Introduction of a new system Top Cuts

Introduction Introduction of a new system in a business organization can be one of the most challenging and risky undertakings that a business can carry out. This is especially the case if a completely new system is required or available, and the business has been using another system. The risk is usually because the management of the business may not know the reliability of the new system.Advertising We will write a custom case study sample on Introduction of a new system: Top Cuts specifically for you for only $16.05 $11/page Learn More In addition to this, the users of the new system may be completely unfamiliar with it, leading to a bottleneck in the offering of services or production of goods, which will obviously lead to a reduction in profits or an increase in losses. Also of essence is the consideration of the fact that the implementation of a new information system in a business requires a high level of expertise in order to ensure that the expe rt gives proper hardware and software specifications for the effective and efficient running of the new system. It is therefore critical that before a business organization implements a new information system, it puts all these issues into consideration. This report offers recommendations of how Top Cuts, a chain of hair dressing salons in the U.K. should implement a new system in their business premises. Literature Review Businesses at some point find themselves in a situation in which they need to upgrade their information systems. A number of reasons prompt this, the main one being the functionality of the system. As businesses expand, they may add portfolios and functions in their scope. This may render the information system being used incapable of handling the operations of the business since the information system may not include functions related to the additional portfolios and functions. In other cases, businesses upgrade their systems when the technology that they use wit h the current system becomes obsolete. With time, new and more powerful technologies emerge and thus businesses are forced to upgrade their systems in order to maintain their competitive advantage.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Many business information systems have failed either during the development process or during the implementation stage. This is normally due to poor planning. During the development stage, if custom software is being made, it is important to plan holistically for the software. It is vital to collect sufficient data before the development process begins. Many programs fail during development due to failure to collect the sufficient data. This is because the data and requirements of the business organization will determine the components of the system. It is also important to choose a reliable platform on which the program will be developed. This is because the platform will determine many aspects of the information system ranging from speed to security, and even reliability. Many systems fail during the implementation stage due to failure to choose the right platform for program development. Another problem that may lead to failure during implementation is the failure to match hardware with the requirements that are needed to run the developed software. The use of computer information systems by business organizations gives them competitive advantage against other businesses in the same industry. This is especially the case because the use of information systems leads to increased productivity due to the efficiency that they come with. The use of computer systems also ensure that data is adequately preserved and thus no data will be lost. They also make data accessibility easy and thus no time will be wasted when accessing data. In addition to these, a business that uses information systems is more likely to satisfy the ne eds of its clients than a competitor who does not use information systems (A Survey of System Development Process Models 2008). This will obviously translate to a larger client base for a business that uses computer systems. All these factors combine to make a business more profitable than its competitors do. Recommendations Hardware requirements From the description of the information system that Top Cuts wants to implement, it is apparent that the system is available over the counter. Therefore, considerations as to whether the system should be custom-made or purchased over the counter are not necessary.Advertising We will write a custom case study sample on Introduction of a new system: Top Cuts specifically for you for only $16.05 $11/page Learn More Top Cuts management should thus concentrate on how best to implement the new system and ensure that the chain of hair dressing salons benefits maximally from implementing the new system. It is therefore prudent for the management of Top Cuts to disregard the first steps of Systems Life Cycle and concentrate on the last three steps, which are system integration and test, system implementation and system operation and maintenance. First, the management of the business should ensure that they have hardware resources that can effectively run the new system. It is of essence to acquire computers whose processing speed and memory can offer a good platform for the running of the new system. Since the system is providing real-time results of data processing, it is vital that the computer system on which it runs has a processing speed that is sufficient to run it without performance bottlenecks. A duo-core with a combined processing speed of at least 4 GHz will be required for this system. Because the system will be storing thousands of pictures and one picture may have a large capacity depending on its format, it is of essence to acquire a computer whose memory is at least 500 GB. This wi ll ensure that the computer can support the system’s pictures and that it can sufficiently allow for system expansion in the future. The business should also acquire a camera that is compatible with the system, which can produce good pictures of hairstyles with the finest details, and which cannot easily malfunction. Such a camera would have a resolution of at least 8 megapixels and it will be digital. The business should also purchase a user friendly operating system on which the system will run. See selected pictures of appropriate hardware below. (Advice for life 2012)Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More (Computer Systems Center 2012) System integration and test With regard to system implementation, the business should start by carrying out the system integration and test step of system implementation. During this step, the business will be able to establish if the new system is able to meet the requirements of the business. This will be done by making use of the available requirements analysis that the business came up with as it developed the existing system. The step will be advantageous to the business because it will help in lowering the cost of system implementation. The business should match the requirements of the business with the capabilities of the new system. The workflow of the business should be established and the components of the new system checked for the ability to support such workflow. This will ensure that there will be no surprise failures during system implementation. System implementation In implementation, the first step is installation; the system should be installed well with all components and according to the specifications of the manufacturer. Before any further steps are taken, it is of essence to test the functionality and compatibility of the system components. For instance, the compatibility of the system with the operating system being used should be checked and the compatibility of the camera with the computer system and the information system should be checked. Thus after installation, every component of the system hardware should be functioning as intended. After this, the business will need to check the functionality and reliability of the information system. The business should first implement the system as a pilot, running concurrently with the other system. That is, since the new system is more automated and faster, the staff should ask a customer to sit in front of the camera and incase of any dysfunction, of either hardware or software, ask the customer questions that are characteristic of the first system. This wa y, the business will be able to complete the final stages of system testing because the system will be operating with real client data. During this piloting phase, the business will also have an opportunity to train its staff on how to use the new system. This will ensure that there will be no problems or inefficiencies related to human error once the system becomes operational. The piloting is advantageous because apart from the training, the staff will also familiarize themselves with the system and identify any professional inefficiencies of the system that the system specialist cannot identify. This will give the business a chance to rectify these inefficiencies before the system becomes operational. The supplier or the system specialist can carry out the staff training. After the reliability of the system has been confirmed, the new system can be fully implemented, meaning that the old system is phased out and the new system operates alone. System operation and maintenance As t he system continues to serve the business it is of vital for the business to ensure staff operates the system as per the guidelines and in case of any difficulties, the supplier or a system specialist is contacted to help the business. The business should also ensure that the system is maintained by use of utility software like antivirus software to avoid a situation where the system may shut down. Conclusion From the discussion above, it is apparent that the way a business implements a new information system can draw the thin line between profits and losses in a business. This is evidenced by the experience of a chain of hairdressers who implemented the new system but failed miserably. Implementation of a new information system requires a holistic approach that ensures that the system is suitable for the business, that the appropriate hardware for the system is used, and that all the components of the system are functional. During system implementation, it is of essence to carry ou t system testing because the system will be working with real data and thus unforeseen errors may occur. The proposed approach of pilot implementation is crucial because it ensures that the operations of the business are not interrupted during system implementation. It also ensures that the system is reliable before it can become operational. Reference List A Survey of System Development Process Models 2008. Viewed on http://www.ctg.albany.edu/publications/reports/survey_of_sysdev/survey_of_sysdev.pdf Advice for life 2012. Viewed on   https://www.jessops.com/ Computer Systems Center 2012. Web. This case study on Introduction of a new system: Top Cuts was written and submitted by user Ishaan T. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Sexual Story Essays - Free Essays, Term Papers, Research Papers

Sexual Story Essays - Free Essays, Term Papers, Research Papers Sexual Story I'd always thought of her as a fairly shy girl, so I was totally unprepared for what happened next. As soon as we sat down on the sofa in the living room, she leaned over and kissed me. Not a little peck, but a full-blown french kiss. It must have lasted for ages as she pushed me down onto my back, pressing her firm breasts against my chest. When she broke the kiss, she looked into my eyes and said I've liked you for so long, but I never had the nerve to do anything about it. I want you. Before I could say anything else, she kissed me again. This time, though, she slid one of her hands down into my jeans to find my penis, which by this time was fully erect and longing for some action. Encouraged by this finding, she undid my jeans and pushed them and my underwear as far down my legs as she could until finally she had to break the kiss. She wasted no time in moving down to my cock and licking its head. She took me in her mouth, but not very deeply. I grabbed her head and gently pushed down, but she resisted. She came up off my *censored* and said Uh ... this is my first time; I hope I'm not too bad at it, then surrounded my cock with her lips once again. She took me a little deeper each time, with a little more suction, a little more tongue action. I didn't tell her, but it was my first time, too, and I'd never felt anything like this before. I lay my head back against the chair arm, closed my eyes, and the feeling swept me away. No wonder guys always talk about getting head, I thought to myself. She was evidently a quick learner, for she soon had me about to cum. I moaned Ohh .... ooohhhh ... I'm ... I'm about to ... , but I didn't get a chance to finish the thought. As every muscle in my body tensed up, I looked at her head bobbing up and down and I shot my semen into a woman for the first time. I guess she didn't quite know what to expect, as she coughed a little before managing to swallow a couple of times. She gave my cock one last suck and lifted her head, smiling. I grabbed her by the shoulders and pulled her head up to meet mine. I kissed her, passionately jousting with her tongue. I was surprised at the taste of my semen; I'd always thought it would be gross, but it actually wasn't so bad. When we broke the kiss, she looked me in the eye and said Did I do OK? The only answer I could think of was another kiss, as my hands went down to her skirt. I fondled her ass a bit while I removed the skirt and her panties. I broke the kiss and told her Now it's your turn. We exchanged positions and I moved down to her *censored*, kissing her breasts through the sweater on the way and wondering if I'd be anywhere near as good for her as she was for me. I gave her outer lips a little kiss, prodding between them with my tongue. Heidi shuddered and spread her legs some more, so I figured I was starting out OK. I spread her lips with my hands and found her clit with my tongue. Her response was a little moan. As I licked her clit, she grabbed my rig ht hand and pushed it towards her breasts, under her sweater. She was wearing a front-closing bra; I wonder if she had anything in mind when she put it on today? It was quite a challenge undoing her bra without my tongue losing track of what it was doing, particularly with only one hand free to work on her bra, but I finally managed to get one of her magnificent breasts in my hand. I was running my fingers around her nipple, pinching it, pressing on it, squeezing her breasts; meanwhile, I was probing into her cunt with my tongue.

Divine Passive Voice

Divine Passive Voice Divine Passive Voice Divine Passive Voice By Jacquelyn Landis Most writers know the difference between active and passive voice. In active voice, there’s a clearly identified agent performing an action: Tiger Woods made a hole in one. The subject of this sentence, Tiger Woods, is the agent who is performing the action: making a hole in one. In passive voice, the subject isn’t performing the action; it’s being acted upon by the agent: A hole in one was made by Tiger Woods. Most experts agree that active voice is preferable over passive voice wherever possible, and most writers know this. However, did you know that there’s another form of passive voice? This one is called divine passive voice. In a sentence using divine passive voice, no agent of action is ever identified: A hole in one was made. Since there’s no agent, the action in the sentence is considered an act of God- thus, divine passive voice. Granted, this is a tongue-in-cheek assessment because it’s pretty unlikely that the hole in one happened all by itself even though Tiger Woods is sometimes attributed with divinely inspired talent. Divine passive voice is most useful for obscuring information. Perhaps Tiger didn’t want to buy the customary round of drinks in the clubhouse to celebrate his hole in one, so he insisted that club officials keep his identity secret. Politicians and other bureaucrats are fond of divine passive voice. It appears to give complete information, and it sounds official, thereby duping readers: Mistakes were made. (Who, exactly, made the mistakes?) Gas prices were raised. (By whom?) Unless you’re deliberately trying to avoid assigning blame or you’re intentionally trying to be vague, steer clear of divine passive voice. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Writing Basics category, check our popular posts, or choose a related post below:Types of Rhyme50 Idioms About Roads and PathsTestimony vs. Testimonial

Annotated Bibliography Essay Example | Topics and Well Written Essays - 2000 words - 1

Annotated Bibliography - Essay Example Clardy, A. (2008). Policies for Managing the Training and Development Function: Lessons from the Federal Government. Public Personnel Management. Vol. 37 (1):. 27+. Retrieved 13 April, 2011 from Questia. Clardy (2008) undertook a literature review on the policies of human resource development and archival data in order to determine whether the framework used by the federal government workforce could be applicable to other employment environments. He found that while they cannot be considered as a means of solving all problems in the management of training functions, they can provide a scaffold from which training can be more effectively managed and how human resource development policies can better focus, shape, and guide a company’s human resource. De Meuse, K., Hostage, T., Eau, C. & O’Neill, K. (2007). A Longitudinal Evaluation of Senior Managers' Perceptions and Attitudes of a Workplace Diversity Training Program. Human Resource Planning. Vol.30 (2): 38. Retrieved 1 3 April, 2011 from Ebscohost. This study, a pilot study undertaken within a large manufacturing company aiming to implement a new program of diversity, aimed to find out whether the training would be effective. The pilot study involved 57 mangers and senior managers across 70 locations throughout North and South America. A survey was administered a week prior and after the training and gain 3 months later. The results proved positive in terms of increased scores both directly after and further after the training, which provides a number of positive implications for diversity training of senior management. Druskat, V., Sala, F. & Mount, G. (2006). Linking Emotional Intelligence and Performance at Work: Current Research Evidence with Individuals and Groups. Mahwah, New Jersey:Lawrence Erlbaum Associates. The primary aim of this book is to provide discussion on current and leading edge research into the link between emotional intelligence and workplace performance for future researcher s and organizations and human resource departments. The main objective is to provide evidence and applied research for increasing knowledge and thus capabilities of improved workplace outcomes. Gray, R. (2007). Climate of Success: Creating the Right Organization Climate for High Performance. Amsterdam: Elsevier/Butterworth Heinemann. Gray (2007) explores the notion of organizational climate by using case studies to depict the causal links and effects of different climate issues and making recommendations on how to make improvements. He also shows how climate characteristics occur, how they impact on performance, and how managers can manipulate these characteristics and use their knowledge and understanding to benefit others as well as themselves. Grugulis, I. (2009). Skills, Training and Human Resource Development: A Response. Economic and Labour Relations Review. Vol.19 (2): 123+. Retrieved 13 April, 2011 from Questia. Grugulis’ (2009) article is a response to an earlier cri tique written by Ian Hampson (n.d) in relation to her book entitled ‘Skills, Training and Human Resource Development’. In her response Grugilis (2009) reiterates her motives for writing the book and thus the focus of her book, which was questioned by Hampson. She states that her book is intended to make academic research in human resource development (HRD) more

Comparison of the U.S. Healthcare System with the United Kingdom and Essay

Comparison of the U.S. Healthcare System with the United Kingdom and Canada - Essay Example The United States healthcare is provided primarily by the private sector; the government provides about 65 percent of all the healthcare insurance while the rest is provided by the private sector insurance. The United States healthcare uses the highest amount of money in the world per person as compared to other countries, though its structure leaves over 16 percent of its citizens with no medical cover or policy. While the United States healthcare is decentralized, the United Kingdom has a semi-centralized healthcare system whereby each country has its own healthcare that is free to all residents. The United Kingdom healthcare has a relatively small private sector as compared to the public sector that spends much less than the United States, at 8 percent. Canada, on the other hand, has a fully centralized system funded by the government with the private sector only covering the medical procedures not covered by the government’s system. Though elaborate, Canadas healthcare sys tem only accounts for about 10 percent of the gross domestic product, much less than that of the United States. In the United States, 40 million residents are not covered by any healthcare insurance, in contrast with the United Kingdom and Canada, whose medical care is free for all; mainly because the latter two largely depend on taxes while the former depends on the contributions of individuals. According to residents of the three countries, Canada’s have the greatest level of satisfaction in their healthcare system, followed by United Kingdom residents while United States residents are the most dissatisfied. In addition, the United States healthcare is the most expensive among the three.  

Strategic Human Resource Management In Retail Organisations

Strategic Human Resource Management In Retail Organisations Their relationship with suppliers and customers are based on their moral and ethical principles, justice and esteem. (JLP) John Lewis creates a culture than customers are looking for. John Lewis is the first company to have its staff as partners in the company. John Lewis was first opened in 1864 in Oxford circus. And by 2009 John Lewis Partnership was created which was in great favour for both employers and employees. . As mention John Lewis is such a company that creates a culture that customer are looking for. Since John Lewis has its staff as its partners, its a better way for them to deal with the day to day activities and having a better approach towards its customers. The partners themselves deal with the customers, so they having a better idea and feedback about the company from customers itself. John Lewis is a customer centric company and it has always maintained its staff quality and always makes it better. Their staffs are being rewarded by being shareholders of the compa ny and in return they work hard for the company. John Lewis staffs are lifers. John Lewis allows its staff to develop ideas, since their reputation is enhanced by the quality of their staff. Explain the importance of strategic human resource management in retail organisations Strategic human resource management is an informative process which is always developing and being studied and talked about by academics and commentators. As mentioned by Wright McMahan, SHRM refers to the pattern of planned human resource activities intended to enable an organization to achieve its goals. Human resource strategy is the result of a set of decisions a company makes about the humans with whom it does business. Human Resource Management is also a vital and absolute approach in controlling people and the workplace proficiency and environment. I have an operations dimension to my own role. Nobody working in HR can just voyage you have to make an effort to win confidence. If you can unlock the operations imperative, and do HR actively, you can create a story and then use it for conversations. (Killen, 2012) A strategic path in Human Resource Management is essential especially in expanding companies. Just like in John Lewis focus more on providing good training to its staffs. It also empowers its staffs to make and take decisions. All feedbacks are positively sorted and management will try to help, support and facilitate those ideas. John Lewis always go to an extra miles for its customers and thus is by giving good training to their staffs. Its staffs are well aware and intelligent. They also have a good knowledge of product. It not only has great customer service in stores but in its online business as well. Human Resource management means not only developing the employees, but the entire organization itself. Human Resources include a broad range in management. A growing company depends on its existing success which can sustain and start developing its business with professional staff members. As demands increases, more labour force is needed to abide with them. The current labour force should be monitor but not only if they can adhere with the demand, but it has to make sure to maintain its quality and reputation. Bulk production should not make any difference to quality customer satisfaction and sale. The human resource actions are linked to the success of the organizations overall aims. For a company that is well known in the industry and is focussing on growth such as John Lewis, their status and authenticity must be maintained. The superior of the organisation can now emphasise on the goods itself and growth, and allow the human resource department hold the development of the company. Looking closely after the organisation aims, mission and vision, the growth of achievement standards is basic to detect any issues, employees who are not active and agreement to job. Minor labour and performance issues should be deal with as soon as possible so as to avoid any further annoyance and potential issues to the customer and thus becoming a liability to the organisation. John Lewis has a psychological contract with its staffs. The psychological contract takes it a bit further compared to the written contract and this is why John Lewis is moving forward. Tracey Killen has been through the whole of it. The psychological contract is a powerful determination of behaviour in the organisation. John Lewis has made 75 years of profitable growth and this is all due to its dedicated staffs. The company expects to have honesty, integrity, proposition of new ideas and exceptional quality of customer service from its staff and in return they are treated as partners in the company. Assess the purpose of strategic human resource management activities in John Lewis Partnership Human resource management comes up with motivation, employee retention, recruitment and engagement, and employee deployment. The success and expansion of JPL can accredit to its norms. The size of the organisation matters as communication issues is raised. And along with it, the trust and company aims are not understood and shared everyone. And in its expansion, the culture plays a very important role which has to be adjusted and maintained accordingly to changes. Human resource can work with both employees and management. With more demands and increase in employees, communication maybe a problem for both sides. However, Human resource management can control this and act like a bridge and plan what management wants from employees and vice-versa. Management should have the appropriate skills for organizing, leading, planning and establishing standards. Since they will be responsible in developing the organisation instead of the technical aspects and organising, a higher knowledge of this responsibility is basic, and its also a concern once competition starts. Due to a number of reasons companies fail and mismanagement may be one. Operations can be out of hands if personal plans and politics are placed, and in expanding companies, this should be observed and stopped. Developing is not only important for management but for employees as well. In order to stay in the organisation, employees should be given a number of reasons and do their work properly. Their regular expansion, the right benefits and compensation, and life term contract are just some of the benefits that motivate employees to bring about better outcome thus better outcome for the customers and eventually, the organisation. Recruitment and selection Learning and talent development Human resource planning Provision of equal opportunities Managing diversity Motivating workers to achieve improved performance Employee counselling Talent management Payment and reward of employees Health and safety Redundancy Encouraging involvement and engagement Change management Managing cross-cultural issues or international Human Resource Management All will be concerned in some way to ensure that Human Resource management activities add interest by helping the organisation achieve its strategic objectives. They will focus on ensuring that the overall HR policies and procedures support the strategic objectives and that there is consistency in approach and implementation across the organisation. Thus JLP has a high degree of expectation from its partners. It tries to reward them beyond the hierarchy level. JLP also has a staff committee as well. Partners are expected to serve customers at a professional level. Evaluate the contribution of strategic human resource management to the achievement of the John Lewis Partnerships objectives Organisations are implementing strategic human resource as a developing factor, not to take over an outdated department. Even though there is still confirmation within the UK that once these involvements are implemented, they just reinstate the work of the personnel division. Human resource associated to the board of a company. JPL during the past decade have introduced strategic human resource with a higher level of trained workers. The role of human resource within the company has rise in significance. Their routine of training will be reviewed in the current theory of human resource. This shows that their training is the best and is worth it, thus giving a hope for further expansion. JPL is moving forward with its 81000 staffs also known as their partners owning 37 shops all across the UK. John Lewis also provides a 24hour online shop. John Lewis operates in a competitive market and consumer has a variety of products from electrical to technological to clothing to baby to home and much more. Moreover they have expanded their services from goods, now they offering insurance, broadband and finance as well. Their commitment to customers has proven into a rise in their customer level. A positive relationship has been diagnosed between the company culture, human resource management practice, and organisation performance and employee attitudes. Change and conflicts as well is another aspect where someone has to be very careful. Organisation so spend a lot of money by promoting team work and so negotiating with managers so as conflicts do not occur. Its good that the Human Resource management stay focus on its goals and focus on what he is suppose to achieve for the company. He should also have a vision of what he is planning for the future and what he thinks should happen in order to make the company successful. John Lewis does aim at all these and thats why it has been successful over the past decades and is still succeeding. John Lewis is good at developing its own staff by helping them performing better day by day by coaching them regularly and giving them training as well. They also create jobs that satisfy their employee. Team working is one of the best things. This allows staff to interact and have mutual responsibility. Thus JLP is maintaining its reputation in the market without ignoring any of its competitors such as MS, Tesco Direct, IKEA and much more. Task 2 2.1/2.4 2.1 Analyse the business factors that underpin human resource planning in Spex4U and critically evaluate how a human resource plan can contribute to meeting the organisations objectives Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resources management and the overall strategic plan of an organization. A plan is going to be a structure of what people will be doing in Sam Brown Company. Business growth Business decline Business change Labour cost control Changing nature of work Impact of technology Employee development The human resource planning will also be based on manpower with not only quantitative but also qualitative. Its not all about the number of person needed but also depends on the skills, nature and type of person. Business is affected by many things whether its an event or a situation, either in an affirmative or in an adverse way. These mention situations are called either environmental factors or driving forces or internal and external resourcing. Driving forces are divided into two: Internal driving forces and external driving forces. Any mishap situations happening inside the business are called internal driving forces and remains under the control of the organisation. Examples can be technological capacity, organizational culture and managing system financial or managing employee morale. Anything happening outside of the company is known as external driving forces and its not in the control of the company. Examples can be the industry itself, the economy, demographics, competition, political interference, and so on. As far as it concerns Sams company a rapid expansion will be a bit risky for her due to competitor such as Boots optician, Spec savers, vision express and many more small businesses. She can increase the number of retail outlet and recruit new staff so as they to carry on the work being done by old staff. Motivation of old staff can be done by giving them opportunity to move to better position. Sam will have to look for new staff by advertising for experienced staff or else she will have give additional time for training purposes and spend even more instead of starting with the new expanding business. Since Sam is planning to start an online business that is moving from traditional to modern method, she will have to be very careful as it all depends how the transfer will be done. It needs to be done equally as it is being done in the shop with the same level of quality as being delivered in the shop. She will need to recruits people with IT skills and set up something that will make purchase look similar to the shop. As to what she has to bear in mind is her competitors, retail and E-retail at the same time .Sam will be needing additional staff such as finance, marketing and e-marketing, human resource, IT, stores managers, duty managers, opticians, cleaners, security, distributions, and more. And after recruitments she will have to focus onto training as there should not be any mistake from any of the staff. Sam brown also wants to establish a call centre which will be very expensive unless she does it outside the country which will cost her much more cheaper than in the UK, for example India or Mauritius. Nowadays customers are not as loyal as they used to be in early days and this is all due to technology. Since internet is available everywhere, people just tend to look for value rather than paying more for something they can get at a cheaper price somewhere else. Attaining the competition edge and being successful at the same time, a business must be aware of every changes occurring, and any change that might come in the future and this process is known as forecasting. 2.4 The HR Plan is a working document that allows us to show what we are doing and what we have achieved. The plan includes an overview of the achievements of the HR Department and a review of the previous Strategy and Human resource target. Human resource contributes the success of the company but some changes in the organisation effect in the human resource plan. So positive aspect of the human resource always not the same in some cases it may be criticize. Human resource plan is the key shape of the organisation which guides the company how to do operate the human resource department. Human resource plan is the key to an effective to decision making process. With the help of the efficient human resource the decision by the company can be effective. If human resource plan is effectively implemented it will positively contribute to the achievement of the organisations objectives. Some of the points which are contributing the company are as follow: Shape of the organisation The shape of the organization rely matter in the achievement of organization objectives. So HRM need to plan about it.HRM can help the organization in order to omit all the unnecessary employment from the organization. Thus it is also help in order to find the excess in human resource in the company. According to the requirements of the company if the structure does not match then the human resource plan will not help effectively. Communication Communication plays vital role in the organization it is considered most crucial part in the organization. In any organization human resource management is a communicator for the organizations employees. In the perspective of communication human resource need to be effective. Communication is a barrier and helps to maintain the demand and supply level in the organization and keep them in the right track. Training and development The skills of the employees are sharpened by training and development. It enables the employees to keep them up to date with the latest requirements. Training is necessary in order to facilitator with the new technology, because technology is a source to save the time and maximize the benefits. Transfer of knowledge. This modern era is the era of globalization and every organization is connected globally and can be. And in this way they can recruit human resource globally. But the time and experiences are different according to the time and new trends requirements. Human resource deals with effective way in order to lead the employees because they know how to deal with the situation the implementation of plan human resource would be effective. Human resource would be effective depending on the implementation of the plan. In the organisation how they make the plan and what process they set to implementation is the major. 2.2/2.3 2.2 Assess the human resource requirements for Spex4u and develop the associated human resource plan As Spex4u is expanding its business, the most important department will be the human resource one. The human resource department will help Sam brown choosing the best staff and will be helping Sam with the business plans as well which is a very important for a new business. Human resource main task will be selecting, recruiting, training and developing new staff. This means selecting the right person, giving proper and professional level of training to the newly appointed and developing them into someone worth working for the company and attaining his level best for the organisation thus rewarding them for their good work and motivating them from time to time. Human resource also deals with the following: Workforce planning This is the main department for the Human resource management. This involves forecasting way in advance the company requirements as well as the employees and what should be done for the future. This will allows the company to anticipate future changes in required employment, in training and recruitment of man power to achieve what expected. Recruitment and selection This is about selecting and appointing the best candidate for the vacant job. It will include an interview where more details about the person including what type of person he is, his capacity and his skills. Working conditions This all includes in what condition are the employees working, which means the temperature in and out, toilet facilities, amount of light, working hours, gender discrimination and equality and so on. Working condition is very important as if they are not good employees wont be motivated to work thus causing trouble for the company. Induction training career development Induction training is for the new comers in the company. This concern the history of the organisation, meeting with new colleagues, having a look at the company premises thus including fire exit and covering health and safety topics without forgetting learning how to use machinery. Induction helps new worker to settle down and be a bit more motivating and effective. Performance Appraisal Performance appraisal is about having a closer look on someone and deciding whether hes performing good or not. Performance appraisal may be use for future promotion as well. Consultation Consultation is about talking to people who will be affected by decision before its being taken. After discussion, every view will be seriously study by a responsible before the decision is made. Promotion and transfers Promotion is a reward that one gets after achieving his level best in the company. He is promoted to a higher level. Transfer is done when someone is being sent from one department to another. Termination of employment Human resource management have the right to decide when its right to terminate someone job. This may be cause of misbehaviour, misconduct, frequent absenteeism, laziness, unauthorised breaks, lack of skills, sleeping and many more. Pay, rewards fringe benefits Any reward received will be deal by the HRM. This may include pension scheme, company house or company car. Wage bargaining If an employee feels he needs an increment then he will go directly to the human resource management. He will bargain and give reason why he needs a better wage rather than the old one. Health and safety issues This is the employer duty to make sure that the health and safety equipment are up to date. Safety equipments and safety clothing has to be provided by the company itself for free. Legally employers must provide a safe work place for his employees. And in case of having five or more then a written safety display must be provided. Employment legislation This is the rules and regulation that the company applies and which its employees have to follow. The HRM is responsible for this as well and has to make sure that the rules and regulations are being followed in a proper way. 2.3 Human resource planning refers to the typical Human Resource authoritative key, and the assessment and description of the requirements for human resource for meeting the company aim. It will also need an assessment on the quality of resources needed. Human resource planning has to be a fundamental key of almost each corporations strategic business planning. Sam brown is planning to expand his business and start up an E-retail shop as well. To make sure that they maintain their competitiveness in the market, companies must have original strategies that will keep on motivating and enhancing its employees and also recruit fresh talent. The very first thing to do is to identify and evaluate needs. This means to find out what the needs for the new companies and how to achieve them. As for Sam brown his needs will be the recruitment of new staff and an online domain for his website and also he has to focus on the location for his new shop as there will be many of his competitors in the market. The company mission, strategic vision and core values are important as well. Then is the recruitment process where human resource will have to recruit one of the best staff for both the retail and E-retail shop. Recruitment involves attracting the right standard of applicants to apply for vacancies. Sam brown can first of all have a look at the current employees and allow promotion to those who deserves it and after that he can advertise for the new staff. Since he will be needing number of new staff both for the retail and e-retail, Sam brown can advertise on different websites, in exhibitions and universities so as he can find the suitable person for the vacant job. Selection involves choosing the most suitable people from those that apply for a vacancy, whilst keeping to employment laws and regulations. Screening candidates is a very important part of the selection process. This ensures that those selected for interview have the best fit with the job requirements. In the first stages of screening, Human resource should carefully study each applicants curriculum vitae (CV). Then make a short list and interview the selected candidates. After selection, successful candidates will be trained professionally and can have an induction as well so as to have a better knowledge about the company background. Human resource can perform an environmental scanning to know about the demographic trends, political issues, competitive trends, economics factors, technological changes and any social concerns which can affect the company. Human resource should forecast the demand and supply for labour and goods as well. He should be able to forecast what the company is expecting and what will be its future requirements. A junior HR may be appointed so as he could just deal with recruitment, interview and training so as the senior management is able to control elsewhere. Motivation of current employees is very important. Some of its current employees will not be willing to move from one place to another and this may be because of distance or other factors. Then its the HR to decide about it. Change of contract may be possible so as employees may change from one place to another. Human resource should perform a trend analysis so as to know what their competitor is after. Another important aspect is quality. Human resource should have a closer look at quality and a SWOT analysis as well. Finally by using a balance scorecard to convert strategic aims into operational objectives. Hence Spex4U will be able to move forward and start its e-retail as well. Part 3 3.1/3.2 Explain the purpose of human resource management policies in organisations showing why they are needed at Spex4u with an analysis of the impact of regulatory requirements. HR policies are written authority instruction about issues raised in an organisation should be handled, covering the responsibilities, rights and fundamental rules that both employee and management has to follow. Policies are all about rules and regulations and disciplines that one has got to follow. Policies give managers a control over employees whether they like it or not. HR policies are important so as to know: The description of the company What is actually expected from the company What are the benefits of policies and procedures What is tolerable and intolerable behaviour? The effect of misbehaving Spex4u is a small medium enterprise and in this kind of company its the Human resource who is involved in making the company policies. HR policies help in decision making process as everything is clearly mention in the policies thus making it easier to cover any issues. The introduction of policies can help a company demonstration, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance. For example, in order to dismiss an employee in accordance with employment law requirements, amongst other considerations, it will normally be necessary to meet provisions within employment contracts and collective bargaining agreements. The establishment of an HR Policy which sets out obligations, standards of behaviour and document disciplinary procedures, is now the standard approach to meeting these obligations. There has been an increase in training within the organisation; all employees now receive more training than before. This is a result of the HR department taking a strategic role. HR is not an administrative department; they are proactive and are on the strategic level of the organisation. This increase in training priority has been supported by a rise in Human Resource Management. This practice emphasises that increased growth can only be maintained in the long run; by equipping the work force with the skills they need to complete their tasks (Mullins, L. 2005). The learning process has been challenged to create a culture that allows continual learning throughout the organisation. As knowledge is what matters, organisations and individuals alike must become continuous learners (Hawkins, P 1994). The organisation runs an academy that recognises skills in the individual. The training is identified from core, operational and leadership skills. All employees can access the core skills. These development programmes are tailored to the individuals skill level. The delivery method for the training is varied, allowing for the individuals learning preference. With the policy, there will be the contract of employment where the responsibility of the employee is mention along with the responsibility of the employer as well. Some of the details mention may be the job description, justification, maternity or paternity leave, annual leave, terminations, rewards and so on. Also included under the country law is the time regulation, gender discrimination, disability, age regulation, grievances, discipline, health and safety, redundancy, employment conditions, unfair dismissal, and many more. Policies are here to ensure that a consistence approach is there. And the one which is included in every policy is the human rights act which is very powerful and can tell the British government what to do. Human resource policy should be transparent, fair and consistent. 3.2 Regulatory requirements are those requirements which are concerned about the employment law, regulation requirements, discrimination of law, data protection law and also human rights are related to these requirements. There is a question how an organisation can access to their rules and other activities which are affected to other stakeholders. As Sam brown wants to expand his business, there are many things he will have to go through with the help of his HR. The impact on Spex4u will mostly based on: Minimal wage The company will Benefits Part time post if its seasonal Work life balance Allowances Hours of working Health insurance Part 3 Task 4 4.1/4.2 Analyse the impact of the organisational structure and culture on the management of human resources in the selected organisation An organisation structure consists of action like task allocation supervision and co ordination ,which are leaded the betterment of organizational aims .It might be concerned as the viewing perspective through which individual can see their organisation and its environment ,an organisation can be structured or formed in many different ways, depending on their objectives. The structure of an organisation will be determined the modes in which ways it operates and performs. An organizational structure determines the desired allocation of responsibilities for several functions and process of different equities such as branch, workgroup and branch workgroup. Organization structure effects organizational action in two ways. Firstly it allocates or provides the best foundation on which standard operating procedures and rest of routines. Secondly it concerned in which of the individual involve to participate in the process of decision making. Hence it also helps in order to understand what kind of their views can help in the organizations action. There are several ways through which organization are structured, Functionally as it is explained above, regional area a geographical structure e,g within a marketing manager products like crisps and drinks 4.2 All organizations will have a culture which will have an impact on the way employees behave within the organization.. Employees are seen as a key resource. Our core definition of HRM from Storey talked about cultural aspects of HRM, so part of the way in which employees, as a key resource, can be managed is through the use of organizational culture to generate commitment to the organization and its values. Thus, as Ogbonn (1992: 80) notes, the achievement of HRM objectives requires the management of the organizational value system (culture) and this requires skilful implementation. Often within tourism and hospitality such values will be concerned with encouraging employee buy in to the customer care and service quality initiatives, which organizations see as a form of competitive advantage in the crowded market place. Organizational culture refers to the pattern of beliefs, values, and learned ways of coping with experience that have developed during the course of an or

Summerhill Education

SUMMERHILL EDUCATION Education is one of many elements, which create personalities of young people. We used to the fact that each school aims to teach, require and civilize. Most people think, that young do not know what is good for them, moreover, without appropriate mobilization, they cannot gain a success in future. 1. Alexander Sutherland Neill  (17 October 1883 – 23 September 1973) was a Scottish progressive educator, author and founder of  Summerhill school, which remains open and continues to follow his educational philosophy to this day. He is best known as an advocate of personal freedom for children.Neill believed that the happiness of the child should be the paramount consideration in decisions about the child's upbringing, and that this happiness grew from a sense of personal freedom. He felt that deprivation of this sense of freedom during childhood, and the consequent unhappiness experienced by the repressed child, was responsible for many of the psychologica l disorders of adulthood. Neill's ideas, which tried to help children achieve self-determination and encouraged critical thinking rather than blind obedience, were seen as backward, radical, or at best, controversial.Many of Neill's ideas are widely accepted today, although there are still many more â€Å"traditional† thinkers within the educational establishment who regard Neill's ideas as threatening the existing social order, and are therefore controversial. In 1921 Neill founded  Summerhill School  to demonstrate his educational theories in practice. These included a belief that children learn better when they are not compelled to attend lessons. The school is also managed democratically, with regular meetings to determine school rules.Pupils have equal voting rights with school staff. Neill's Summerhill School experience demonstrated that, free from the coercion of traditional schools, students tended to respond by developing self-motivation, rather than self-indulge nce. Externally imposed discipline, Neill felt, prevented internal, self-discipline from developing. He therefore considered that children who attended Summerhill were likely to emerge with better-developed critical thinking skills and greater self-discipline than children educated in compulsion-based schools.These tendencies were perhaps all the more remarkable considering that the children accepted by Summerhill were often from problematic backgrounds, where parental conflict or neglect had resulted in children arriving in a particularly unhappy state of mind. The therapeutic value of Summerhill's environment was demonstrated by the improvement of many children who had been rejected by conventional schools, yet flourished at Summerhill. Strongly influenced by the contemporary work of  Sigmund Freud  and  Wilhelm Reich, Neill was opposed to  sexual repression  and the imposition of the strict  Victorian values  of his childhood era.He stated clearly that to be anti-se x was to be anti-life. Naturally, these views made him unpopular with many establishment figures of the time. 2. CHARACTERISTIC Summerhill is a democratic, self-governing school providing boarding, day education and care for 78 pupils aged 5 – 17 years old. It is situated in the small market town of Leiston, within walking distance of the town centre. The school adopts an alternative philosophy to education based on the work of its founder, A S Neill. It is based on the notion that children should be free to decide for themselves how to spend their time in school.The proprietor, who is the daughter of A S Neill, continues to uphold these principles. The daily life of the school is governed by the school meetings, held three times a week, in which everybody has an equal vote. School meetings are used to create, confirm and amend all the school laws which form the structure of expectations for the community of staff and pupils, in which the adults and children have complete par ity of status. The school's philosophy is to allow freedom for the individual, each child being able to take their own path in life and find, through experience, the things that they want to do and the person they want to be.The school proposes that this leads to an inner selfconfidence and real acceptance of themselves as people. All of this is done within the structures of the school, through the meetings, self-government and the clear distinctions between freedom and licence, all elements which are at the very core of the school's philosophy and the day-to-day experiences of the pupils and staff. The school is part of a regional, national and international democratic network and reflects the extent of A S Neill’s continuing influence on the world.This is mirrored in the pupil intake. Approximately two thirds of pupils (mainly Dutch, German, Korean Japanese, and Taiwanese) speak English as an additional language. The principal and, from time to time other staff and children , go out from the school to speak to and work with other children and adults and to promote democratic education. A. S. Neill’s system is a radical approach to child rearing. In Summerhill School authority does not mask a system of manipulation. 3. THE PRINCIPLES ? Neill maintains a firm faith â€Å"in the goodness of the child. He believes that the average child is not born a cripple, a coward, or a soulless automaton, but has full potentialities to love life and to be interested in life. ? The aim of education-in fact the aim of life-is to work joyfully and to find happiness. Happiness, according to Neill, means being interested in life; or as I would put it, responding to life not just with one’s brain but with one’s whole personality. ? In education, intellectual development is not enough. Education must be both intellectual and emotional.In modern society we find an increasing separation between intellect and feeling. The experiences of man today are mainl y experiences of thought rather than an immediate grasp of what his hurt feels, his eyes see, and his ears hear. In fact, this separation between intellect and feeling has led modern man to a near schizoid state of mind in which he has become almost incapable of experiencing anything except in thought. ? Education must be geared to the psychic needs and capacities of the child. The child is not an altruist. He does not yet love in the sense of the mature love of an adult.It is an error to expect something from a child, which he can show only in a hypocritical way. Altruism develops after childhood. ? Discipline, dogmatically imposed, and punishment create fear; and fear creates hostility. This hostility may not be conscious and overt, but it nevertheless paralyzes endeavor and authenticity of feeling. The extensive disciplining of children is harmful and thwarts sound psychic development ? Freedom does not mean license. This very important principle, emphasized by Neill, is that res pect for the individual must be mutual.A teacher does not use force against a child, nor has a child the right to use force against a teacher. A child may not intrude upon an adult just because he is a child, nor may a child use pressure in the many ways in which a child can. ? Closely related to this principle is the need for true sincerity on the part of the teacher. The author says that never in the 40 years of his work in Summerhill has he lied to a child. Anyone who reads this book will be convinced that this statement, which might sound like boasting, is the simple truth. Healthy human development makes it necessary that a child eventually cut the primary ties which connect him with his father and mother, or with later substitutes in society, and that he become truly independent. He must learn to face the world as an individual. He must learn to find his security not in any symbiotic attachment, but in his capacity to grasp the world intellectually, emotionally, and artistical ly. He must use all his powers to find union with the world, rather than to find security through submission or domination. ? Summerhill School does not offer religious education.This, however, does not mean that Summerhill is not concerned with what might be loosely called the basic humanistic values. Neill puts it succinctly: â€Å"The battle is not between believers in theology and non-believers in theology; it is between believers in human freedom and believers in the suppression of human freedom. † The author continues, â€Å"Some day a new generation will not accept the obsolete religion and myths of today. When the new religion comes, it will refute the idea of man’s being born in sin. A new religion will praise God by making men happy. †