Certificate in Human Resource Practice Essay

Tutors John Ashcroft and Suzanne Tyrrell Hand in succession 06/11/14 Weighting 100% of module requirements (100% of learning outcomes). The CIPD slang assigning contains the following in changeionThe taskThe learning outcomesThe assessment criteria.The format and word count, if appropriate, of the submission required. Submission. Please attach this declaration to the front of your correct assignment Except for ideas, passages and forges that fetch been properly ack directlyledged within the text, this assignment is each(prenominal) my own discipline. I understand University Centre at Blackburn College regulations regarding piracy and the possible consequences for me should I have deemed to have plagiarised. Your assignment may be submitted via Turn It In automatic plagiarism softw be.Print your student physical body hereSignedBen Sutcliffe. Date 05/11/14.. Submission beginning3HRC Understanding Organisations and the fictional character of Human Resources Ben Sutcliffe 97023393 05/11/2014An Introduction to cash in ones chips snap spillageWorkwear release has been in its current location in Blackburn since September 2012.The pertly direct was purchased due to rapid maturement in the business organisation and a ingest for larger premises. Purpose & GoalsOur core purpose is to help sustainment throng safe at work.Our primary goal is to make Workwear Outlet a great prat to work and to growthe business to become a ?50 million business by 2025. The OrganisationWorkwear Outlet is a new venture by J&B Electric Powertools Ltd. It was open air in September 2012 in the current location in Blackburn. Work wear and PPE had been oblationed on the Powertooldirect.co.uk website since 2000 and slowly overtook the sale of power tools becoming the of import focus of the business. Graham Heap, the Managing Director, is the son of John Heap who purchased the companionship in 1985 from the original owners Bancroft & Jagger who started the business in 196 9. At Workwear Outlet we take haughtiness in the knowledge and experience of our round. This means we sens prolong each of our clients a complete solution to their work wear and safety involves. We offer our customersWork wear to suit all industry or environment. bespoke garments to fit any size.Personalization and corporate logo design.Embroidery, Vinyl produce, Screen Printing & Direct to Garment Printing.Advice & guidance on the objurgate kit for the job.A professional and efficient service. whole the key brands and the best stave in the industry.Our CustomersGovernment funded bodies NHS, HMP, Schools, Universities and Local Authorities etc. Large national companies The Range, Rolls Royce, Silentnight and Travis Perkins etc. Smaller local companies Builders, Hair Salons, Garages, Florists and Garden Centres etc. Man on the street our busy retail shop and trade counter offer a personal touch. The away EnvironmentAs a business we need to be aw be of external factors that rump have both a domineering or negative impact.PoliticalTax fill RatesEurope/Single Currency/SterlingThis has the ability to imprint the bottom line of the ships company. The current rate of 0.5% means we can scoop up and invest at lower rates than previous. Exchange rates can uphold our profits when purchasing and look ating in Europe.Economic common Economic HealthDecline in CompetitionUnemploymentThe double declension recession meant galore(postnominal) construction workers were laid off, we were force to diversify to verify profit levels. The economic problems of the last few years have forced several smaller competitors into administration. High levels of unemployment mean fewer companies with less mental faculty buying less work wear and PPE. kindEmphasis on SafetyAgeing PopulationCultural DiversityCompanies and individuals argon in conclusion realising that its non soft to wear and use protective equipment. We may need to look at our product portfolio to suit older workers. We need to manage diversity in the oeuvre to discover we ar an fair to middling opportunities employer.TechnologicalI.T. SystemsSocial Net workThe InternetChanging technologies mean we need to tab current and up to date as themajority of our business is with with(predicate) with(p) online. This gives us new and unique ways of keeping our customer up to date with new products. chirrup, Facebook, Linkedin . The internet gives us a platform to sell our products all over the world. Legal ordinance means much PPE has to be usedMinimum WageEqual Opportunities LegislationIncreased gross revenue opportunities.This has the ability to affect the bottom line of the company. Recent change to ?6.50/ mo. Legislation has a direct impact on the processes and practices of the company.EnvironmentalWaste polityChain of CustodyWeather and ClimateCurrently all devastate is recycled in accordance with government recommendations. Products can be traced back to manufactur ers ensuring no child labor or unethical practices have been used in the production of goods. This can be an opportunity to supply work wear to people operative in extreme environments.Key External Factors and the affect they have on our businessEmphasis on Safety over the past 20 years assimilations have slowly changed to accept that wearing away PPE is the norm. Previously there has been a culture of people thinking they did not need to wear safety boots and hi-visibility clothing. The building trade e modifiedly had a culture of dangerous practices that due to legislation and education have now been eradicated. Long gone are the days of sending the apprentice to the trespass of a scaffold without a safety line while carrying a hod laden with bricks Legislation and changing attitudestowards H&S have brought new and exciting opportunities and markets this has allowed us to expand into new areas and increase sales and security deposit. Minimum WageFrom October 1st 2014 the Nati onal Minimum Wage changed from ?6.19/hour to ?6.50/hour. As we employ a large number of minimum operate workers this has had an impact on the wage bill. This increased wage cost needfully to be paid for by increasing sales and margin. By running(a) closer to our customers and developing new customers we can increase turnover by offering additional services. These can let in personalising work wear with company logos, consignment stock, offering bespoke services and finding new and more diverse markets. Australia and New Zealand are way behind the UK in scathe of H&S legislation yet there are many UK nationals work in these countries. By developing this market we can offset the increased wage costs against the increase in sales.Social NetworksAs a company whose business is distinguishedly online we were slow to embrace Social Networks. We ab initio feared that giving customers a platform to talk to each varied could be damaging and that one negative customer could have the capability to lose us business. As social networks such as Facebook, Twitter and Linkedin have grown in popularity we have now embraced this technology. We have in reality found it an excellent and free way to promote special offers and to keep customer informed of changes to H&S legislation.Weather & ClimateThe hold out and climate have a direct influence on our business. many another(prenominal) garments are seasonal. In the UK we see a clear shift in which products are being sold as the seasons change. We need to be induce for the seasonal changes and ensure we have the correct stock in the storage warehouse. As we also sell into Europe we need to be aware of the climates of different countries. The climate can also affect the supply of goods. Freak snowstorms, gales, floods etc. can all have an impact on our ability to gather in deliveries and get goods out to our customers. We also need to be aware of the support from a H&S point, decreased visibility and increased pot ency for slips and harm need to be properly managed through risk assessments. bodily structure of the OrganisationWorkwear Outlet is a family run firm with 22 members of faculty working at the Blackburn site. Graham Heap is the Managing Director. He oversees the whole accomplishment from the top down. Senior Managers are employed to run the relevant de diements. Since inception in 2012 with 6 ply the company has grown to its current level. We are still recruiting sales and warehouse lag as we continue to grow. Ben Sutcliffe manages the sales, customer services and telesales staff, he also manages the sales executives. Ben has been with the company since March 2013 later on ten years as a manager with Jewson builders merchant. He has boilers suit responsibility for H.R. and is currently gaining qualifications from C.I.P.D. Paul Disley has been with the company for 11 years initially working at the Bolton site for Powertool Direct.Paul writes all the company software, maintains the webservers and manages all the I.T. occasions for the business. Paul has been instrumental in setting up the telesales office and designing call monitoring software and databases to maximize efficiency. Scott Livesey and Zach Baig are recent recruits to Workwear Outlet. two have joined as apprentices. Scott has joined on a depot apprenticeship and works picking, booking in and dispatching orders. He is supervised by the warehouse & procurement manager Jayne Rostron. Zach is currently undertaking a web design and programming apprenticeship and works closely with Paul Disley.Both Scott and Zach pass on be employed fulltime on satisfactory completion of their apprenticeships. All departments are relate and work closely together. The sales teams take orders and input them onto the system. The I.T. department feeds in the orders from the website. Standard orders are sent to the warehouse for picking and dispatch. Bespoke items and special orders are placed by procurement. Cust omer service informs customers about anticipate delivery times and potential issues. Personalised garments are prepared in our art department ready for dispatch. Accounts and payments are handled by accounts. Each function is interlinked and essential to our success.The structure of the business is changing. Due to rapid expansion managers are doing multiple roles. As we continue to grow new talent will be broughtin to manage specific departments.Culture of the OrganisationWorkwear Outlet has clear lines of management and responsibility but the overall atmosphere is intimate the majority of the time. Staff are friendly to each other and grievances are uncommon. All lines of communication lead back to Graham Heap through the management team. This could be defined as a power culture.The main advantage of this is that decisions can be made quickly. Graham Heap is a charismatic leader and has the full support of the management team and staff. As we develop and mature as a company we a re lamentable more towards a role culture.This will allow us to understandably define roles and procedures and as we grow will mean new employees have set policies and procedures to follow. This will make training easier as it will not be on an ad-hoc basis as previous.Different types of organizational culture can affect operations in several ways, these can includeOpennessInitiative or EmpowermentInternal RegulationExternal RegulationHonesty & EthicsFunCommitmentManagement portTrainingDiversityWorkwear Outlet is fairly open in toll of staff being aware of any current issues facing the business. The staff are aware of how well we are doing financially and this has a positive effect on morale and productivity. Both the sales teams and warehouse staff have a hunger to be the best at what we do and to always improve on the past years performance. Being a family runcompany we believe that the staff have a right to know how we are performing. Our aim is to be the best at what we do an d by sharing our successes with the staff we believe it creates a positive environment. We are now a very diverse employer, from being a traditionally local employer of mainly white males we now employ 8 women and upper side most ethnic and religious backgrounds. Not only does this make the workplace more interesting and culturally diverse but it also improves sales and productivity. By having Urdu and Punjabi speaking staff we are able to communicate fracture with customers whose first language is not English.How Human Resources support the organization.Cost nest eggHR can contribute to cost savings. One way is through sickness/absence management. If the cost of sickness can be rock-bottom there is potentially a large saving to be made. This has a direct impact on the bottom line and profitability of the company. By managing sickness and absence in a fair way it ensures everyone works together and there is no bad feeling when a attendant is genuinely ill.Helping manage staff f airlyWhen under pinch it can be hard for managers to recognise the need to treat their staff fairly. HR can provide support and guidance to ensure the company operates in a fair and legal way and is not open to tribunal action. We aim to be a fair and fun place to work where the employees want to work and stay. We do not want a high turnover of staff as we believe this is counterproductive to growth and success. As we invest time and money in training our staff we want them to work for us and not the competition.Helping with changeHR can support the change management process by working closely with senior management. This can involve changes in job descriptions and working closely with the staff involve. Although we have never been in a prospect to make anyone redundant if the case ever arose HR would have an important role to play in advising management on policies and legalities and in cypher any final pay and settlements. HR can provide any paperwork and support toany changes relating to staff.How Human Resources Support Line ManagersJustifying Management ActionsAll decisions made by managers that affect staff need to be communicated in a clear and understandable way. HR can also give ear line managers in the actual decision making process to ensure the actions are fair and legal.Dealing with Employees problemsHR can provide a neutral role in resolving any employee grievances. Although line managers can deal with the majority of grievances sometimes HR need to become involved if legal advice or guidance is required. Employee problems such as early retirement, ill fortune and redundancy will all be handled by HR.Advisory RoleOne of the main functions of HR is to advise line managers. HR staff have specialist knowledge and can provide guidelines for line managers to work within. Two very important areas in which advice is given are corrective procedures and employment law.We look forward to you joining our team and being part of Workwear Outlet