Category of staff within BIFHE

The CEO and department Managers of BIFHE would use strategic information in making decisions that affect the whole organisation and its future. These decisions will tend to be long term, with reference to sales and budget history and may involve large amounts of money being spent. They may include issues like investment, new markets, suppliers or products and expansion of facilities. The senior management team of BIFHE would chiefly be concerned with sales and budget performance reports showing profitability for each department, with a view to forecasting future trends etc.

In an organisation like BIFHE the information would probably need to be accurate to the nearest i?? 1000. This information would need to be highly secure as it would be very useful for competitors, and if corrupted could cause the business to collapse. Therefore only those who need access to this information should be able to run reports on it. Section Managers (Sales, Marketing etc) The Section Managers of BIFHE would use tactical information to make decisions, which affect the day-to-day running as well as the short-term future of the organisation.

These decisions would be based on information that comes up from the operational level of the business and external sources, such as competitor activity etc. Section managers would be primarily concerned with their own department and how it was performing. For example, the Warehousing section manager would require information about stock levels within the warehouse. Items, which are constantly ‘out of stock’, could be flagged, and if it was deemed to be the suppliers fault then the manager could decide to use a different supplier. This would probably be a weekly report and should be accurate to the nearest case.

The Sales section manager will require information about sales history of goods within the store. Fast and slow moving items should be flagged so that decisions can be made about possible promotions or items which need to be ‘reduced to clear’ with a view to de-listing them. A report like this could be produced monthly and would again need to be accurate to the nearest case. The Finance section manager will need reports on the general performance of each of the other departments i. e. how much money is the sales department making in comparison to how much money the purchasing department is spending, a profit/loss report.

This would also need to be monthly and should be accurate to the nearest i?? 100. This information would also need to be very secure but access would most likely be granted to a wider range of employees including all management and some operational staff. Clerical Staff The clerical staff of BIFHE will use varying amounts of operational information to do their jobs each day. It is the data which they process each day that provides the management teams with the information they need to make decisions about the future of the organisation.

To best illustrate the different levels of information each operational employee will use I will take two examples, a checkout operator and a warehouse stock controller. The checkout operators main concern is scanning items through the till system and ensuring the correct amount of money is taken for each transaction. The till system therefore processes all the info and the operator has little involvement. The stock controller however will need to access information from the system about stock levels so they can reconcile their daily/weekly stock counts and process any orders for low stock items.

This involves a high level of information processing. Whichever level of information a BIFHE clerical employee needs access to it would be required daily, be relevant to their individual role, highly detailed and very accurate. This information should be secure within the organisation but available to all staff. Security of Information The growing use of computerised systems in business has inevitably made information held by companies much more vulnerable, as telecommunications networks can be accessed by hackers who may want to corrupt or destroy that information.

This can best be overcome by the use of suitable security measures such as user access restrictions and installation of firewall software etc. However, these measures do not guarantee the security of your information. These systems can still be hacked, and there is still the more likely risks of fire, flooding, electrical problems and user errors causing hardware and software failures. The best course of action therefore is to use ‘Backup’. Information should not only be backed up on site for fast recovery but should also be stored at a second or third location depending on its sensitivity.

Read more

Visual Basic for Applications and Staff Members

EX. NO:1 CONFERENCE MANAGEMENT SYSTEM 1. PROBLEM STATEMENT: This project deals with the conference management system . As a students or staff members are required to view the details of conference is going to conduct in various colleges or institutions and to attend the conference to gain knowledge from the conferences . Administrator will add the details about the various conferences available to attend for various department students and staff members.

User will enter into the system by giving the username and password and selection form will be displayed for the user from that department should be selected and depending up on the department the conference management system will show the details of the conferences in various place using Ms Access and Visual basic 6. 0. 2. OVERALL DESCRIPTION: 1. Login Form: Authenticate the user and administrator. 2. Department Selection Form:

This form will give the options for selecting the department to get knowledge about the conference. 3. Conference view Form: This form contains the details about the conferences is conducting by various institutions and we can see the date and time for the conference. 4. Database Form: The details about the conferences going to conduct by various institutions. Administrator can add the details about the conference for the students and also for the staff members. 2. SOFTWARE REQURIEMENTS: 1. Microsoft Visual Basic 6. 0 2. Rational Rose 3. Microsoft Access. 2. 2 HARDWARE REQURIMENTS: 1. 128MB RAM 2. Pentium III Processor 3. STRUCTURE OF DATABASE: Create a table “conf” using Microsoft access with the following attributes: S. NOFIELDTYPESIZE 1. dname varchar 20 2. conferdet varchar 40 3. collname varchar 20 4. date Text 10 5. time Text 05

Read more

retail staff at the Tower of London

Decision

The Southern Cross of our undertaking was developing a new inducements program for the retail staff at the Tower of London, to hike grosss made from the gross revenues of guidebooks, Gift Aid and of ranks to HRP. While the gross revenues and retail staff were highly satisfied with the operation of the current fiscal inducements program, it had come to the notice of the Human Resources section that the program was non agreeable to the brotherhoods ( which the staff members were members of ) . Another ground for presenting a new program, was to hike figures on gross revenues – as the Tower of London direction believed that grosss in gross revenues could be higher than what was presently being achieved.

The initial procedure developed by us was simple – we started by run intoing with the HR Manager at the Tower and understanding his vision and the end product that he expected from us. His initial desire was for us to run into with other HR Directors in establishments similar to that of HRP – galleries, museum and the similar ; to derive a position from them on what sort of inducements were used in their organisations. Surprisingly, none of the other organisations had similar programs in topographic point – which left us to introduce and come up with a program that was alone in nature.

The first measure in planing this inducement program – would be to place what motivates persons to execute at the Tower. Bing a sales-oriented squad, we clearly had to concentrate on doing the inducements attractive plenty to actuate employees into executing good above the.

Therefore we began with speaking to employees at the Tower of London and acquiring their point of position on the changing of incentive programs. To get down with, most of the junior retail staff was really satisfied with the current inducement program that was in topographic point, except with the operation of the strategy – they complained about holds in having their inducements from HR. This aside, most staff were adamantly against any sort of alteration in this inducements system.

The brotherhood representative in the Tower of London, who besides happened to be an admittances director, presented us with her positions on what the inducements programs should be like. From the point of the position of the brotherhood, she did hold that the current construction was non in maintaining with the Union ‘s positions on inducements. Given this, the director is besides one of the senior directors in-charge of the retailing staff – and was highly satisfied with the current system, and believed that it was working really good for the staff. Therefore, her solution to this was to was non to talk excessively much of the program at the Union meetings – non desiring the Union to raise concerns with the Tower of London direction about the nature of inducements that were provided.

The position of the above mentioned director was besides shared by other senior directors at the Tower. They all believed that the system was all right and were non interested in conveying any drastic alterations to the wagess processes at the current minute, unless perfectly necessary.

A consequent survey of the responses of all these stakeholders was so undertaken to uncover what formed the footing for our survey. We picked up on three cardinal issues upon which our solutions for a new program were based – that the staff decidedly wanted fiscal inducements and non non-financial inducements, that the supervisors needed to acquire some signifier of inducements and that the group construction could be used to a greater advantage to actuate persons.

It is best to do a pick between programs instead than show merely one program and do determinations based on that. That was what prompted our determination to plan three inducement programs, all really different from each other – one based strictly on fiscal inducements, another on non-financial inducements, and eventually the 3rd one being a program which amalgamates both fiscal and non-financial inducements.

To get down with, one of the obvious options was to go on with a program similar to that which the Tower of London had been following boulder clay now. The inducement program used over the last few old ages in the Tower was strictly fiscal in nature. The program included gross revenues marks for single staff members which were to be achieved in an unspecified clip period. On accomplishment of marks, staff members were awarded gift verifiers to a shop of their pick for a value of GBP 50. In line with this, the other sorts of fiscal inducements that could be offered are: a hard currency inducement, gift verifiers or even paid vacations. Keeping the Tower of London in head – this strategy is much better to run on for persons instead than on groups – it might turn out to be to expensive otherwise.

Traveling on, we considered non-financial inducements a feasible option every bit good. Our suggestions for non-financial inducements can be more originative and ranged from presenting staff to repasts with the senior direction, holding bonus holiday hours to endow certifications, acknowledgment amongst equals and boxes of cocoas. The advantages of holding such a system are really evidently nest eggs for the company – these options are decidedly much cheaper and so holding a fiscal inducement strategy. These strategies are besides easier to run for groups.

Finally, we strove to make a balance between the above mentioned programs – which would, most significantly satisfy all interest holders concerned.

To understand and categorise the demands of persons and to place what motivates them, we used Maslow ‘s Hierarchy of Needs. Maslow had said that one time the basic physiological demands have been fulfilled, persons move onto other demands which need to be fulfilled such as the demand for self-actualization, safety demands and esteem demands.

Emphasis was besides put on group working and the virtues we could pull from it in planing the intercrossed inducement program. Possibly one of the restrictions of working with groups within the gross revenues squads at the Tower of London is that within the gross revenues squads at the Tower of London is that the squads are all disproportionately sized, and to further any sort of competitory spirit would intend that the squads should hold equal Numberss. One of the ways of screening through this issue could intend proportionally spliting group marks to counterbalance for unequal Numberss.

Another ground for concentrating so strongly on groups in this instance was because we saw this as an ideal state of affairs to implement non-financial inducements for employees – as these inducements would be much more valid in the context of groups instead than for persons.

Finally, in footings of fulfilling all the stakeholders in the inducements plan – it became obvious to us that the 3rd program – the merger of fiscal and non-financial inducements was ideal. The program involves puting single gross revenues marks for the members of the retails staff – and giving the work groups cumulative marks, over and above that, which will be rewarded by non-financial inducements. The program while all encompassing, does show a few logistical job, the chief one being disposal for Human Resources.

Motivation has therefore played a really critical function in the pick of concluding recommendation for the inducement program that we made for the Tower of London to utilize. We used the constructs of intrinsic and extrinsic motive extensively to specify persons would respond to different sorts of inducements and finally what would animate optimum public presentation from employees in the given scene at the Tower.

While questioning employees, another concern that had been raised was that they were non being efficaciously communicated with when incentive programs were formulated, when any kind of alterations were being made, and when faced with holds in the wagess procedure ( inducements verifiers were about 3 months behind agenda ) . We believe that for our inducement program to be successful, free-flowing channels of communicating are necessary within the Tower of London. To accomplish this, we enclosed a bill of exchange of a communicating program – basically meant for better communicating between the senior direction at the Tower of London and the junior retail and gross revenues staff.

Methodolgy – pros and cons

Read more

Businesses like Asda recruit staff for a variety of reasons

The recruitment process can be very costly. It takes a great deal of time to set up an effective recruitment process- involving deciding on what the jobs that are to be recruited for will entail, advertising, sifting through applications, checking which applications best meet the criteria set down for the post, interview candidates and, finally, selecting the best candidate for the post. There is considerable scope along the way, for waste and inefficiency. For example, when a job advertisement attracts 100 applicants there is an opportunity for waste when you reduce the original 100 down to six candidates.

If you get your procedures wrong you may eliminate some of the best candidates right from the start and end up with six who are barely satisfactory. If you end up choosing an unsuitable candidate for the job, the company will suffer from having a poorly motivated person, who may make mischief within the organisation before walking out on the job and leaving the company to go through the expense of replacing him or her yet again. Different modes of employment and different terms and conditions Flexible contracts Employees can work full time or part time and on permanent or short-time contracts.

One way in which firms achieve greater flexibility is by increasing the use of temporary and part-time contracts, thus reducing job security and reducing the number of employees employed permanently and full time. Subcontracting and outworking Asda has not chosen to take responsibility for certain activities that were previously carried out internally (e. g. cleaning services and advertising) Asda gains flexibility within their labour force by moving the employees to different jobs and geographical areas, according to changing economic conditions.

Benefit of HRM If Asda recruits the right people the ways in which they will benefit in many ways along with the individual. When done effectively, the staffing, recruitment, and selection process provides a flow of qualified individuals for filling open positions within the organisation on a timely and efficient basis. HRM will integrate with Asdas Financial System, the Payroll/Personnel System, and the Budget System so that information is shared, reducing the need to re-enter data and reducing the chance for error.

For example, HRM will use the AFS (Asda Financial System) Chart of Accounts, so if an account number changes in AFS, the change will be passed to HRM automatically, and users will not have to make the change in HRM. After the recruitment components is implemented, basic information entered by job applicants (such as home addresses) will already be in the system when an applicant is selected and hired so departments will not need to enter that data.

Another example of the ways that HRM will streamline work is employee ID numbers; these will be assigned by the system immediately when an employee hired is entered into HRM systems. This will allow new employees to get email accounts and access other services more quickly. The above examples illustrate improvements on the work process level. In addition, managers will have much more data available for reporting and workforce planning.

Read more

Monroe Clock Company

Assignment #1 The problem that is brought to our attention would be an argument between Monroe Company executives. Jim, the Ceo, believes that the product should use plant wide manufacturing overhead, which brings the retail sale of the product to $29. 40/per unit. Meanwhile frank, the Sale Manager, believes the product should not absorb the entire manufacturing overhead and be based off the variable cost it incurs and sold at $16. 00/per unit.

The issue occurs when deciding whether to choose between variable costing, not including fixed cost, which is usually acceptable on small orders, or choosing absorption costing which includes a portion of the fixed costs. Of course choosing between the two different costing approaches makes a big difference in this case. One keeps the product above market price while the other cuts the competitors prices by 20%. With out thinking you would go with cutting competitors prices and still gaining sales.

What to keep in mind is using the variable costing approach you aren’t accounting for the manufacturing overhead that the new timer is incurring. It is possible that the new timer isn’t incurring much overhead considering it is simply a new addition to the old timer. The modifications to create the new addition are simple and at low cost because the resources are already there. They did not have to create or purchase a new warehouse because they already had recently purchased one and were going to use it regardless.

Other than the initial set up cost of approximately $20000 for tables, lighting and small tools, the other overhead cost would already be accounted for and the new incurred overhead cost would not go beyond the relevant range of fixed cost.. One thing not accounted for in the calculations is the location of the new warehouse. There will clearly be transportation cost because one warehouse is in Texas and the other in Pennsylvania.

Of course we don’t know which warehouse will be used but still a cost to consider. With the new timer absorbing the full manufacturing overhead cost it would of course increase the price of the product almost doubling it but does not run the risk of creating a product that actually has them loosing money in the long run. The variable costing approach of course will create sales and revenue in the short run but in the long run can possibly create losses by not accounting for all the cost actually incurred.

My conclusion (due to space restriction) would be to use the variable costing approach due to everything mentioned and one more determining factor. The forecasted sales projection is 50 000 units. At this production level advertising would be $50 000 regardless of how many units they sale. By using the cheaper pricing you are creating a better chance of you getting those sales and after you sell a unit past 50 000 you will be creating more profit because the budget of sales, which is $1. 00 per unit, would be divided among more units.

Read more

How Would You Advise Your Management Staff to Successfully?

ow How would you advise your management staff to successfully manage this large scale change of the organization? I would enlighten them that managing organizational change can be for the better or worst sometimes. Many organizations create a partnership to build a centralize complex to recognize the organization differences. When change is implemented a formal strategy need to be put in place, This will allow the organization to identify the impact of forthcoming changes and make organizational or functional changes to ensure service levels are not reduced.

Change management entails thoughtful planning and sensitive implementation, and above all, consultation with, and involvement of, the people affected by the changes. If you force change on people normally problems arise. Change must be realistic, achievable and measurable. When first starting to prepare for this change Senior MGMT thought-out; what do we want to achieve with this change, why, and how will we know that the change has been achieved? Who is affected by this change, and how will they react to it? How much of this change can we achieve ourselves, and what parts of the change do we need help with?

These aspects also relate strongly to the management of personal as well as organizational change. I think that it’s important for my staff to know the benefits of partnering with the other organization, with there funds and our resources we can build a stronger organization, which can aid, finance, and help our growing organization in a given industry that will grow rapidly without having to create another business entity. Senior MGMT of both organizations has discussed best practices and the issues that are the perceived potential benefits behind the merger openly and frankly. EX. ) If organization A’s strength is sales and they are absorbing organization B in part because of B’s distribution capabilities, make sure A’s distribution people know to listen to B’s distribution people and B’s sales force understands the opportunity to learn from A’s. My plans are to express to them that the changes will be better for the organization and make us more successful. So I will focus on trying to sell the benefits of the changes and then get staff to participate so they feel as if they are a part of the changes.

When people contribute to changes that affect them they are more adapted to accept them. I would express that we have the full support of senior management so things will move rapidly. I plan to emphasize a team-oriented approach in providing the right mix of strategic guidance, hands-on leadership and deep industry domain expertise in helping the individuals and their teams to become market-leading organizations. 1. What are the organizational crisis issues that need to be addressed? One of the problems mention is that the staff in the different areas is using stove piped systems.

That makes it harder for an organization to be efficient which is why the new partner is suggesting creating the new system. To eliminate the concerns of staff that the new partner doesn’t understand their business, they should be made part of the team that works on the requirements for the new system. That way they can make sure it will support the way we do business and meet their needs at the same time. Each function is important to the success of a merger. Consider the way a merger will affect the other organization and then use those lessons to minimize the same effects of our organization.

Another problem is that employees are worried about whether there jobs are changing and weather they will have the skills need to work on the new system. If employees are fully involved with the new implementation then have the skills to work with the new systems will be a given, when the organizations partner training and workshops we be apart of the reconciling. Recognize the pros and cons of the organizations becoming partner: Pros: ? More resource for future growth ? Take advantage of economic of scale Cons: ? Might loss competitive advantages Might bear the risk of not successfully integrate A rational decision making model provides a structured and sequenced approach to decision making. Using such an approach can help to ensure discipline and consistency is built into your decision making process. The fact that the Bill Gates foundation wants to change the culture of the organization because of the $20 Million dollar donation can cause a lot of conflict and have the employees who have created and build the old organization think that what was built is not effective enough to keep the organizationB functioning.

If senior management takes to long to make timely decisions then the organization can’t really move forward and manufacture like a top organization. When the problems are identified use the employees to create a new way of functioning, identify the most probable causes for the current system and improbable causes and use those results to work with the other organization to build your new effective system. Some potential problems that organization should be aware of when they must make decisions during a crisis is Cultural disconnect, Culture change management is not indulgent; it is a critical aspect of any transaction.

However, simply acknowledging the issue or handing it off to specialists is not enough. Management must set a vision, align leadership around it, and hold substantive events to give employees a chance to participate. Detailed actions and well articulated expectations of behavior connect the culture plan to the organizations goals. Also, keeping information too close is a natural hesitancy that the organization should avoid; I know that current regulations put pressure on what management can tell the organization without going to public disclosure.

However, absent real facts, the rumor mill will fill the void. Tell employees what you can. Also, tell them what you can’t tell them at the moment, why, and when you will be able to do so. What are some steps that the organization can take to avoid those problems or to minimize their negative impact? ? Choose the right conversion team; the organization will need employees who demonstrate excellent people skills and the ability to “finesse” any situation to the benefit of the organization.

Make sure the transition team is appropriate for the area or department they talk to and can easily relate to people in various departments. ? Be in constant, honest communication with employees; All employees want accurate information from management, and they want to know the truth, even if it’s difficult. No matter what the news is, good or bad, your employees want to hear it, so always be totally open and honest about what is to come.

If your employees feel out of the loop, they’ll assume the worst, and you can expect a negative effect on efficiency. Both partnering entities need to be consistently communicators with employees and ensure that whatever they’re communicating is 100% accurate. ? Give assurance about change; Help your employees to deal with change, even if that change seems minor to you it might be big to them . People fear change so Executives need to do everything they can to help minimize the anxiety that people naturally have.

Read more

The sound of my alarm clock started ringing

The sound of my alarm clock started ringing.  I tried to stop it in my half-awake state, looking at the clock; it read 7:30 in the morning. I tried to push myself up and prepare for work.  Once I got up, I opened the curtains and felt the sun’s rays touch my eyes.

I felt that it’s going to be beautiful day. As I proceed to the kitchen, the smell of brewing coffee aroused my senses and captivated me to drink a cup before heading for the bathroom and prepare for work.

After I finished fixing myself, I headed out of my unit and went outside. The sights of the place seem to indicate that fall is fast approaching.  It is when leaves starting to turn to brown, birds chirping and the winds slowly building.

As I walk on the sidewalk towards the subway, I glimpsed at children laughing and playing while their parents reprimand them of staying put. Even though the sun is exhibiting its brightness and warmth, the wind seems to overpower him as it sends chills in my body. After a couple of strides, I arrived at the park.

There the trees sway as if they are encouraging the wind to never stop. The usual visitors were there doing their own thing. The jogger, as I want to call her, was doing her laps.  The old couple was at their usual places reading the morning papers with each one giving me a smile as I headed my way.

There was nothing unusual about this but the weather seemed to indicate otherwise. People looked more calm and cheerful while the birds are as if chirping their last and the wind seemed to blow an aura of happiness to every individual.  As I approached the subway station, I again took the liberty to look at town, seeing that everything seems to be in their proper order, I started to head down.

Sitting in the train and recalling the instances that greeted me awhile back, I started to show a glimpse of a smile.  After all that happened, I know for a fact that today is going to be a beautiful day for everyone.

Writing Quality

Grammar mistakes

D (69%)

Synonyms

A (100%)

Redundant words

C (77%)

Originality

91%

Readability

C (75%)

Total mark

B

Read more
OUR GIFT TO YOU
15% OFF your first order
Use a coupon FIRST15 and enjoy expert help with any task at the most affordable price.
Claim my 15% OFF Order in Chat
Close

Sometimes it is hard to do all the work on your own

Let us help you get a good grade on your paper. Get professional help and free up your time for more important courses. Let us handle your;

  • Dissertations and Thesis
  • Essays
  • All Assignments

  • Research papers
  • Terms Papers
  • Online Classes
Live ChatWhatsApp