...are not up to standard. General Social Care Council The council has codes of practice that are written in law to help those in need of care understand the way that social care workers need to perform their tasks. These are rules that regulate conduct and training for the care worker. The same rules educate the clients to know what to expect from the care worker. This way the client has a right to complain about services if needed. The GSCC has rules that apply to England, Wales and Northern Ireland. Rules and guidelines are set out and organised as follows: Legislation The law of the governing country set by convention Conventions These are usually legal standards drawn up by governing bodies that set out principles and rights in the HSC setting. These are international in nature and are binding to countries. For example UNICEF is the worldwide body that governs conventions on the rights of a child. (Ref Unicef.org.uk) Charters These are documents defining the formal organisation of a formal body, for example The United Nations has a charter. (Ref Dictionary.com) Codes of Practice A written set of rules which explain how people working in a particular profession behave. For example the General Social Care Council has a set of codes of practice. (Ref www.scei.org.uk) Regulatory bodies All social care is regulated by the Care Quality Commission. This is an independent body that encompasses all types of health and social care work....
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...QUALIFICATION HANDBOOK Level 5 Diploma in Leadership for Health and Social Care and Children and Young People’s Services (England) (3978-51/52/53/54/55/56) December 2011 Version 3.1 (February 2012) Qualification at a glance Subject area City & Guilds number Age group approved Entry requirements Assessment Fast track Level 5 Diploma in Leadership for Health and Social Care and Children and Young People’s Services (England) 3978 19+ There are no entry requirements Portfolio of Evidence, Practical Demonstration/Assignment. Automatic approval is available for centres offering the 3172 Level 4 NVQ in Health and Social Care – Adults 100/4794/3 and the 3078 Level 4 NVQ in Leadership and Management for Care Services 500/4105/8 Learner logbook and Smartscreen Consult the Walled Garden/Online Catalogue for last dates City & Guilds number 3978-51 Accreditation number 600/0573/7 Support materials Registration and certification Title and level Level 5 Diploma in Leadership for Health and Social Care and Children and Young People’s Services (Children and Young People’s Residential Management) Level 5 Diploma in Leadership for Health and Social Care and Children and Young People’s Services (Children and Young People’s Management) Level 5 Diploma in Leadership for Health and Social Care and Children and Young People’s Services (Children and Young People’s Advanced Practice) Level 5 Diploma in Leadership for Health and Social Care and Children and Young People’s Services (Adults’...
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...I am nazmul huda siam ,,,,I reside with my parents in bashundhara r/a….. I completed my schooling from bindubashini govt high school in tangail and hsc from rajuk uttara model college,,,,,, now I am a fresh graduate from north south university majoring in finance and marketing,,,,, I would love to start my career with a prospective entry level in a core company like urs where I can uilize my skills and abilities under the supervision of u mentors….. Take the responsibility but not the credit. Realize that you are the team leader. The company looks to you for direction and supports your effort. To build a strong support team willing to go the extra mile when you need it, give your team the credit for everything that goes right, and take the blame when it goes wrong. I was never into buniness my self,,,,I have been always picturing myself as the top position holder of the company,,,,but my elder brother said that t Another more thing is that customers are always r8…….suppose they might say we are doing this thing wrong….that means we have room for improvements….. CV Business development is the creation of long-term value for an organization from customers, markets, and relationships. Long-Term Value First, what do I mean by “long-term value?” In its simplest form, “value” is cash, money, the lifeblood of any business But business development is not about get-rich-quick schemes We should not be myopic,,,,,, It’s about creating opportunities for that value...
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...successful growth of the organization. ------------------------------------------------- EDUCATIONAL BACKGROUND Qualification | Year of Passing | Institute/University | Result | PGP (Pharma Marketing) MBA (Marketing) | 2011 | Stevens B-School with affiliation to Pondicherry University | Pursuing | BBA | 2009 | GLS IBM, Gujarat University | 69% | HSC | 2006 | M B Patel High School | 74% | SSC | 2004 | M B Patel High School | 74% | ------------------------------------------------- WORK EXPERIENCE Torrent Power (24 months) Back office Executive Responsibilities: * Attend customers * Handling cash counters and help desk * Registration of the complaints * Sorting out problems and queries by allocating the work among respected departments * Taking care task time line and tracking follow up. ------------------------------------------------- PROJECTS UNDERTAKEN PGP Dissertation: (8th February, 2011 to 10th April, 2011) Name of the project: PGP dissertation project report on FILGRASTIM molecule. Description: During the PGP Dissertation project I am going to make strategy marketing plan of FILGRASTIM molecule. * Analyze the market scenario of the selected molecule. * Analyze the research and development happening in area of selected molecule. * To prepare Strategic marketing plan. Live Project: (25th October to 14th December 2010) Name of the Company: Lincoln Pharmaceuticals LTD. Name of the Project: “Marketing...
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...[pic] Md. Shamim al Mamun CAREER OBJECTIVE Willing to work in a position where I will get the opportunity to work in a team or individually and get ample chances to groom up my skill, efficiency, capacity and leadership quality as well as to explore my academic knowledge, which ensure my future career development. EMPLOYMENT HISTORY / WORK EXPERIENCE(S) 1. Company Name : Pervez Traders (Distributor Airtel Bangladesh Ltd.) Position Title : Sales Manager- Pervez Traders. Duration : Appril 2009 to Till. Job Description: ➢ I started my career as a customer service representative and was promoted to Sales Manager. My duties to work closely with product sales & ensure that products and services meet market needs and were executed on time and within budget. Coordinate with Head office / IT division / logistics. Develop sales volume & serve properly distribution to ensure profitability. & successfully executing multiple event plans. 2. Company Name : Pervez Traders (Franchise Warid Telecom International Ltd) Position Title : Customer Service Duration : February , 2008 to till March , 2009 Job Description: -Coordinating the entire process of Registration Forms (RF) arrival and their storage in physical location and in system as well. -Preparing the soft copies of RFs and managing their up-gradation in the system. Maintaining and optimizing the RF storage systems in line with the company policy. -Ensure optimum Customer Service...
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...attractiveness in terms of profitability of the industry. By doing PEST analysis we have learnt that although the political situation of the country is not satisfactory but the GDP and per capita income has increased and raised demand of FMCG’s. The awareness about health consciousness has increased a lot and people are accepting vegetable juices as a regular and healthy drink. SWOT analysis reflected that the industry is full of opportunities. In the end, the strategies for launching vegetable juices are quite similar which were used while launching fresher. The vegetable juices will initially be launched only in flavors that are commonly accepted by the public i.e. Celery, Spinach, Kale, Collard, Greens, Lettuce, Carrots, pumpkin, Cucumber and Mixed vegetable etc. We are delivering juices to our customer in different sizes, 250ml, 500ml & 1000ml. Penetration pricing strategy will be used with different pricing methods. Competition base pricing strategy will be applied on 250ml for the other available packages choices cost plus strategy will be used to get hold of the marketplace. The competitive advantage we have no existence of such product in...
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...Nokia,Siemens,Whirlpool,Lucas,Dunlop,Castrol, Mitsubishi) with the progressive company (like A K Khan& Co.,Transcom Electronics Ltd. ,Rahimafrooz Distribution Ltd.,Rangs Group) to pursue a Challenging, Responsible and Rewarding career. Specialization: An articulate, highly-organized and result-oriented manager with a proven track record of innovative leadership, successful problem-solving and of exceeding target and objectives. Excellent interpersonal skills, which have been utilized to establish strong and effective relationship in all areas of Sales & Distribution, Retail-Wholesale, mass merchandising and marketing. Area Of Workings : # Sales operation # Channel Development & Distribution Management # Marketing & product promotion planning # Supply Chain # Direct & Indirect sales and Distribution # Product Marketing & Development # Market Research & Analysis # Customer Service # Franchisee set up & Operation # Corporate Marketing Employment History: Total Year of Experience :12 Year(s) 1. Head of Operation ( April , 2012 – Till to Date) AMS International Company Location - Dhaka Duties/Responsibilities: ♦ Responsible for Overall Tyre & battery business operation in Banglaesh market . ♦ Responsible for product sourcing of automotive after market – ( Tyre & Battery), ensure smooth...
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...Company Profile: The Levant Sweater LTD is a sweater manufacturing company. This company is a professional apparel manufacturer. We are engaged in all kinds of garment, such as men’s sweater, women’s sweater, children’s sweater etc. With the advanced technologies, rich management experience, exquisite production process and unique, creative design thoughts, our products enjoys good reputations both at home and abroad. All the products we provide are professionally designed and skillfully manufactured. We also accept customized orders to meet your specific requirements. If anyone interested in any of our series of products, or need any related items, please contact us with details of your specific orders. We warmly welcome domestic and foreign friends to cooperate with us based on mutual benefits. The Levant Sweat LTD has strongly believed in some truths which are: 1. Trustworthiness 2. Clear Dealings 3. Always Customers first 4. Quality 5. On time 6. Honesty, and 7. Eternal Relationship. The Levant Sweater LTD clearly follows the terms and condition of Bangladesh Government. The entire act and laws posted by the Government been strongly followed in our terms and condition of company. An agreement to this effect was signed between the Bangladesh Export Processing Zones Authority (BEPZA) and The Levant Sweater Ltd. Basic Information | | Company Name | The Levant Sweater LTD | Business type | Manufacturing | Product/Service...
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...MA360 EXAM SOLUTIONS – 2011 SECTION A Question 1 (a) |Selling Price per|Year 1 Sales Units |Year 1 Year End Stock units |Year 2 Unit Sales |Sales Revenue Year 1 | |Unit (£) | | | |(£) | |20,000 |800,000 |400,000 |500,000 |(100,000) | |40,000 |1,600,000 |800,000 |500,000 |300,000 | |60,000 |2,400,000 |1,200,000 |500,000 |700,000 | |80,000 |3,200,000 |1,600,000 |500,000 |1,100,000 | |100,000 |4,000,000 |2,000,000 |500,000 |1,500,000 | (5 Profit calculations x 1 marks each = 5 marks) [5] Building Division |Output (Units) |Total Revenues |Var.Costs (£15/unit) |Transfer In Costs (£40 /m2) |Fixed Costs |Total Profit / (Loss)| |20,000 |2,200,000 |300,000 |800,000 |1,200,000 ...
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...ASSESSMENT: BSBWHS401A - Implement and monitor WHS policies, procedures and programs to meet legislative requirements ------------------------------------------------- SECTION 1: PROVIDE INFORMATION TO THE WORK TEAM ABOUT WHS POLICIES AND PROCEDURES. ------------------------------------------------- Information relating to these activities can be found in section 1 part 1 – Learning support materials. Assessment 1 Activity 1: Accurately explain to the work team relevant provisions of WHS Acts, regulations and codes of practice. 1. The impact of a workplace injury is wide reaching. Explain. Yes. According to WHS acts there are four types of hazards, accident and disease (physical and physiological), and low work life quality and stress (socio-psychological). And, for all the listed hazards the impact are wide reaching to the work life of the employee and personal life. The impacts will be for the physical and physiological: high compensation costs, medical claims, lost productivity time and poor productivity affecting mostly the working environment, and for the socio-psychological: inefficiency/ineffectiveness, high work dissatisfaction and low job involvement, affecting personal working environment and personal life, in this cases of hazards the consequences can deal with depression. 2. How is the integrity (validity) of information ensured? The integrity of the information is ensured based on the legislation of health and safety under the PCBU (person conducting...
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...2006 Business Studies HSC Question 26 Mario has operated a chocolate-making business in Australia for the past 25 years. Recently there have been increases in the cost of labour in Australia. Current industry trends indicate that a new organisational structure based on behavioural theory would be more beneficial than the existing hierarchical structure. There has been an increasing demand for Mario’s chocolates from overseas buyers. Mario is now assessing the future direction of his business by considering international expansion. Mario has a good reputation in managing his local workforce. He would like to achieve the same reputation with his potential overseas workforce. Mario wishes to investigate the following: • alternative organisational structures for his Australian business; • employment relations with reference to staffing systems; • managing labour-related issues in international markets. You have been employed as a consultant to prepare a report for Mario. In your report, describe an alternative organisational structure for Mario’s Australian business. Recommend ONE staffing system for Mario’s proposed overseas business. Evaluate TWO employment relations strategies which could be used to manage change if international expansion occurs. 1. Executive summary Due to the constantly changing external business environment, it is inevitable that Mario will have to alter his...
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...CHAPTER I INTRODUCTION 1.1 INTRODUCTION TO THE STUDY Motivation is one of the important factors affecting human behaviour and performance. This is the reason why managers attach greater importance to motivation in organizational settings .Likerhas called motivation as the core of management. Technically, the term motivation can be traced to the Latin word moreover, which means to” move “ Dublin has defined motivation as” Motivation is the complex forces starting and keeping a person at work in an organization. Motivation is something that moves a person to action and continues him in the course of action already initiated”. According to McFarland,“Motivation refers to the way in which urges, drivers, desires, aspiration, striving or need direct control or explain the behaviour of human being” Motivation is based on individual’s motives which are internal to the individual. These motivation are in the form of feeling that individual lacks something. Motivation is affected by the way which the individual is motivated. The Act motivating channelized the lead satisfaction. Besides, it can also activate the talented needs in the individual, that is, the needs that are less strong and somewhat dormant, and harness them in manner that would be functional for the organization 1.1 INTRODUCTION TO THE ORGANISATION COMPANY PROFILE The Travancore Cements Limited was incorporated in the year 1946. The year of commencement of grey cement is 1949. The licensed capacity of the plant...
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...1.1 Introduction An organization success depends not merely on its technical efficiency, updated machinery, good plant layout and dynamic organization etc; but also depends upon its human recourses. A satisfied, happy and hardworking employee is the biggest asset of any organization, including banks. Workforce of any bank is responsible to a large extent for its productivity and profitability. So, for the success of banking, it is very important to manage human resource effectively and to find whether its employees are satisfied or not. There has been a remarkable change in the practice of organizational behavior across the world. Every company has to design its policies to ensure the optimum benefits. At the same time, customer’s satisfaction is prioritized in preparing the courses of actions so as to establish domination over other. But which one seems very important with regard to the company‘s constant growth is staffs job satisfaction. In the first world this issue has been understood reasonably because they do understand that the job satisfaction of the staffs is much more important than other components of the organization. One of the key factors of any organization is its employees. The success or failure of the organization largely depends on their satisfaction and dissatisfaction. One of the reasons for deteriorating conditions in an organization is low job satisfaction. Due to which, work slows down, employees remain absent and sometimes employees may leave the...
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...Marketing Assessment 2014 Jackson Legg Tupper-Won’t-Wear Contents Executive Summary 3 Mission Statement 4 Situation Analysis 4-13 Market Analysis …………………………………………………. 4-5 Product Analysis …………………………………………………. 6-7 Competitor Analysis ……………………………………………. 8-11 SWOT Analysis ……………………………………………………. 12-13 Marketing Objectives ……………………………………………………. 14 Identifying Target Markets ……………………………………………. 15 Marketing Strategies …………………………………………………….. 16-18 Developing Financial Forecasts ……………………………………… 19-21 Implementing, Monitoring and Controlling …………………… 22-23 Revising the Marketing Plan ………………………………………….. 24 Reference List ……………………………………………………………….. 25 Appendices …………………………………………………………………… NIL Executive Summary For the best part of 11 years, Tupper-Won’t-Wear has been striving to create the highest possible quality range of plastic containers for the use of storing food which withstands the test of time and is affordable to all without the compromise of quality. The Tupperware products that are sold through us or any other business comes with a lifetime guarantee to emphasise on our confidence with all products sold in our store .Currently we have been successful with the integration of our product with a minority of the population and were satisfied with our position within the market. However in recent times we have felt the need to implement more products aimed towards families...
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...Square is one of the wealthiest and most successful companies in Bangladesh. Even more important, from a human resource perspective, is the fact that Square is an employee-driven organization. While other organizations base their success on better manufacturing techniques, or better technology, Square success is based on the effectiveness of their employees. Essentially, Square value their staff and realize the importance of their staff. This focus on employees may, in the future, expand to all organizations. Square then, is worth studying as an example of best practice in human resource management. Square Textile Ltd. started its operation in 1997. It was enlisted in Dhaka Stock Exchange & Chittagong Stock Exchange in 2002. The business lines of Square Textile Ltd. are manufacturing and marketing of yarn. Its factory is located in Gazipur, Dhaka. The manufactures 100% Cotton Ring Span Yarn or Hosiery, 100% Cotton OE Rotor for Hosiery and Knit Fabrics for 100% export oriented readymade Garments Industry. The strategic Goals and Objectives of the Company are to strive hard to optimize profit though conduction and transparent business operations and to create more competitive in the internal and external market. In home, customer of Square Textile Limited is export oriented readymade Garments Industry. The Company also exports its products to the market of Europe & USA. The export sells increased by 19% in 2003 over the previous year. Competition level is increasing...
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