...fabulous Tutu’s. Tutu Heaven is filled with colorful, creatively inspired one stop shopping tutu’s and dance apparels. Our company caters to creative minds and focuses on embracing the ideas of the customer. Tutu Heaven is fast becoming your go to place for Tutu’s and dance apparel. We hope to become America’s favorite place to work by hiring candidates who exhibit our values, passions, accountability, collaboration and humanity. Job Description Tutu Heaven’s Sales Associate will exhibit passionate, friendly, and helpful customer service. The sales associate is responsible for the following functions: customer service, signing up new rewards members, cashiering, store operations and merchandising. The associate with comply with all policies and procedures associated with the position which includes 95% attendance record. Responsibilities: Engage customers and promote Tutu Heaven’s Rewards program. The employee greets every customer in the stores, paying attention to customer ques while putting the customer before the task. Cashiering: Sales associates rings up the customers while following Tutu Heaven’s cash handling polices and register procedures. Store Operations: The sales associate maintains a clean and organized store. Included but not limited to picking up trash in aisles, returning merchandise to the designated area according to Tutu Heaven’s standards. Cleaning the sales associates break room and vacuuming the store, cleaning mirrors,...
Words: 1602 - Pages: 7
...March 26, 2012 Judith Burke Human Resource Management Roles The Human Resources (HR) department has a vital role in the industry of health car organizations. Working with each individual within the organization is imperative to help the entire organization accomplish the goals. When HR staffs an organization, HR must take an inventory based on supply and demand first to see where the correct amounts of people are needed in each department. Staffing departments has a process to make the challenge run smoothly. Finding the qualified applicants to fulfill each position can be time-consuming and challenging to make the organization productive with customer satisfaction. A job analyses should be taken to ensure the proper implementation of the prospective employee and the desired position. Retaining employees consists of good and open communication. An open door policy must be enforced to keep an honest flow of momentum throughout the organization for a sense of belonging and ease. Training consists of teaching an employee a new skill or assisting where there is an issue of the current work performance. When an organization foresees a new need for enriching a department, the developing process is in full effect for its employees and their abilities. Employee relations needs to always remain open to be followed by the rules and policies of the HR administration team and the organization. HR will conduct on a timely manner how the employee is performing the duties that are outlined...
Words: 597 - Pages: 3
...the business HR people need to understand the market their organization operates in. In HR Planning and Staffing for the organization to meet its goals, they have to know the company’s products and services very well even their cost structure and the customers and their needs. It helps also, if they know their customers from first-hand experience. Business understanding or perhaps the adoption of a corporate (not merely functional) perspective, including awareness of financial issues and accountabilities of business processes and operations, of 'customer' priorities, and of the necessity for cost/benefit calculations when considering continuous improvement or change Strategic, Analytical and intuitive/creative thinking HR must have a systematic approach and analyze various situations, development of convincing action plans, and the deployment of intuitive/creative thinking in order to generate solutions and proactively seize opportunities. HR must also have a thinking that is strategic or in line with the overall goals of the organization: the capacity to create an achievable vision for the future, to foresee longer-term developments, to imagine options , to select courses of action, to rise above the day-to day detail, to challenge the status quo. Analytical and critical thinking skills are a must for HR leaders. An HR manager has to exercise sound judgment and engage in high-impact decision-making in a number of areas to include Program and Policy judgements, union...
Words: 399 - Pages: 2
...Executives, Education Administrators, Medical and Health Services Managers, Financial Examiners, or Program Directors. The job I chose to do is Human Resource Manager this is what interest me the most. A Human Resource Manager has a lot of tasks to do during the day. A few tasks that a Human Resource Manager does are to administer compensation, benefits and performance management systems, and safety and recreation programs. A HR Manager also recruits people, interview and selects applicants. Human Resource Manager provides current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits. The Human Resource Manager also performs difficult staffing duties including areas with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. The Human Resource Manager has to advise managers on organizational policy that matters such as equal employment opportunity and sexual harassment, and recommend needed changes. The work activities for a HR Manager are interacting with computers and computer systems such as hardware and software program, entering data, or processing information. Human Resource Managers work context are electronic mail, telephone, public speaking, time pressure, and letters and memos. There are tools that a Human Resource Manager uses during their job everyday job is desktop/laptop computer,...
Words: 854 - Pages: 4
...Case 1 1. What skills does Black think employees need to work successfully in the area of HR? Case1 – The skills that Black thanks employees need to work successfully in HR is for them to be commercial, challenging, and focused on delivery and excellence. They must also understand change and transformation, excel at operations, and balance tactical and strategic thinking and acting. They will have to be able to manage and navigate organizational complexity and ambiguities and not be afraid to say no in order to establish boundaries with the business. I agree with what Black says but I also feel you need to have good communication skills and more importantly, listening skills. You need to take the time to listen to others and see how they are doing and see if they know of any ideas or areas where things can improve. 2. What are some of the outcomes of the company’s new HR strategy? Case1 –The outcomes of the company’s new HR strategy has been great. Early on there were some employees that were unsure about the charges, especially the long-time employees that were used to the old ways. Now everyone sees how it has helped the company and everyone is happy and enjoys working for Lloyds. Another outcome is that the company is being recognized outside the firm. Lloyds was in the Sunday Times top 100 Best Companies to work for in the UK. It was also UK’s top 40 Business Brands by an independent researcher. Lloyds is doing very well and the employees are very happy. I would...
Words: 873 - Pages: 4
...West University, Dhaka, Bangladesh GlaxoSmithKline (GSK) Bangladesh Limited, a subsidiary of GlaxoSmithKline plc is world's one of the leading research-based pharmaceutical companies that commits to improve the quality of human life with an immense status and brand image all through Bangladesh over last 60 years. It is the human resource who has maximized the success of the company. Recruitment and selection practices are the key factors to the entry point of human resources which ensures the success and growth of an organization. In this study the detail chain and sequence of activities pertaining to recruitment and selection of different level of management and non-management employable candidates has identified through interviewing the HR employees of GlaxoSmithKline Bangladesh Limited. Findings show that the case study organization is doing a very good practice in recruitment and selection process that could help many other employers in Bangladesh and around the world to get suitable candidate and also helpful for researcher to do more research on recruitment and selection process. Keywords: GlaxoSmithKline Bangladesh Limited, recruitment and selection, pharmaceutical companies Introduction GlaxoSmithKline (GSK) Bangladesh Limited, a subsidiary of GlaxoSmithKline plc is world's one of the leading research-based pharmaceutical companies that commits to improve the quality of human life with an immense status and brand image all through Bangladesh over last 60 years with a...
Words: 4466 - Pages: 18
...person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information (EEOC, 2015). EEOC also makes it illegal for anyone to discriminate against a person who has filed a discrimination complaint or someone that was involved in a discrimination investigation or law suit. With the law in place it gives the EEOC the right to investigate charges discrimination against employers that are covered by the EEOC law. When a person exposes any information or activity that is considered illegal, dishonest, or incorrect within an organization that is public or private this is considered whistle blowing. The information of alleged wrongdoing can be classified in many ways: violation of company policy, rules, law, regulation, or threat to public interest, national security, as well as fraud, and corruption. Influential Court Cases – Civil Rights Act 1964 In the case of...
Words: 2071 - Pages: 9
...HUMAN RESOURCES MANUAL Human Resources Policy Restricted CHAPTER -1 SECTION – A HRP .1 MEANING OF HUMAN RESOURCES: a. ‘ Planning, sourcing, recruiting, inducting, managing the support of welfare, substantiating and implementing employment rules and inhouse policies, professional growth, disciplining, restructuring hierarchies, managing and controlling conduct, maintaining excellent professional relations, firing --------- all these activities of manpower, is human resources. ‘ HRP. 2 ROLE OF HUMAN RESOURCES IN SJPL OPERATIONS: a. ‘ The objectives and vision of SJPL is entirely dependent on the ultimate performance of the several hierarchical team members (employees) at every site and at the workplace. The complete professional commitment and capability of these workers will simply make or break the success of SJPL. b. Having the right inputs given, by selecting the “right person for the right job”, and managing their welfare and growth plays a highly vital role in our operations, which can neither be underestimated nor ignored’. c. Managing and controlling manpower, their performance and behaviour is not only a skill but is a necessity to master. This manual is a guide to such management and the rules hitherto laid down are applicable to every SJPL worker at any project / project office or local area office. HRP .3 LEVELS OF RESPONSIBILITY: a. Human Resources management is controlled and managed overall...
Words: 5703 - Pages: 23
...1.EXECUTIVE SUMMARY Executive summary: While studying the HR procedures it was conspicuous that the recruitment and selection procedures are of greater importance for any organization. As GlaxosmithKline Pharmaceuticals Ltd. is an esteemed organization in Nashik the response to recruitment advertisement was huge. During my training period I was a part of recruitment and selection procedure. My primary task was to screen the resumes of the applicants and thus to select the candidates for the interview sessions. The selection procedures included written tests and interviews. After every stage the selected candidates are moved to the next level while the rejected candidates are again called for the feedback. The objective with which the study was conducted are as follows, To understand: 1. The functioning of Recruitment and Selection. 2. To have exposure to recruitment process 3. Whether the recruitment process and selection process are satisfactory or not. The major findings about the recruitment and selection procedures are as follows, * The overall satisfaction level is high. * Job profile communication, evaluation of experience is the factors where Glaxosmithkline is scoring well. * The recruitment is mainly done through print media. * The selection procedures are having three phases. * The executives want the procedure to be future oriented. Following were the suggestions given for the improvement in the procedures. ...
Words: 14022 - Pages: 57
...HUSYS Consulting Private Limited- HR function Outsourcing and Management Company By INDEX Contents | Page No | Company profile | 3 | objectives of the Internship program | 4 | Problems Identified | 4 | Schedule of activities | 4-9 | Analysis | 10-12 | Achievements | 12-13 | Key Learning | 13-14 | Company Profile HUSYS, which stands for human synergies, are in the business of building and managing HR function services for organisations specially SMEs. HUSYS started their operations from Hyderabad in the year 2002 with an aim to redefine the Human Resources function in India. Today they are synonymous with HR Function Outsourcing. They have revolutionized HR Function Management outsourcing in India. Since 2002, HUSYS has managed the HR department of 160+ companies spanning across 10 different industry sectors. Apart from Hyderabad they have also reached cities like Bengaluru, Delhi, Mumbai, Ahmedabad, Nagpur and Pune. The prominent services of HUSYS include- * HR function Outsourcing (HRFO): The key service of HUSYS is building & managing the HR department of Small & Medium Size (SME) organisations who are looking to expand their business and build an organization of repute. HRFO helps SMEs to concentrate on their core business and leave the HR worries to HUSYS who helps to build a cost-effective and state-of-the-art HR department. * HR Consulting: HUSYS helps organisations...
Words: 3562 - Pages: 15
...most organisations depends on finding the employees with the skills to successfully perform the tasks required to attain the company’s strategic goals. Management decisions and processes for dealing with employees are critical to ensure that the organisation gets and keeps the right staff. Personnel management refers to the managerial function of estimating and classifying of human resources requirements for meeting organisational goals. It involves strategies that ensure sufficient staff, a right combination of talent and performance in jobs. Human resource management (HRM) is the governance of an organization’s employees. HRM is sometimes referred to simply as human resources (HR). A company’s human resources department is responsible for creating, implementing and/or overseeing policies governing employee behaviour and the behaviour of the company toward its employees. Human resources are the people who work for the organization; human resource management is really employee management with an emphasis on those employees as assets of the business. In this context, employees are sometimes referred to as human capital. As with other business assets, the goal is to make effective use of employees, reducing risk and maximizing return on investment (ROI). Areas of HRM oversight include – among many others -- employee...
Words: 1325 - Pages: 6
...current situation on human resource management. Findings and discussion. Conclusion of the study and recommendations. Introduction Bangladesh Bank (BB), the central bank of Bangladesh, is the key player for the financial sector of Bangladesh as well as for the economy. An urgent need for supply of adequate professional manpower to cope with the emerging challenges. Objectives of the study: 1. To describe the existing HRM of BB. 2. To assess the strengths and weaknesses of the current BB’s HRM. 3. To examine the relationship between BB’s HRM practices and HR Department’s employees performance. Research methodology ◦ ◦ ◦ ◦ ◦ Sampling Method Primary Data Secondary Data Data Gathering Instrument Data Analysis Flow chart of the research framework Bangladesh Bank and its situation on Human Resource Management • The • • establishment of BB Functions of BB Human Resources Department (HRD) of BB: HR Dept. has 3 division & each division has 2 wings. These arePlanning and Resourcing Division -Planning, Promotion & Transfer wing -Recruitment & Outsourcing wing Development and Benefit Division -Benefits & Administration wing -Training & Development wing Performance and Reward Division -Recognition & Reward wing -Performance & Discipline wing Human Resource Department Planning and Resourcing Division Development and Benefit Division Performance and Reward Division Planning, Promotion & Transfer Recruitment & Outsourcing Benefits & Administrati...
Words: 950 - Pages: 4
...include all of the following except ___________. a. planning b. organizing c. motivating d. leading e. staffing (c; moderate; p. 2) 2. The management process is made up of ___________ basic functions. a. three b. four c. five d. eight e. ten (c; moderate; p. 2) 3. Which basic function of management includes establishing goals and standards, developing rules and procedures, and forecasting? a. planning b. organizing c. motivating d. leading e. staffing (a; easy; p. 2) 4. What specific activities listed below are part of the planning function? a. giving each subordinate a specific task b. recruiting prospective employees c. training and developing employees d. developing rules and procedures e. all of the above (d; moderate; p. 2) 5. Celeste spends most of her time at work setting goals and standards and developing rules and procedures. Which function of management does Celeste specialize in? a. planning b. organizing c. motivating d. leading e. staffing (a; easy; p. 2) 6. Which basic function of management includes delegating authority to subordinates and establishing channels of communication? a. planning b. organizing c. motivating d. leading e. staffing (b; easy; p. 2) 7. When managers use metrics to assess performance and then develop...
Words: 4670 - Pages: 19
...resource all his land, labor, capital, enterprise form a proper adjustment to do business. So the HR practice in an organization becomes a major fact to the modern world. The world is tremendously competitive now. In every sphere of life and business, competition has become more and more furious. Every firm tries to obtain and retain efficient employees to meet the new challenges. So, attracting, obtaining, retaining and maintaining the best employees have become much more important, rather than other factors in order to meet the corporate goal with the fulfillment of the current challenges. The course under BBA program designed with an excellent combination of theoretical and practical aspects, while studying the BBA program, consisting of theoretical exposure, the students are required to obtain different types of experiences gathered from different organizations, field work, and the presentation based on them. We have tried our best to use this opportunity to enrich my knowledge on banking system and also incorporate my knowledge, which I have learned from my classes. 1.2 Background of the study Practical Knowledge has no alternative especially for BBA student. We worked as an Intern in The BRAC Bank Ltd, HR Division. After doing the study, we have to make a Report. The report covers “HR practice of BRAC Bank Limited”. This report gives a narrative overview of the overall HR practice of BRAC Bank Limited. This report explains the nature and objective of the Human Resource...
Words: 10254 - Pages: 42
...Running head: PLASTIC COMPANY REVISED HR ANALYSIS 1 Plastic Company Revised HR Analyis Learning Team 1 Dr. Kendra Swensen Managing Human Resources September 2,2010 Plastic Company Revised HR Analysi 2 Abstract In this narrative style paper we will be discussing human resource (HR) solutions, methods, and potential problems involving Plastic, a plastic manufacturing company. The company originally started over 15 years ago and has grown to be a diverse organization encompassing employees from different nationalities and ethnicities. After surviving a decline in the industry, Plastic is now looking to possibly offer employment opportunities to new applicants. Newly hired HR manager Paul must include detailed job requirements for applicants while abiding by employment laws and regulations. Paul will also be tasked with prioritizing job training (aside from safety training), updating manager job descriptions, and analyzing the efficient way to recruit new applicants. Keywords: diversity, ethnicities, nationalities, human resources (HR), and job description. Plastic Company Revised HR Analysis 3 Plastic Industry Company has been faced with a decrease in growth and development due to the recent downturn in the overall economy and layoff. Plastic’s employees are primarily Caucasian and African American there are two Russians and on Vietnamese. As a result the Human Resource manager...
Words: 1231 - Pages: 5
