Chapter 13. Role of Human Resource Management
|
|
- Christine Mathews
- 8 years ago
- Views:
Transcription
1 Chapter 13 Personal use only Role of Human Resource Management
2 ISBN Don Sykes & Kim Crawford - Strategic role of human resources Strategic management is all about moving a business from its current position in the market place to the vision of the sort of business its managers want it to be in, say, five years time. This is the role of the top management team. This team establishes strategic goals that might include things like improving market share from, say, 12% to 15% over the next five years. The human resource manager can have an important role in developing the strategic plan because businesses achieve their goals through the people they employ. Once the strategic goals have been determined, the next step is to identify the employee skills, attributes and behaviours that will be required to achieve the goals. For example, when retailers, such as Coles, decide on the strategic goal of improving market share, one of the main strategies to achieve that goal is high levels of customer service. The ability to deliver high levels of customer service is the employee skill required to achieve the goal. Role of Human Resource Management Strategic human resource management is concerned with developing management policies that will deliver the employee skills and behaviours required to achieve the goals. In our previous retail example one of the most obvious policies will be concerned with training employees to deliver high levels of customer service. You know, from your own experiences in retail shops, that some businesses do this a lot better than others. Those that do tend to have carefully developed management policies. 273 The strategic role of human resource management is to provide the business with the people who have the skills, attributes and behaviours the business will require if it is to achieve its strategic goals in a dynamic and often turbulent environment. Group Work Imagine you and the other people in your group have contributed $ to start a coffee shop and Internet gaming lounge. Use the following questions to guide your discussion on the strategic role of human resource management. 1. What are our strategic goals? 2. What employee skills and behaviours will be required to achieve the goals? 3. What human resource management policies will produce the required skills and behaviours?
3 Role of Human Resource Management Aged care has been identified as an area with a shortage of skilled workers ISBN Don Sykes & Kim Crawford - THINK, INK, PAIR, SHARE Imagine you are the human resource manager in a business that provides fulltime aged care to people who are unable to look after themselves. Your current task is to employ someone to carry out the typical tasks such as serving meals, helping people to dress and administering medicines. Try to identify a skill, an attribute and a behaviour you would be looking for in a potential employee. Attribute means a quality, characteristic or feature some people have and others may not, behaviour is the way a person acts towards others and a skill is the ability to do something well (something the person has expertise in). Jot down your thoughts and discuss them with your learning partner. 274 Case Study Using an Australian business to illustrate the strategic role of human resources: Kmart When Guy Russo was appointed CEO of Kmart he knew exactly what he had to do. The core strategic goals were obvious: to improve market share, improve profit growth, maintain the focus on low prices and create a business culture where committed employees embrace change and focus on high levels of customer service. Social and environmental responsibility was also an important goal. This is what strategic management is about. It is concerned with imagining what the business will be in five years time and then developing the strategies to move the business from what it is now to realising the image. In order to achieve the strategic goals Russo needed a plan to build and strengthen the business s long-term competitive position in the marketplace - in other words to provide the reason for potential customers to shop at Kmart rather than Big W, Target, or Best and Less. The reason a customer chooses one business s products rather than another s is its competitive advantage. Russo decided Kmart s competitive advantage would be based on cost leadership and customer service. This decision was the basis of the strategic plan to achieve the goals he had set. However, it is a workforce that puts the plan into action, and if the plan is going to be successfully implemented that workforce will require certain employee skills, attributes and behaviours. The basic skills required to implement the strategic plan at Kmart included things like using the checkout registers efficiently, effectively engaging with customers, knowledge of stock and the benefits delivered by particular products and so on. Effective training programs can deliver the skills needed to do a job well. RedPeg Publishing HSC Business Studies
4 ISBN Don Sykes & Kim Crawford - It is important to remember that Big W is also effectively training employees. If the long-term competitive position of Kmart in the marketplace is to be strengthened, more than training is required. Abilities such as embracing change, effectively engaging with customers, problem-solving and innovation are often employee attributes. Employee attributes are those qualities that are inherent, or an essential part, of someone. It is the role of the human resource function in the business to get as many people as possible with the relevant attributes to apply for jobs in the business and then to select the best. Employee behaviours are very important in a business like Kmart, where employees are constantly engaged with customers. Employee behaviour is the way employees conduct themselves towards others. Kmart requires behaviours such as friendliness, helpfulness, product knowledge, cooperation, working in teams and vigilance. Role of Human Resource Management It is up to the human resource function to deliver employees with the required skills, attributes and behaviours that will achieve Kmart s future goals. The skills are not so important. Effective training programs can ensure employees have the necessary skills to do the job well. Selecting employees who will be able to deliver the strategic goals focuses on attributes and behaviours. Obviously the human resource function needs to select employees who can effectively work in teams, effectively relate to other people and embrace change. 275 Has it worked? Kmart has significantly improved its market share from 2009 to Profits grew strongly in the same period. The business made significant progress in implementing the cost leadership strategy that focuses on low prices. The business, for example, no longer sells licensed products and that has significantly reduced prices. There is now a better mix of products that yield higher profits. Employees are delivering high levels of customer service. Perhaps the most important reason for the turn-a-round at Kmart was the ability of the human resource function to align the skills, attributes and behaviours of employees with the strategic goals of the business. Written comprehension 1. Identify the key goals of Kmart (and, indeed, most large businesses). 2. The Kmart strategic plan was based on building and strengthening the business s long-term competitive position in the marketplace. What does this statement mean in plain English? 3. What is Kmart s competitive advantage? 4. How did Russo plan to achieve the competitive advantage? 5. What was the strategic role of the human resource function at Kmart in achieving the competitive advantage? 6. Why did the human resource function consider that employee attributes were more important than skills in achieving the strategic goals of the business? 7. Imagine you were selecting a candidate to be a Kmart store manager. List three things you could ask, or do, that would be likely to identify the attributes needed to ensure that manager s store grew its market share and profits. What do you think the three most important attributes for such a store manager would be? Getting Better Results
5 Role of Human Resource Management Market research What are our customers needs? ISBN Don Sykes & Kim Crawford - Interdependence with other key business functions It is worth, at this stage, revisiting a diagram we introduced in the marketing unit. Segmentation In What part of the market can we best meet the needs of customers? 276 Promotion price Position the business brand support positioning with brand Place Product Human resources * Recruitment * Training finance profitability management * Cost controls * Revenue Controls Operations * Operations processes * Operations Strategies Make the product better than our competitors RedPeg Publishing HSC Business Studies
6 ISBN Don Sykes & Kim Crawford - The heart of a business is the marketing function. This is the function of a business that has the responsibility for constantly researching the environment to find opportunities and identify threats in the constantly changing needs and tastes of customers. The purpose of the research is to ensure there is a good fit between the products the business offers its customers, the business s resources, and the business goals. When products have been developed or adapted to meet the needs and tastes of customers more effectively than competing products, it is the role of operations to manufacture the goods or deliver the services. The operations function has the role of manufacturing the good or delivering the service with a high level of consistency, efficiency and cost effectiveness. And, of course, none of this can be done without money. The finance function of a business has the role of ensuring the cash is available when it is needed. Role of Human Resource Management You will have noticed that so far we have referred to aspects of the business as the marketing function, the operations function or the finance function and we also used phrases such as the business s resources. It is important to remember that people do the marketing and operations and people are a key resource in every business. The people in a business are its human resources. It is the skills, attributes and behaviours of the people in a business who can give it its competitive advantage. It is people who conduct the market research and develop the product. It is people who manufacture the product and people who provide the customer service. If the skills, attributes and behaviours of the people in a business are stronger and better than the people in competing businesses, it is likely that the business will win the battle for customers. Of course, the opposite is also true. If competitors have people with stronger skills, attributes and behaviours, they will increase their market share at the expense of our business. 277 Every function of a business is important in the sense that they are interdependent. Each individual function contributes to the overall goals of the business. Outsourcing Outsourcing of the human resource functions was very popular during the 1980s and 1990s. Outsourcing means that many of the traditional human resource functions, such as recruiting, were provided by other specialist human resource businesses. At the time it was considered that this was not only cost-effective but also the best way to get the best talent. It was considered cost-effective because permanent specialist human resource employees would not be required and effective because people could be recruited from anywhere in the world. Human resource functions Before we consider the way human resource functions are outsourced, it might be helpful to recall, from the unit in the preliminary course, the nature of the human resource function. Typically, the human resource function starts with job analysis. Job analysis is concerned with working out what tasks need to be done if the business is to achieve its objectives and the skills needed to do those tasks. The next task is to recruit and select the people best able to do those tasks. Training and development are also important. There are also quite a few functions that are less obvious. These include establishing grievance Getting Better Results
7 Role of Human Resource Management ISBN Don Sykes & Kim Crawford - procedures, monitoring Occupational Health and Safety (OH&S) issues, Equal Employment Opportunity (EEO) issues and, most importantly, planning for the development of a business culture that embraces change. In some businesses, some of the traditional human resource functions have been passed over to the operations function. Many operations managers, for example, are responsible for things like recruitment, training and OH&S. In other instances some of the human resource functions have been outsourced. In the 2000s large businesses tended to change many of the traditional human resource functions. Recruiting was an area of major change. Recruiting is concerned with getting a number of qualified people to apply for a job so that the best applicant can be selected. Currently, many large businesses get outside employment agencies to conduct the recruiting for temporary staff and jobs that do not require costly training and can generally be performed with a lower level of skill. 278 However, larger Australian businesses tend to keep the recruiting of high-value employees in-house. This is because they want to build a long-term relationship with key employees and they want that relationship to develop from the time of recruitment. Another reason is that the nature of jobs is always changing and a great deal of money will be invested in training employees. It is important to keep those employees. Employee attributes are the single most important criteria when recruiting people for many types of jobs. Skills can be taught but it is very difficult to change attitudes. In-house recruitment is more likely to select employees with the attributes needed to achieve specific business goals than an external employment agency. The main focus of current human resource management is to outsource any function that improves efficiency and cuts costs. However, large businesses doing this sort of outsourcing are very careful to keep in-house any human resource activity that requires understanding the business and its customers, identifying future leaders and promoting change. THINK, INK, PAIR, SHARE Imagine you worked in the human resource department at Kmart. You need to recruit casual employees for duties such as filling shelves, cleaning shelves, cash register and so on. Jot down TWO attributes you think would enable a potential employee to contribute to the achievement of the high levels of customer service business goal. RedPeg Publishing HSC Business Studies
8 ISBN Don Sykes & Kim Crawford - Go to and reflect on the following: 1. What customer need does this business meet? Research activity 2. Click on Drake International in the Search by Recruiter profile. What customer need does Drake international meet? 3. Imagine your business needs ICT staff. Which employment agency would you outsource this task to? Jot down your responses and discuss them with your learning partner. Role of Human Resource Management Using contractors - domestic, global The use of contractors can give a business a great deal of flexibility. This is because there is no long-term commitment between a contractor and a business. The extent of the relationship with the contractor depends on the amount of work to be done. It can be adjusted simply. On the other hand, if the work were to be done within the business, people would need to be dismissed if less work was available. Imagine, for example, you are CEO of a business developing apartments in the inner city and you employ a contractor to do all the electrical work. You have great certainty. You know how much it will cost because you have a fixed-price contract. You have no commitments to employees between projects. It is a similar process where contractors are used specifically to provide traditional human resource functions such as training and recruitment. 279 It is not easy to explain the difference between an employee and a contractor because it is a legal concept. For this reason it is helpful to look at the Australian Tax Office s definition. An independent contractor is an entity (such as an individual, partnership, trust or company) that agrees to produce a designated result for an agreed price. In most cases an independent contractor: is paid for results achieved provides all or most of the necessary materials and equipment to complete the work is free to delegate work to other entities has freedom in the way the work is done provides services to the general public and other businesses is free to accept or refuse work, and is in a position to make a profit or loss. Increasingly, large businesses are using contractors in the global, as well as the domestic, environment. The main reason for this is that it is often very cost-effective. Within the domestic economy the use of contractors is cost-effective mainly because of the flexibility it gives to a business. In the recession associated with the global financial crisis, for example, builders and developers were able to reduce their costs because they had no continuing commitment to employees when there was no work. The fixed-price contracts associated with the use of Getting Better Results
9 Role of Human Resource Management 280 ISBN Don Sykes & Kim Crawford - contractors also provide greater certainty for planning. The business knows at the outset how much it will cost. Again, the same idea relates to human resource functions such as training. In the global environment the cost advantages of contractors are significant. This is because there is a greater pool of talent, labour law variations and wage rates. Levi, for example, can now produce its main product, jeans, more cheaply by using contractors in Vietnam than it could when it employed people in US factories. Most importantly, Levi can adjust quantities to changes in demand more effectively than it could in its own factories. Apple Inc. is able to produce iphones, ipods and ipads more cheaply by using global contractors in a range of countries. Many large businesses now approach the human resource function by building a core of committed employees, called high-value employees, in a long-term relationship and an outer ring of employees in a more casual relationship. These relationships are mainly concerned with outsourcing. It is interesting to note, however, that although businesses such as Nike, Levi and Apple use outsourcing, and global contractors in particular, they are still concerned to build partnerships with these contractors to ensure they have control over quality and some aspects of the contractor s employment relationships. Research activity Go to Click on New terms of engagement. In this video Levi Strauss argue it is time to advance the standards for apparel workers around the world. Watch the video and jot down any aspect of the contractual relationship between Levi Strauss & Co and its global contractors that you think is interesting. Discuss these points with your learning partner. At the same time go to and explore the site. You should note the phrase we hire talented people all over the world and the people we hire are excited by the chance to be a catalyst for change, both inside and outside our company and we don t just put our values on a poster, we live them. Is there a potential job in this company for you? Processing the work for the unit on the Role of human resource management At the outset, focus on your HSC. Carefully review the unit of work. Practise potential multiple choice and short responses. Most importantly, learn from business. Adopt the basic principles the most successful businesses have adopted. RedPeg Publishing HSC Business Studies
10 ISBN Don Sykes & Kim Crawford - Russell and Taylor (2005) have set out the following principles for implementing a continuous improvement effort. 1 Create a mind-set for improvement. Do not accept that the present way of doing things is necessarily the best. 2 Try and try again. Don t seek immediate perfection but move to your goal by small improvements, checking for mistakes as you progress. 3 Think. Get to the real cause of the problem. Ask why - five times. 4 Work in Teams. Use the ideas from a number of people to brainstorm new ways. 5 Recognise that improvement knows no limits. Get in the habit of always looking for better ways of doing things. Role of Human Resource Management Memory Work Carefully review the work you have done in this section. 281 What is the strategic role of human resource management? The strategic role of human resource management is to provide the business with people who have the required skills, attributes and behaviours the business will need to achieve its strategic goals in a dynamic and often turbulent environment. How is human resource management interdependent with the other key functions? It is important to understand the central role of marketing in a business. This is the function responsible for finding the opportunities to develop products with a good fit between the needs of customers and the business s resources. However, the operations function has to consistently deliver a quality product, finance has to provide the money for product development, employee training and equipment. None of this happens without people with the skills, attributes and behaviours that the business requires. Discuss the outsourcing of human resource functions and the use of domestic or global contractors. Outsourcing is where human resource specialists outside the business perform some of the tasks, such as recruiting and training, that were traditionally done within a business. Outsourcing is attractive because it is cost-effective and provides a greater pool of talent. Now there is a trend towards two types of human resource outsourcing. Employment agencies are often used for low skill requirements but the recruitment of high value employees is kept within the business. However, there is tendency to use both domestic and global contractors for not just operations but also the delivery of traditional human resource functions such as recruitment and training. Getting Better Results
Increase Profit Increase Revenue Increase Market Share. With the help of Gateshead Council LearningSkills Apprenticeship Scheme
Increase Profit Increase Revenue Increase Market Share With the help of Gateshead Council LearningSkills Apprenticeship Scheme Money Profit Revenue 7,500 funding available NOW! How would you like? 7.500
More information2014 HSC Business Studies Marking Guidelines
20 HSC Business Studies Marking Guidelines Section I Multiple-choice Answer Key Question Answer C 2 A 3 C B 5 B 6 C 7 B 8 C 9 B 0 B C 2 D 3 B C 5 C 6 D 7 A 8 D 9 A 20 D Section II Question 2 (a) Demonstrates
More informationDEMAND GENERATION: And The Cold Call STAR-Pro Methodology
Demand Generation DEMAND GENERATION: And The Cold Call STAR-Pro Methodology There s a new era in marketing. Did you notice the paradigm shift? Or more importantly, have you actively aligned your marketing
More informationPage 1. Worldwide. Case problem: Learning objectives:
Student Self-administered case study Introducing HRM Case duration (Min): 45-60 Human Resource Management (HRM) Introducing HRM Worldwide Case summary: This case introduces some of the essential elements
More informationConsultants on-demand:
Consultants on-demand: A guide to bringing top talent closer to your business EUROPE +44 (0)20 3176 5615 N. AMERICA +1 646 844 7127 Introduction: What lies behind on-demand networks? The way companies
More informationD 1. Working with people Develop productive working relationships with colleagues. Unit Summary. effective performance.
1 Develop productive working relationships with colleagues Unit Summary What is the unit about? This unit is about developing working relationships with colleagues, within your own organisation and within
More informationEmployment Services 2015-2020 Exposure Draft
Employment Services 2015-2020 Exposure Draft Submission of the Recruitment and Consulting Services Association August 2014 Introduction to RCSA The Recruitment and Consulting Services Association Australia
More informationOutsourcing. Knowledge Summary
Knowledge Summary Outsourcing P&SM professionals should have the knowledge and skills required to manage the outsourcing process and to advise colleagues of the most appropriate solution to obtain best
More informationThe War for Talent Effective Recruitment & Retention
TOPRA Annual Veterinary Symposium The War for Talent Effective Recruitment & Retention A presentation by Paul Foster, Consultant, The RSA Group of Companies ENABLING AND PROMOTING EXCELLENCE IN THE HEALTHCARE
More informationColes Group Recruitment:
Coles Group Recruitment: Embracing technology changing the way we recruit Overview Overview Recruitment Challenges Our situation Technology the answer! The volume process Online Assessment Voice Recognition
More informationTraining and Development Policy
Training and Development Policy Approved: 14 th March 2007 Technical Review 25 th February 2011 Contents page 1. Introduction 3 2. Definitions 3 3. Scope 4 4. Training and Development Responsibilities
More informationFocusing on you. Focusing on the future.
Focusing on you. Focusing on the future. Talk to JAM now on 0800 211 8877 www.jamrecruitment.co.uk Powerful RPO solutions from JAM Recruitment Future Great recruitment is incredibly powerful. It can change
More informationESP MARKETING TEACHER S NOTES
Teacher s notes: Level 1 (Intermediate) ESP MARKETING TEACHER S NOTES Worksheet A A. Vocabulary With stronger students, don t give them the correct answers until they have read the text and have had a
More informationA Practical Guide to Seasonal Staffing Alternatives
A Practical Guide to Seasonal Staffing Alternatives It s summer and time to plan for your peak staffing needs for the busy holiday season. While your base staff will carry you throughout the summer, you
More informationPrincipal risks and uncertainties
Principal risks and uncertainties Our risk management approach We have a well-established risk management methodology which we use throughout the business to allow us to identify and manage the principal
More informationRethinking Talent Management: Where Do We Go from Here?
LEADING THE WAY IN SPECIAL ADVERTISING SECTION Rethinking Talent Management: Where Do We Go from Here? O BY Is the Great Recession finally over? While economists argue both sides, one thing is certainly
More informationSample Career Ladder/Lattice for Retail Services
Click on a job title to see examples of descriptive information about the job. Click on a link between job titles to see the critical development experiences needed to move to that job on the pathway.
More informationConstruction Project Management and Quantity Surveying Degree Apprenticeships
Construction Project Management and Quantity Surveying Degree Apprenticeships Programme Outline Overview The Construction Project Management and Quantity Surveying Degree Apprenticeships have been developed
More informationTop Talent is Mobile. Are You?
Top Talent is Mobile. Are You? The Rise of Mobile Technology in Talent Acquisition an ebook by: We turn to our smartphones and tablets for almost everything, and these mobile devices are well on their
More informationTalent Management Courses
Talent Management Courses Business Succession Planning Developing and Maintaining a Succession Plan Change is a hallmark of today s business world. In particular, our workforce is constantly changing people
More informationWhy You Should Use a Virtual Assistant for Human Resources?
Why You Should Use a Virtual Assistant for Human Resources? Human Resource Outsourcing. The How To s and Why s Online business is becoming more popular each day. More people bring their businesses virtually,
More informationThe Success Profile for Shared Services and Centres of Expertise
1 The Success Profile for Shared Services and Centres of Expertise Contents Role and models 3 Great minds think alike 4 Five factors that make the difference 5 Five factors in action 7 What can we take
More informationJoint ventures and partnering
Joint ventures and partnering From http://www.businesslink.gov.uk/bdotg/action/layer?r.l1=1074404796&r.s=tl&topicid=10790 50369 A joint venture is when two or more businesses pool their resources and expertise
More informationOutsourcing. Definitions. Outsourcing Strategy. Potential Advantages of an Outsourced Service. Procurement Process
CIPS takes the view that the outsourcing of services to specialist providers can often lead to better quality of services and increased value for money. Purchasing and supply management professionals should
More informationWeek 3. COM1030. Requirements Elicitation techniques. 1. Researching the business background
Aims of the lecture: 1. Introduce the issue of a systems requirements. 2. Discuss problems in establishing requirements of a system. 3. Consider some practical methods of doing this. 4. Relate the material
More informationLesson 2. Acquiring and Preparing Human Resources ASSIGNMENT 5. The Process of Human Resource Planning. Forecasting
Acquiring and Preparing Human Resources ASSIGNMENT 5 Read this assignment in your study guide. Then, read Chapter 5, Planning for and Recruiting Human Resources, on pages 117 149 in your textbook. The
More informationProviding the staffing solutions you need with the flexibility you want
International IT Staffing, Business Change & Project Solutions Experts Providing the staffing solutions you need with the flexibility you want WWW.GIBBS-S3.COM GIBBS S3 Providing the staffing solutions
More informationPartnering with a Total Rewards Provider
CHAPTER 8 Partnering with a Total Rewards Provider changing market expectations place businesses under constant pressure to raise performance. So all eyes often turn to human resources (HR) to increase
More informationBuild your fortune with us.
Build your fortune with us. Franchise Information Pack Welcome. Thank you for downloading our franchise information pack, and considering the Wokinabox brand. Wokinabox is synonymous with great-tasting
More informationBuild your fortune with us.
Build your fortune with us. Franchise Information Pack Welcome. Thank you for downloading our franchise information pack, and considering the Wokinabox brand. Wokinabox is synonymous with great-tasting
More informationRevised Body of Knowledge And Required Professional Capabilities (RPCs)
Revised Body of Knowledge And Required Professional Capabilities (RPCs) PROFESSIONAL PRACTICE Strategic contribution to organizational success RPC:1 Contributes to the development of the organization s
More informationWorkforce Management Plan 2013-2017
Workforce Management Plan 2013-2017 Adopted on Wednesday 19 June 2013 Contents Message from the General Manager 5 city Plan: Cascade of Plans 6 our Vision, Mission and Community Outcomes 7 Introduction
More informationGeneral Staffing Temporary Work Services. Adecco Ukraine
General Staffing Temporary Work Services Adecco Ukraine Adecco Group and Adecco Ukraine Overview Adecco Group: FY 2010 HIGHLIGHTS Adecco Ukraine: World s largest HR company Revenues of EUR 18.7 billion
More informationUTILISATION OF TALENT POOLS FOR EXTERNAL RECRUITMENT IN AUSTRALIA RESULTS OF A TWO YEAR STUDY
UTILISATION OF TALENT POOLS FOR EXTERNAL RECRUITMENT IN AUSTRALIA RESULTS OF A TWO YEAR STUDY TABLE OF CONTENTS Executive Summary 2 Introduction 5 Methodology 5 Section One: Australian Top 100 Employer
More informationMaximise your Talent Options
Maximise your Talent Options A specialist division of Recruitment Your business support HR Consulting and professional HR Products recruitment Workplace specialists Relations Apprenticeships Part of something
More informationHow to Generate Local Network Marketing Leads Online
Profit Builders Inc. Helping You Out-Think, Out-Perform and Out-Earn the Competition-Risk Free & Guaranteed! How to Generate Local Network Marketing Leads Online For a long time one of the major disadvantages
More informationOmni s 4 Simple Steps to Reduce. What You Need to Know to Cut. Recruitment Costs
Omni s 4 Simple Steps to Reduce Recruitment Costs What You Need to Know to Cut Recruitment Costs 4 Simple Steps to Reducing Recruitment Costs By Stuart Jones Stuart Jones works as a Senior Consultant within
More informationthe growing demand for niche skills: HIGH TECH BY STEVEN SCOTT Vice President of Global Solutions
the growing demand for niche skills: HIGH TECH BY STEVEN SCOTT Vice President of Global Solutions 2 THE HIGH TECH INDUSTRY has remained remarkably resilient in riding the economic roller coaster of recent
More informationAn introduction to marketing for the small business
An introduction to marketing for the small business Membership Services Moor Hall, Cookham Maidenhead Berkshire, SL6 9QH, UK Telephone: 01628 427500 www.cim.co.uk/marketingresources The Chartered Institute
More informationHospitality manager apprenticeship standard
Hospitality s work across a huge variety of organisations including bars, restaurants, cafés, conference centres, banqueting venues, hotels and contract caterers. These s generally specialise in a particular
More informationTouchpoint RPO. For companies in the Digital, Online and ecommerce space. - Lower Recruitment Fees with Fixed Costs
Touchpoint RPO For companies in the Digital, Online and ecommerce space - Lower Recruitment Fees with Fixed Costs - Stay in control through our Applicant Tracking System - Relieve your HR & Line Managers
More information6 Steps to Design The Perfect Office Space
6 Steps to Design The Perfect Office Space 6 Steps to Design the Perfect Office Space 01 APEX Design-Build Though it may seem daunting, designing a corporate office space is just like any other project
More informationCIMA E1 Course Notes. Chapter 1. Introduction to Organisations
CIMA E1 Course Notes Chapter 1 Introduction to Organisations 1. Organisations Introduction An organisation is a social group of people that is organised and managed in a way that aims to follow a corporate
More informationLocal SEO for the Small Business Owner 2011
DISCLAIMER: While all of the information supplied in this ebook is designed to be helpful to an individual or group there are no express warranties attached to this work. The author, publisher and copyright
More informationOptimizing Talent: Blended Solutions for Europe s Human Age Jilko Andringa Managing Director for Central Europe and ManpowerGroup Solutions RPO Europe
Optimizing Talent: Blended Solutions for Europe s Human Age Jilko Andringa Managing Director for Central Europe and ManpowerGroup Solutions RPO Europe The European Union s (EU) largest employers have
More informationBusiness Services (Administration) Curriculum Framework
Business Services (Administration) Curriculum Framework Stage 6 Syllabus Part A for implementation from 2000 Business Services Office Administration (120 indicative hours) Business Services Office Administration
More informationPERSONNEL RECORDS. Unit: Subject: Sarbanes-Oxley Act Review - Human Resources and Payroll Title: Risk and Control Identification Year end: OBJECTIVE
Unit: Subject: Sarbanes-Oxley Act Review - Human Resources and Payroll Title: Risk and Control Identification Year end: POTENTIAL PERSONNEL RECORDS Personnel files contain accurate, valid and complete
More informationRecruitment Process Outsourcing Methodology Statement
Recruitment Process Outsourcing Methodology Statement Contents An Overview... 3 Steps To Success The Components of an Outsourced Recruitment Process... 4 Why Use RPO?... 6 Why Consult Group?... 8 About
More information4 STEPS TO TAKING THE LEAD PROFESSIONAL DEVELOPMENT FOR TRAINERS AND ASSESSORS 2014
PROFESSIONAL DEVELOPMENT FOR TRAINERS AND ASSESSORS 2014 Level 10, 171 Clarence Street, Sydney NSW 2000 Australia GPO Box 4194, Sydney NSW 2001 Australia P +61 2 8243 1200 F +61 2 8243 1299 E info@serviceskills.com.au
More informationSourcing Gets Smart. Revamping Strategies, Rethinking Technology. April 2012 Madeline Laurano
Sourcing Gets Smart Revamping Strategies, Rethinking Technology April 2012 Madeline Laurano Sourcing Gets Smart: Revamping Strategies, Rethinking Technology Sourcing is the foundation of any successful
More information509 467-0062 208 664-8958 humanix.com
Connecting businesses to people who bring the valuable talents, skills and advanced know-how to make sure any level job temporary or permanent gets done right. 509 467-0062 208 664-8958 humanix.com Onboarding
More informationConsumer Awareness Guide. Using Recruitment Agencies
Consumer Awareness Guide Using Recruitment Agencies Prepared By Ian M Campbell Avenue Scotland Introduction At Avenue Scotland, we take great pride in the honest, professional service we provide. We have
More informationAdministrator Position Description. About the Drug Foundation
Administrator Position Description Approved by Executive Director, April 2013 Next review at annual staff appraisal About the Drug Foundation New Zealanders use drugs. That use can cause harms and add
More informationTrends in Managed Services 2015 and Beyond
Trends in Managed Services 2015 and Beyond Consolidating services, technology developments and strategic partners Jo Lindsay, Director of Projects, Reed Talent Solutions 2015 will be the 18th year I have
More informationUnderstand how PPC can help you achieve your marketing objectives at every stage of the sales funnel.
1 Understand how PPC can help you achieve your marketing objectives at every stage of the sales funnel. 2 WHO IS THIS GUIDE FOR? This guide is written for marketers who want to get more from their digital
More informationThis white paper is an introduction to SEO principles, with a focus on applying those principles using your SiteSuite website management tools
Level 3 / 1 Bay Street, Broadway Shopping Centre, NSW 2007, Australia How to Use Your SiteSuite Content Management System to Apply Search Engine Optimisation (SEO) Techniques & Principles (or how to get
More informationHelping our clients win in the changing world of work:
Helping our clients win in the changing world of work: Recruitment Process: Why Outsource? A Manpower Insights Paper The future of RPO looks strong despite or perhaps aided by the current global recession.
More informationWe are here to help you...
We are here to help you... Hi Scott Wilson here the Founder of Digital Influence. I just wanted to say thanks for taking the time to read this short report. As a business owner that has been lucky enough
More informationThe One Virtually Unknown Trick to Getting Onshore Call Center Quality with Offshore Pricing
The One Virtually Unknown Trick to Getting Onshore Call Center Quality with Offshore Pricing The One Virtually Unknown Trick to Getting Onshore Call Center Quality with Offshore Pricing In an increasingly
More informationSocial Business Plan Template
Social Business Plan Template Your one page plan... 3 Your service from your customer s point of view... 3 Market research... 3 Vision, mission and objectives... 6 What will you do? (your activities)...
More informationOnline Accounting Software CUSTOMER SERVICE GUIDE
Online Accounting Software CUSTOMER SERVICE GUIDE Why you need to think about customer service Without customers you don t have a business it s as simple as that. Good customer service is absolutely essential
More informationWinning in a Competitive and Rapidly Changing Retail Environment
Winning in a Competitive and Rapidly Changing Retail Environment The Australian retail industry is undergoing a profound restructure driven by the influences of northern hemisphere retailers entering our
More informationChallenges for Talent Acquisition
Challenges for Talent Acquisition Successful Talent Acquisition in Australia Trevor Vas Exective Director, Human Capital Management Solutions Pty. Ltd. 2015.02.09 Background Recruitment in Australia has
More informationBusiness plan template
Business plan template 1 Contents 1 Preparing your business plan 3 2 What your plan should include 4 3 Writing your business plan 5-11 3.1 Executive Summary 3.2 Your business products and services 3.3
More informationContent Is Still King: How content marketing enables businesses to differentiate, lead and succeed
Content Is Still King: How content marketing enables businesses to differentiate, lead and succeed A Xander Marketing Guide T: 03302232770 E: hello@xandermarketing.com W: www.xandermarketing.com As marketing
More information5 costly mistakes you should avoid when developing new products
5 costly mistakes you should avoid when developing new products By Paul Forsythe Managing Director at Alemare Solutions And Product Development expert with 25 years experience Hello, As you will know,
More informationStrategic Supply Chain Management: Can your supply chain deliver both growth and efficiencies?
Strategic Supply Chain Management: Can your supply chain deliver both growth and efficiencies? BRAD HOUSEHOLDER Introduction Companies recognise that in today s global economy, their supply chains are
More informationWorkforce Planning & Development Model
Workforce Planning & Development Model Overview what is workforce planning? Workforce planning is an organised process for: Identifying the number of employees and the types of employee skill sets required
More informationStrategic Sourcing Outlook: Emerging Techniques and Media
Strategic Sourcing Outlook: Emerging Techniques and Media www.chandlermacleod.com Social Media The Future of Strategic Sourcing? It s often tempting to stick with the tried and true and focus simply on
More informationEssential. Guide to Inbound Marketing. For Business Owners & Executives. The
The Essential Guide to Inbound Marketing For Business Owners & Executives a g u i d e f o r i n c r e a s i n g r e v e n u e a n d g e n e r a t i n g i n b o u n d m a r k e t i n g l e a d s f a s t
More informationPRESS RELEASE. How new staff selection software is helping Drakes Supermarkets stay ahead of the competition
PRESS RELEASE How new staff selection software is helping Drakes Supermarkets stay ahead of the competition An innovative new Australian software service that profiles job candidates is making it easier
More information95% of asset management CEOs say they re very or somewhat confident about growth over the coming three years
18th Annual Global CEO Survey Redefining competition in a world without boundaries 95% of asset management CEOs say they re very or somewhat confident about growth over the coming three years 82% of asset
More informationTwo Factor Authentication - A Simple Way to Compare Costs and Risks
The Hidden Costs and Risks of DIY Two Factor Authentication Foreword Dave Abraham examines the real costs involved in implementing and managing two factor authentication (2FA) in-house. Dave Abraham is
More informationRecruitment Process: Why Outsource?
Recruitment Process: Why Outsource? Open House November 2010 Think differently about work. John Loukas Manpower Business Solutions Director 2 RPO - Agenda RPO Overview - Definition RPO as a Talent Acquisition
More informationOld enough to know better?
Old enough to know better? The effect of new anti-ageism legislation on hiring and HR practices A white paper produced by specialist employment lawyers, Glovers, in association with Nigel Lynn G L O V
More informationChapter 2 Global E-Business and Collaboration
1 Chapter 2 Global E-Business and Collaboration LEARNING TRACK 1: SYSTEMS FROM A FUNCTIONAL PERSPECTIVE We will start by describing systems using a functional perspective because this is the most straightforward
More informationRETAIL MANAGEMENT AN INTRODUCTION
RETAIL MANAGEMENT AN INTRODUCTION RETAILING IS A PART OF OUR LIFE IN RECENT PAST BUYING AND SELLING HAS BECOME MORE FORMAL AND BRAND DOMINATED TRADITINAL FORMS CO EXSIST WITH ORGANIZED RETAILERS. RETAILING
More informationWhen To Outsource Your Marketing
When To Outsource Your Marketing 1 Introduction Questions around business-process-outsourcing is an ever present issue for owners and senior executives. The rapidly changing pace of market conditions and
More informationHow to Improve the way you operate
How to Improve the way you operate Recruitment Virtual Support Assistants (RVSA) Benefits New outsourced recruitment process model Cut recruitment costs in half Reduce overall cost per hire Reduce recruitment
More informationTEAMWORK. Recruitment HR Consulting Market Research A WINNING TEAM IS GREATER THAN THE SUM OF ITS PARTS.
TEAMWORK Recruitment HR Consulting Market Research Business Consulting A WINNING TEAM IS GREATER THAN THE SUM OF ITS PARTS. Saint Blanquat & A. Services Saint Blanquat & A. is Cambodia s premier Human
More informationInterviewing Practice = Preparation
Interviewing Practice = Preparation What is the Purpose of an Interview? STUDENT An interview is a two-way exchange, a conversation, in which both participants have some goals. The Interviewer wants to
More informationThe beginner s guide to content management systems
E-book The beginner s guide to content management systems A good website is regularly updated and grows over time. In this e-book we show you how administering the content on a hungry website shouldn t
More informationBUSINESS PERFORMANCE GUIDE
BUSINESS PERFORMANCE GUIDE You might think one recruiting service is the same as the next. Not always. The services recruiting firms provide actually vary quite a bit some do more, some do less. Because
More informationTHE BEGINNERS GUIDE TO IR35
TO CONTENTS Introduction - What is? Chapter 1 - Know your status Chapter 2 - The cost of non compliance Chapter 3 - Selecting your operating structure Chapter 4 - Investigations Using this guide You can
More informationTop Talent is Mobile. Are You?
Top Talent is Mobile. Are You? The Rise of Mobile Technology in Talent Acquisition JOB an ebook by: We turn to our smartphones and tablets for almost everything, and these mobile devices are well on their
More informationRecruiting a Competitive Workforce: Should Needed Skills be Built or Bought?
A ManpowerGroup TM Solutions White Paper Recruiting a Competitive Workforce: Should Needed Skills be Built or Bought? For more information on RPO, please visit manpowergroup.co.uk Recruiting a Competitive
More informationAN EMPLOYER S GUIDE TO EMPLOYING SOMEONE WITH DISABILITY
AN EMPLOYER S GUIDE TO EMPLOYING SOMEONE WITH DISABILITY Introduction Australia s workforce is constantly changing to prepare for, and respond to our future economic, environmental and social goals. The
More informationHow To Work At Searson Buck
Our business is people. Searson Buck Searson Buck is proud to be a leading provider of and human resource services. We build lasting relationships and create customers for life. Our focus is on providing
More informationCBI Product Factsheet: Human resource services in the UK
CBI Product Factsheet: Human resource services in the UK Practical market insights into your product Human Resource (HR) departments in the UK are becoming smaller. This is predominantly the result of
More informationHUDSON SALARY GUIDES 2015
Singapore HUDSON SALARY GUIDES 2015 Sales & Marketing about this publication This Salary Guide is a compilation of salary and market information provided by Hudson consultants, clients, candidates and
More informationRecruitment Process Outsourcing:
Recruitment Process Outsourcing: What You Should Look for in an RPO Provider James F. McCoy Vice President & RPO Practice Lead It used to be that companies looked exclusively at cost and process to identify
More information8 Tips for creating a savvy Social Media Policy
8 Tips for creating a savvy Social Media Policy Introduction In today s modern world, the number of people using social media continues to rise on a daily basis. Whether or not you re using social channels
More informationHow an Innovative Email Marketing Strategy Can Pave the Way to New Customers
How an Innovative Email Marketing Strategy Can Pave the Way to New Customers AN EMAIL MARKETING STRATEGY WHITE PAPER EMAIL MARKETING PROGRAMS According to the Direct Marketing Association, email marketing
More informationUsing Gamification in Reward and Recognition to improve Employee Engagement
Using Gamification in Reward and Recognition to improve Employee Engagement 02 WHAT IS GAMIFICATION? It is the use of use of game design elements in a non-game context It is a common misconception that
More informationFor personal use only
Attention ASX Company Announcements Platform Lodgement of Open Briefing ASX ANNOUNCEMENT: 8 February 2012 CEO and CFO on Half Year Results and Outlook Open Briefing with and CFO Martin Brooke Talent2 International
More informationPublic Service Commission
Public Service Commission Strategic Plan Part A, 2011-2016 Year 5 2015/16 Promoting and modeling excellent human resource practices Message from the Minister It is my pleasure to update the Public Service
More informationHUDSON SALARY GUIDES 2015
Australia HUDSON SALARY GUIDES 2015 Human Resources about this publication This Salary Guide is a compilation of salary and market information provided by Hudson consultants, clients, candidates and other
More informationHow To Plan At A Tribe Of People
ONE Don t Mark My Paper, Help Me Get an A Garry Ridge AS I SHARE with you how we successfully implemented our Don t Mark My Paper, Help Me Get an A philosophy into our performance review system, we ll
More informationThe Internet of Things
is a new series from Boyden on how M2M technologies are changing industrial, consumer and healthcare companies and financial institutions. In this first edition, on the Industrial Internet of Things (IIoT),
More information