...P1 In this task I am going to describe the internal and external factors to consider when planning HRM requirements for Tesco PLC. Tesco PLC is one of the largest food retailers in UK. It has changed a lot over the last 8-10 years. Thanks to HR guidance it has improved all his sections and departments. To maintain this growth Tesco has to offer new services and products by using new selling strategies. To improve Tesco performance the HR changed the internal and external factors. Internal factors Organisational needs and skills requirements: organisational needs are constantly changing that is why Tesco’s HR has to training the employees as far as they can keep their position. The organisation must watch the marketing in order to open new stores in other countries or in other regions. In this way the business will need to expand its organisation needs(which are also called workforce) and these new people must be trained and also must be able to speak other languages(if the store will open in different countries). However, nowadays the technology that Tesco had include in its supermarkets, has affected the organisational needs because by using the equipment customers do not need more than two people to help them. Workforce profiles: As any business Tesco has got workforce profiles which include information such as: gender, age, ability and ethnicity. In fact, if Tesco had people who retire at the same time, Tesco would be able to cover them by introducing new employees...
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...the scarcest of resources : human intelligence ! Authority will be increasingly challenged B. HRM trends Some key challenges : ! demographics (talent shortage, ageing population, changing family patterns, diversity) ! economics (health costs, retirement costs, demand for qualified workers, M&As) ! globalisation (off shoring, uniformisation of labour standards, CSR & NGO, safety & security) ! technology (knowledge management, eLearning, protection of intangible assets) C. Strategic Human Resource Management Analysing work & designing jobs A. Job Analysis ! systematic gathering and organization of information concerning jobs : tasks / duties / responsibility You do this job analysis with : questionnaires, interviews, direct observation, and logs or diaries. The uses of job analysis : legal, recruiting, selection, performance, compensation, training, career dvpt. B. Job description ! document that identifies and defines a job in terms of its tasks, duties, responsibilities, working conditions, specifications. - Identification information : non-discrimination / up-dated / agreed - Job summary - Job duties and responsibilities - Job specifications and qualifications C. Types of employment Standard contract / Flexible contract Florent Malbranche © ! EDHEC BUSINESS SCHOOL 2010/1011 Human resource management! page 2 / 8 Training & Employee Development Training = process of providing employees with specific skills or knowledge in order to help them to improve their job efficiency...
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...Human Resource Management, 12e (Dessler) Chapter 9 Performance Management and Appraisal 1) Which of the following terms refers to the process of evaluating an employee's current and/or past performance relative to his or her performance standards? A) recruitment B) employee selection C) performance appraisal D) employee orientation E) organizational development Answer: C Explanation: Performance appraisal means evaluating an employee's current and/or past performance relative to his or her performance standards. Performance appraisal always involves setting work standards, assessing the employee's actual performance relative to those standards, and providing feedback to the employee. Diff: 1 Page Ref: 306 Chapter: 9 Objective: 1 Skill: Concept 2) The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to ________. A) apply for managerial positions B) remove any performance deficiencies C) revise their performance standards D) enroll in work-related training programs E) change their peer evaluation procedures Answer: B Explanation: The purpose of providing feedback to the employee is to motivate him or her to eliminate performance deficiencies or to continue to perform above par. Diff: 2 Page Ref: 306 Chapter: 9 Objective: 1 Skill: Concept 3) Which of the following is NOT one of the recommended guidelines for setting effective employee goals? A) assigning specific goals B) assigning measurable goals C) assigning...
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...Topic: Plagiarism Title: Student Plagiarism and the use of a Plagiarism Detection Tool by Community College Faculty Rationale This study sought to better inform community college administrators and faculty regarding possible factors that contribute to higher levels of student plagiarism and to suggest appropriate preventative or responsive interventions. The specific purpose of the study was to investigate a set of faculty related factors that may be associated with particular levels of suggestive plagiarism. Suggestive plagiarism is an intentionally chosen term to capture the fact that TII reports on submitted papers only and that may, but not necessarily, infer actual plagiarism. It does not assess a student’s intent or ignorance of the rules of source attribution. This reality of the tool is discussed at greater length later in this study. This study guide aims to help you to understand what plagiarism is in the context of academic work, and offers guidance on how to avoid it. Introduction Plagiarism, and the larger issue of ownership of the written word, is not as easy to define as it might first appear. Many writers on the topic of plagiarism and academic honesty have attempted to define the term. It comes as no surprise that the use of the Internet is on the rise and that the high school and college students of today see it as an integral and vital tool for their learning. The combination of the ubiquitous nature of computers, the internet and other information technologies...
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...to change and ultimately lead to achieving organizational strategic and operational goals. The report findings are significant in that, they show the importance of Honeywell HR practices in guiding the organization's success and work like an index to show whether the organization is in the right direction or not towards achievement of its objectives. Contents ABSTRACT 2 Introduction 4 Honeywell overview 5 Honeywell HRM practices 6 Honeywell HR Functions 7 Management and HR function of Honeywell that support its objectives 7 Honeywell performance management 9 Rewards and Recognition Methods within Honeywell 9 Methods Honeywell uses to improve employee morale and job satisfaction 10 Methods for measuring employee morale and job satisfaction 11 Honeywell challenges 12 Honeywell Major Recommended Strategy 13 The value gained by implementing the strategy 14 Conclusion 15 Reverences 16 Introduction (Human resource is an essential part of successful of an organization, and it is considered as one of the primary sources of gaining competitive advantage that enables an organization to stay on a competitive edge in the global marketplace. Human resource management is a process of recruiting and directing people who work for the organization towards...
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...Time Management Techniques – A Literature Review Kara Sterago Liberty University Dr. Wentlandt 12 December 2014 Time Management Techniques – A Literature Review Abstract The purpose of this literature review is to review various documented methodologies to approaching time management. Approaches to time management are reviewed from both a student and a professional (business) setting. This review finds that behaviors surrounding time management have a demonstrated relation to a student or professional’s perception of their ability to control their environment. This includes available time, response to stress in their environment, and level of performance. 1. Introduction One thing that can be heard ringing through any office building, college library or study hall, and many other professional settings is complaint. Complaint that there are not enough hours in the day, days in the week, weeks in the month, etc. How can we be expected to get all this done? All of these complaints lead to the discussion of managing one’s time. In order to manage your time, one must know what time management is. With a quick Google search, or a trip to the self-help section of the book store, you can find an abundance of resources ready at your fingertips, offering you various “must-have” guides to your time management success. One thing you will not find, however, is a consistent definition of time management. So what is time management? Time management is a concept that has...
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...UNIVERSITY OF NICOSIA NAME: ADEWUMI TEMITOPE EYITAYO DATE: 26TH OCTOBER 2014 ASSIGNMENT 2 MBAN 609 HUMAN RESOURCES MANAGEMENT Introduction In today’s business environment the ability to distinct an organizations in the really sense lies in the way its human resource is integrated into the organization’s process and procedures and this reflect in the way the business perform. It has become very visible that no matter the strategies employed by any organisation it may not achieve the desired goal when the people that remain the greatest asset are not aligned with the business vision and mission, that is to say the way employees are engaged, trained, remunerated, motivated and cared for in the work environment and this as tremendously affected the performance of organisation. Competition is also becoming very rife and factors that distinguish businesses are being strategically designed to knock out competition by building an organisation that cannot be easily copied or imitated. Changes in the business environment is very fast and rapid so business needs to provide for an environment that is quick in adapting to the changes and dictate that needs to be done to put business on the right footing with minimal negative effect on deliverables, By so doing the organisation can get better commitment from it employee, it also further minimizes its operational cost and so doing making the business cost effective and makes all available...
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...goals. This performance management guidance relates to the management of employee performance (i.e., planning, developing, monitoring, rating, and rewarding employee contributions), rather than performance-based or performance-oriented approaches to managing, measuring, and accounting for agency program performance. While these concepts can and should be linked and integrated, they remain distinct in some respects, particularly with regard to establishing individual accountability and dealing with poor performers. Performance Appraisal: Performance Appraisal is the part of the performance assessment and management process in which an employee’s contribution to the organization during a specified period of time is assessed. Performance feedback lets employees know how well they have performed in comparison with the standards of the organization. Delivering and receiving performance feedback can be an emotionally laden process that dramatically affects employees attitudes toward the organization and themselves. Performance management is the systematic process by which an agency involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals. Employee performance management includes: • Planning work and setting expectations, • Continually monitoring performance, • Developing the capacity to perform, • Periodically rating performance in a summary fashion, and • Rewarding good performance...
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...Important to All Managers? 5 Line and Staff Aspects of Human Resource Management 6 Line Managers' Human Resource Duties 6 Human Resource Manager's Duties 7 New Approaches to Organizing HR 9 Cooperative Line and Staff HR Management: An Example 9 Moving from Line Manager to HR Manager 10 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 10 Globalization and Competition Trends 11 Indebtedness ("Leverage") and Deregulation 12 Technological Trends 12 Trends in the Nature of Work 13 Workforce and Demographic Trends 14 Economic Challenges and Trends 15 IMPORTANT TRENDS IN HUMAN RESOURCE MANAGEMENT 16 The New Human Resource Managers 16 Strategic Human Resource Management 18 High-Performance Work Systems 19 Evidence-Based Human Resource Management 19 19 • EVIDENCE-BASED HR: Why Should You Be Evidence-Based? Managing Ethics 20 HR Certification 20 THE PLAN OF THIS BOOK 21 The Basic Themes and Features 21 CHAPTER CONTENTS OVERVIEW 22 Part 1: Introduction 22 Part 2: Recruitment and Placement 22 Part 3: Training and Development 22 Part 4: Compensation 23 Part 5: Employee Relations 23 The Topics Are Interrelated 23 4 VII viii CONTENTS CHAPTER SECTION SUMMARIES 24 DISCUSSION QUESTIONS 24 INDIVIDUAL AND GROUP ACTIVITIES 25 EXPERIENTIAL EXERCISE: HELPING "THE DONALD" 25...
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...following is not a potential advantage of using good project management? a) Shorter development times b) Higher worker morale c) Lower cost of capital d) Higher profit margins 3. Which of the following is not an attribute of a project? a) Projects are unique b) Projects are developed using progressive elaboration c) Projects have a primary customer or sponsor d) Projects involve little uncertainty 4. Which of the following is not part of the triple constraint of project management? a) Meeting scope goals b) Meeting time goals c) Meeting communications goals d) Meeting cost goals 5. The first stage of any project is a) Proposal b) Conceptualization c) Implementation d) Management 6. is the application of knowledge, skills, tools and techniques to project activities to meet project requirements. a) Project management b) Program management c) Project portfolio management 1 IIB M Institute of Business Management Examination Paper of Certified Project Management Professional d) Requirements management 7. Project portfolio management addresses project management addresses a) Strategic, tactical b) Tactical, strategic c) Internal, external d) External, internal goals of an organization, while goals. 8. Several application development projects done for the same functional group might best be managed as part of a a)...
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...Research in Higher Education Journal Development of a multidimensional thinking styles scale based on theory of mental self–government for sixth grade students Niorn Chaiyapornpattana Prachabumrung School, Bangkok Metropolitan Administration,Thailand Suwimon Wongwanich Chulalongkorn University, Thailand ABSTRACT: This study designed 1) to develop a multidimensional thinking styles scale based on theory of mental self-government for sixth grade student 2) to investigate quality of the developed scale 3) to study profile of styles of sixth grade student and a relation of profile of styles of student in each dimension and background of gender and grade with the group sample of 1,545 sixth grade students from schools affiliated with the Office of Basic Education Commission, Education Department Bangkok Metropolitan Administration, and Office of the Private Education Commission. Thinking styles scale for sixth grade student was utilized in this study and received information was analyzed by using Nominal Response Model (NRM), Confirmatory Factor Analysis and Cluster Analysis. The results revealed that: 1) Thinking styles scale comprised 5 dimensions of function, form, level, scope and leaning with reliability at .872, .913, .722, .777 and .799 respectively and construct validity by confirmatory factor analysis found that 5 dimensions of thinking styles scale conformed to the empirical data (CFI were .918 to .975, TLI were .919 to .988 RMSEA were .036 to .046 and SRMR were .060...
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...Faculty of Business Administration Semester January / Year 2015 BBMR4103 RELATIONSHIP MARKETING 1.0 Introduction Tesco is the world leading retailer in United Kingdom and has now entered the retail industry in Malaysia. Tesco Stores (Malaysia) Sdn. Bhd. was established on 29 November 2001, partnering with Tesco Plc UK and Sime Darby Berhad. Sime Darby holds 30% of the total shares. The first Tesco hypermarket was opened in 2002, at Puchong, Selangor. Today, Tesco Malaysia has nearly 15,000 employees and 43 stores in Malaysia. Tesco Malaysia started to operate in two formats which are Tesco Hypermarket and Tesco Extra Hypermarket. Tesco Hypermarket is a place that offers customers a complete one stop shopping for their needs from fresh food to groceries, from household needs to apparel. It carries more than 86,000 lines of products including nearly 4,000 own brand of products ranging from food to non-food items. Tesco Extra Hypermarket serves the needs of small businesses, families and individuals all under one roof by providing a comprehensive range of products and services focused for small businesses including bigger pack sizes, special trolleys and checkouts as well as a dedicated business development team to support small business owners with their orders. Tesco Malaysia believes that their success depends on people, which include the people who shop with them and people who work with them. If customers like what was offered to them, they are more likely...
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...In brief: This chapter gives an overview of the selection process, testing concepts, types of tests, and selection techniques. It also addresses legal and ethical questions surrounding the area of testing and selection. Interesting issues: Most companies desire reference and background information to make employment decisions, however, most companies also have policies against giving out any information on current or past employees beyond basic job titles and dates of employement. Students need to see the tug-of-war between privacy rights and employer needs for background and predictive information. Lecture Outline I. The Selection Process A. Why the Careful Selection is Important 1. Performance 2. Costs 3. Legal Implications and Negligent Hiring II. Basic Testing Concepts A. Validity 1. Criterion Validity 2. Content Validity B. Reliability 1. Retest Estimate 2. Equivalent Form Estimate 3. Internal Consistency C. Sources of Unreliability 1. Poor Sampling of the Material 2. Chance Response Tendencies 3. Testing Conditions 4. Changes in the Person D. How to Validate a Test 1. Analyze the Job 2. Choose your Tests 3. Administer the Test a. concurrent validation b. predictive validation 4. Relate Test Scores and Criteria Figure 5-3 on page 178 shows a sample expectancy chart. 5. Cross-validation and Revalidation E. Testing Guidelines 1. Use...
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...Letter of Transmittal Sep. 1, 08 Ms. ............... Lecturer Department of BBA Stamford University Bangladesh Madam, We are very glad to inform you that we are going to submit the study report titled "Management Practices in Business Organizations" based on the management practices in Taj King Industries (Pvt.) Ltd a reputed melamine wares manufacturer & exporter In this study report, we have tried to include all the factors we thought essential for previously mentioned title. We have analyzed the factors based on managerial theories & managerial key functions with the proposed options & the events though few things might be omitted due to our limited knowledge & access of information. We are always prepared to provide any kind of information or documents to you on your demand. We will be very grateful if our limited effort is able to draw your kind attention. We expect that you will be kind enough to help us by detecting faults containing in this study report. Your valuable advice will encourage us further. Thanking you Arifur Rahman Md. Al-Amin Tamal Rahan Turzo Rizwana Chowdhury Md. Saidul Mursalin Saber-Al-Mamun Prelude: The name of Taj is entwined with the glory of-the Taj's product. A man gifted with an inherent entrepreneurial sense, Mr. Ataur Rahman started a trading house in 1973, which continued to expand in scope and nature as time went along. In 2000, Taj went into production of melamine-ware. The success was immediate as there...
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...Trends in the Nature of Work 39 35 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? 31 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 38 36 • HR AS A PROFIT CENTER: Boosting Customer Service Workforce and Demographic Trends 40 Economic Challenges and Trends 42 40 THE NEW HUMAN RESOURCE MANAGERS 43 Human Resource Management Yesterday and Today 43 They Focus More on Strategic, Big Picture Issues 43 • THE STRATEGIC CONTEXT: Building LL.Bean 43 44 They Use New Ways to Provide Transactional Services They Take an Integrated, "Talent Management" Approach to Managing Human Resources 45 They Manage Ethics 45 They Manage Employee Engagement 45 They Measure HR Performance and Results 45 They Use Evidence-Based Human Resource Management They Add Value 46 They Have New Competencies 47 HR Certification 48 46 THE PLAN OF THIS BOOK 48 48 The Basic Themes and Features CHAPTER CONTENTS OVERVIEW 49 49...
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