only in UK Tesco employs 300,000 people in over 2,900 stores. Tesco sells different ranges of product; groceries, clothes, furniture, technical equipment and many more. Whoever wants to shop at Tesco doesn’t have to even leave the house to do it. They offer online shopping option so customers can buy their everyday shopping and get it delivered usually the same day. Tesco’s main aims and objectives is to maximise the sales and profits and maintain they place in the market. They want to offer the best possible, deals and prices for their customers and meet their needs in order to stay the leading supermarket in UK. Human Resources Management Human Resources Management is the management of the organisation’s workforce. Its main role is to attract, select, recruit and train employees. Its main aim is to make sure that the organisation get the right people to work which can enable every firm to make profit and become successful. Human Resource Planning Human Resources planning is a process of looking at the current workforce and planning what is going to be needed in the future. The process helps to identify future gaps in workforce and develop...
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...HUMAN RESOURCE MANAGEMENT AND BUSINESS GROWTH As business organisations move further into the twenty-first century, Sims (2002: 13) asserted that it is becoming absolutely clear that the effective management of an organisation’s human resources (HR) is a major source of competitive advantage and may even be the single most important determinant of an organisation’s performance over the long term. With the integration of HR issues with business issues and of human resource processes with management processes, it is only logical that the HR staff function should be integrated with the business organisation, rather than being a separate entity. Companies are radically restructuring the HR function and redefining its roles. According to Gunnigle, Heraty and Morley (2002: 2), the objectives of integrating it with business strategies include reducing overhead expenses, focusing time and resources on activities that add the greatest value to the business; reducing attention given lower value activities, aligning staff more closely with the business, as part of the management team at each level and addressing important people-related business issues more effectively. For a sole trader who wishes to grow the business through engaging the services of additional people, it is of foremost importance that the business owner review his or her recruitment and selection policy and all the associated documentation including job descriptions and personnel specifications, application forms etc...
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...Title of report Business Issues and the Contexts of Human Resources Centre Module Name Submitted by Tutor Submission Date Word count CIPD Membership Number Contents LO3: Understand the role of HR in the managing of contemporary business issues and external contents. 3.1 The forces shaping the HR agenda ………………………………………………………………………………4 3.2 How HR contributes to organisational effectiveness ……………………………………………………4 3.3 HR’s roles and functions in management structures ……………………………………………………5 3.4 HR’s contribution to business ethics and accountability ………………………………………………5 LO4: How organizational and HR strategies and practices are shaped and developed 4.1 The role of HR in strategy formulation and implementation ………………………………………..6 4.2 Techniques and tools used to analyse organisational and business environment …………7 4.3 Vertical and horizontal integration ………………………………………………………………………………7 LO5: How to identify and respond to short term changes in the business data for planning purposes 5.1 HR’s role in business planning ……………………………………………………………………………………8 5.2 Environmental planning and the sources of business data for planning purposes ………8 5.3 Evaluate how agreed strategies, policies and plans are put into action within organisations … Bibliography …………………………………………………………………………………………………………………………9 Appendix …………………………………………………………………………………………………………………………….10 SWOT ANALYSIS …………………………………………………………………………………………………………………..11 PESTLE...
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...How managing resources can improve the performance of the business Managing costs is a very important aspect of managing financial resources. If expenses are not managed effectively, this can lead to low profits and the business being potentially unable to pay its expenses. Keeping within a budget, increasing income in order to cope with change, making sure that working capital is available and making sure that money set aside for emergencies is all part of the balancing exercise. Human resources Barclays HR team works to ensure that the organisation and people strategies are aligned. They make sure that all of their employees have the opportunity to grow and develop and get the best out of their jobs and careers. Strategic Human resource management is a plan that facilitates the way an organisation is being run. There are different ways in which human resources in Barclays operate but they focus their attention on three main areas of management which are; staffing, employee compensation and defining or designing work. The target of the human resource department is to optimize the effectiveness of its employee in order to maximize productivity and increase profit. The basic mission of human resources is to acquire, develop and retain talent; align the work force with the business; and be an excellent contributor to the business. The human resources department of Barclays must provide executive management with fundamental ideas that will help to not only gain market share...
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...Stephen Ogabi 09:09:14 REGENT COLLEGE HIGHER EDUCATION BTEC LEVEL 3 CERTIFICATE IN BUSINESS BUSINESS RESOURCES 1. INTRODUCTION A business organisation can be defined as a commercial or industrial enterprise which involves a group of people that are managed and structured to meet a need or aiming towards actualising the business purpose. The main purpose of this assignment is to determine the essential documentations needed to carry out all employment related activities. This assignment will as well attempt to verify the impact of those aspects of non-financial resources, known as (physical, technological and human resources). In other words, it will clearly demonstrate the range of internal and external sources of finance related to the choice of London borough of Hackney Council as a reputable local authority. In conclusion, it will define the reality of the financial resources and the related importance in the daily running of the organisation. Historical background of Hackney Council The first real records of settlement in Hackney date back to Saxon times. Before this most of the borough was farmland, providing food for the Roman city of Londinium, whose defensive walls rose up just south of Shoreditch. Two major Roman roads ran through Hackney. What is now the A10 was once the Roman trunk road to Lincoln and onto York. A second major road ran along Old Street and then through Bethnal Green and eventually to Colchester. As one of five...
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...Kluytmans MERIT Open University This article is based on a journey through the wilderness of strategic human resource management. Part 1 gives an overview of the recent literature on this topic, particularly pertaining to the two issues which received have most attention until now: the relational aspects and the content aspects. In part 2, we go deeper into the wilderness and explore the least known aspect of strategic human resource management, namely the process aspects. This exploration is based on the simultaneous study of the (scarce) literature and four cases. Finally, the connection between the three aspects is investigated. INTRODUCTION Increased integration between human resource management and business strategy is one of the most important demands that are placed upon modern strategic human resource management. In both the management and the academic literature, it is generally acknowledged that the strategic deployment and management of personnel can contribute to the success and continuity of the firm. Some go even further by stating that a firm’s human resources form the basis of the firm’s competitive advantage. In this view, the human resources are the most important assets of an organisation. At the same time, in addition to the importance of the human resources as such, it is believed to be important that the management of the human resources should be in perfect fit with the management of the organisation as a whole and its strategic plans. However...
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...CIPD Level 5 Diploma in Applied Human Resources | Assignment: Understanding the Business Context of Human Resources (5CBIC) | Name: Sian GluckTutor: Tim BatesDate: 29/08/2014 | No. | Understanding the Business Context of Human Resources (5CBIC)Contents: | 1.0 | Compare two different types of organisation and their operational/business purpose (AC:1.1) | 2.0 | Assess how business type and purpose affects the HR Function (AC: 1.2) | 3.0 | Explain how different organisational structures and management roles can impact on the HR Function (AC: 1.3) | 4.0 | Explain the role of the HR function in formulating organisational strategy (AC: 3.2) | 5.0 | Explain how organisational strategy is translated in HR strategy and policy (AC:3.3) | 6.0 | PESTLE Analysis | 7.0 | How does PESTLE or SWOT affect the organisation’s HR Function (AC: 2.1, 2.2, 2.3, 2.4) | 8.0 | Analysis of techniques/tools you used and conclusion(AC: 2.5, 3.1) | 9.0 | Reference List | 10.0 | Bibliography/Webography | 11.0 | Appendices | Assignment 1: Understanding the Business Context of Human Resources 1.0 Compare two different types of organisation and their operational/business purpose (AC:1.1) There many different types of organisations, such as: Large private sector, public sector, voluntary sector, SME’s, networked organisations and multinational organisations, as defined by Taylor and Woodhams (2014). This is a comparison of two of these types, focusing on the large private...
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...Summary There are several points which have to be consider when setting up personnel management function in the large and fast growing organisation. Having such function in the business requires some preparation and knowledge of what may be good and beneficial and what may be bad and unprofitable. Knowing the differences between personnel management and human resources management would lead to being able to choose which of these two functions would be the best for the business and which one is worth the money and time. This report also includes deep discussion on what kind of people to appoint under the direction of a manager and what activities line managers should do and be responsible for. The next section of the report looks at recruitment over the internet. It looks at its advantages and disadvantages and discusses which method is more appropriate for the company. It describes and gives the possible solutions to the difficulties of recruitment junior and administrative staff over the internet. It gives the possible advice of how to adapt the internet as a resource of recruitment and it answer the question whether it meets the equal opportunities. Finally it determines why the interviews at ProConsul are so poor and gives advice on what should be improved and changed in order to sift out the poor prospects of the recruitment process. Introduction This report focuses on personnel departments in ProConsul organisation, one of the largest independent firms of chartered...
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...Job advert A job advert is can be found in newspapers, on websites, notice boards in companies when there is a need for staff and it should be focus on the person that the company try to attract. Job adverts should hold simple and short sentences. To make the advertisement attractive bullet points could be used to list the requirements.The job advert that I found on Canterbury College website is Lecturer in Business (Marketing) Higher Education & Access. CV (Curriculum Vitae) A curriculum vitae is a document which hold information of the person. The information it covers are their skills, qualifications and backgrounds. Application letter “An application letter is merely another name for a cover letter, the official business letter often included with a job application and/or resume and sent to a prospective employer.” (http://www.ehow.com/facts_5003488_definition-application-letter.html ) Job description A job description is a statement of a specific job and it is useful format to list details like salary, location, start date, role, responsibilities, purpose, experience required and working conditions at the workplace This gives a clear idea people about what their job role is going to be like. The job description that I have chosen from Canterbury College website shows that their main requirements from the applicant is that to be able to provide the best education to students. Person specification “These are the skills that a job candidate must have...
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