Escape to the Wild - Specialist Clothing Company

Escape to the Wild

Introduction

Escape to the Wild is a successful company which sells specialist clothing for outdoor leisure pursuits through mail order and through a small number of retail outlets. The company is privately-owned which has been in business for over 15 years. Last six years ago, a managing director was recruited to expand the company. As the company expands, the company took over larger warehouse premises for stock and dispatch of goods. It opened its first retail outlet and expanded the number of outlets to 10 and making proposals to open five more. They set up a website for customers to order goods online and make to grow rapidly and get strong export sales. Later on, the company expands as the occurring of strong demand for clothing and workforce has reached up to 300 staffs. The company doesn’t form a department called Human Resource (HR), so does many issues appeared such as recruiting staffs, payments, employee relations, etc. And it may reach to legislations problems provided by government if the company didn’t perform well to workers.

HRM function activities

Recruitment and Selection

Recruitment is the process of captivating, screening, and selecting potential and qualified candidates based on objective criteria for a particular job. The goal of this process is to attract the qualified applicants and to encourage the unqualified applicants to opt themselves out. Before starting the process of recruitment, company must execute proper staffing plans and should grade the number of employees they are going to need. Forecasting of the employees should depend upon the annual budget of the organization and short-term and long-term goals of the organization. Recruitment and selection process are very important to Escape to the wild because it reduces the costs of mistakes such as engaging incompetent, unmotivated, and underqualified employees. Firing the unqualified candidate and hiring the new employee is again an expensive process.

• Write to successful and unsuccessful candidates at various stages of the process. For example: The company must extend the staff. Many candidates can be hiring and also many candidates cannot. This aspect can help the company send the e-mail or write letter for thank you for their coming. And handle some staffs distribution.

• Obtain references. For example: The customer of the company must be having some feedback. This aspect can help the company to solving relation problems.

Training and Development

Training and Development is a structured program with different methods designed by professionals in particular job. It has become most common and continuous task in any organization for updating skills and knowledge of employees in accordance with changing environment. Optimization of cost with available resources has become pressing need for every organization which will be possible only by way of improving efficiency and productivity of employees, possible only by way of providing proper employee training and development conditioned to that it should be provided by professionals.

APPLY all your answers with Escape to the wild ……..

Describe more related information to the company current situation in relation to training and development….

Describe the Training methods you going to use in your company. Then explain about each of your methods and describe reasons..

Payment and Rewards

Payoff for efficient and effective performance may be regarded as reward. The most obvious reward employees get from work is pay, and we will spend the major part of this chapter addressing pay as a reward. However, also include promotions, desirable work assignments, and a host of other less obvious payoffs – a smile, acceptance by a peer, a covert of overt implication that you are doing a good job, or a kind word of recognition.

Rewards are quite related to expectancy theory of motivation. Since people behave in ways that they believe are in their best interests, they constantly look for payoffs for their efforts. They expect good job performance to lead to organizational rewards, and they further seek rewards that will satisfy their individual goals or needs.

Escapes to the wild company, then, use rewards to motivate people. They rely on rewards to motivate job candidates to join company. They certainly rely on rewards to get employees to come to work and perform effectively once they are hired.

Employee Relations

Employees are the pillars of any organization. Employee relationship is a very broad concept and it is one of the crucial functions of human resource management. It also helps to foster good employee relations. They have the ability to influence behaviors and work outputs.

Management should Organize activities which will help to know an employee at the personal and professional level. Well-planned employee relations will promote a healthy and balanced relation between the employee and the employer. It is the key for the organization to be successful.

The purpose of employee relations is required for high productivity and human satisfaction. Employee relations generally deal with avoiding and resolving issues concerning individuals which might arise out of or influence the work scenario. Strong employee relation depends upon healthy and safe work environment, cent percent involvement and commitment of all employees, incentives for employee motivation, and effective communication system in the organization. Healthy employee relations lead to more efficient, motivated and productive employees which further lead to increase in sales level.

Structure of Human Resource Function

An efficiently run human resources department can provide your organization with structure and the ability to meet business needs through managing your company's most valuable resources -- its employees. There are several HR disciplines, or areas, but HR practitioners in each discipline may perform more than one of the more than six essential functions. In small businesses without a dedicated HR department, it's possible to achieve the same level of efficiency and workforce management through outsourcing HR functions or joining a professional employer organization.

The success of recruiters and employment specialists generally is measured by the number of positions they fill and the time it takes to fill those positions. One of the main functions of HR is to support workplace safety training and maintain federally mandated logs for workplace injury and fatality reporting. Like employee and labor relations, the compensation and benefits functions of HR often can be handled by one HR specialist with dual expertise. Employers must provide employees with the tools necessary for their success which, in many cases, means giving new employees extensive orientation training to help them transition into a new organizational culture.

HR Director play a role for the smooth and profitable operation of a company’s human resources department that they supervise and provide consultation to management on strategic staffing plans, compensation, benefits, etc. HR Manager has to control the down vertical communication of the staffs and giving feedback to the up vertical communication which means to HR Director. Recruitment part is to make job posting, applicant sourcing, interview arranging and applicant choosing. Compensation and Benefits is to make job evaluation, attendance checking, salary policy administration, insurance, and bonus managing. Employee Relations is to make strategy planning, dispute resolution, contract negotiation and advisory service. Training and Development is to train program to the workers, leadership training and promotion policy. Workforce Safety is to make security education, emergency preparedness and facility inspection. Recruitment and selection need to make up-to-date with changes to recruitment practices and legislation and providing practical support and guidance to managers throughout the recruitment process. Training and Development is important because it help in addressing employee weaknesses, improvement in worker performance, consistency in duty performance, ensuring worker satisfaction, increased productivity and reduced cost. Workforce Safety manager play a roles of monitoring health and safety risks and hazards in the workplace, advising employees on how to minimize or ultimately avoid risks and hazards in the workplace and ensuring the business is legally compliant with all health and safety legislation.

HR Responsibilities leaving with Senior Line Managers

The line managers for representative relations and work relations normally reports protests and complaints on the total dimension to the HR office director, and partakes in vital intending to enhance worker and work relations. The remuneration and advantages line supervisor have a double duty to manage pay and advantages issues, including settling get-away and wiped out leave issues. Line chiefs in this useful zone answer to the HR administrator or executive, and relying upon their capabilities, might be in charge of deciding the vital heading of the organization's current and future pay structure dependent on their insight in the process of childbirth showcase patterns and the association's arrangement