...Overview of Management: Kudler Fine Foods University of Phoenix MMPBL502 Introduction Kudler Fine Foods (KFF) is an upscale gourmet food store for shoppers with discriminating tastes. Kudler’s store stocks an array of gourmet items that vary from produce, meat, seafood, baked goods, cheese and dairy and wine. Kudler purchases organic products to the extent that is feasible. Currently, Kudler has three locations in California: La Jolla, Del Mar, and Encinitas. Each store is staffed with a manager and assistant manager. The brainchild behind this gourmet store was established by Kathy Kudler. Kudler Fine Foods has been so successful that Kathy is looking for additional sites to further expand the Gourmet Food chain. As matters stand, KFF has flourished; however, to continue success, Kathy will need an excellent management team to make certain the stores continue to provide the best gourmet products possible. Primary Functions of Management According to Gomez-Mejia & Balkin, “successful organizations know how to manage people and resources efficiently to accomplish organizational goals and to keep those goals in tune with changes in the external environment, such as those brought about by technology, legislation, and competitors.” The four primary functions of management are needed for Kudler’s continued success and the functions are: Planning/Strategizing, Organizing, Leading and Controlling. Planning and Strategizing A significant...
Words: 1233 - Pages: 5
...Role of a professional manager A role in business context, is an expected set of activities or behaviours stemming from a job ‘henry mintzberg’ conducted several land mark studies of managerial roles.according to him ,the 17 managerial roles as follows. These groups are grouped according to the managerial function. Planning 1.strategic planner Top level managers engage in strategic planning,usually assisted by input from others through out the organization.specific activities in this role include:a)setting a direction for the organization. b)helping the firm deal with external environment and c)developing corporate policies. 2.Operational planner: Operational plans relate to the day-to-day operation of a company or unit.two such activities are a)formulating operating budgets & b)developing work schedules for the unit supervised.middle level managers are heavily involved in this planning. Organizing and staffing 3)Organizer: As a pure organizer,the manager emerges in activities such as a)designing the jobs of group members b)clarifying group members assignments c)explaining organizational policies,rules and procedures and d)establishing policies,rules and procedures to co-ordinate the flow of work and information within the unit. 4)Liaison: the purpose of liaison is to develop and maintain a network of work -related contacts with people. To achieve this end,the manager a)cultivates relation ships with clients or customers. b)maintains relationships with suppliers...
Words: 1678 - Pages: 7
...Evolution of Management Thinking * Classical Perspective During 19th and 20th centuries that emphasized a rational scientific approach to the study of management and sought to make organization efficient operating machines. This perspective contain 3 subfields: 1. Scientific Management- A Subfield of classical management perspective that emphasized scientifically determined changes in the management practices as th solution to improvin labor. Fredirick Winston Taylor (1856-1915)- Taylor theory that labor productivity could be improved by scientifically determined management practices. “father of scientific management” taylor philosophy is encapsulated in his statement “In the past the man has been first, In the future the system must be first”. Henry Grant- Associate of Taylor, developed the Grant Chart. A bar graph that measures planned and completed works along each stage of production by time elapsed. Lilian M. Gilbert (1878-1972) Frank B. Gilbert (1868-1924)- His “time and motion and her work in industrial psychology pioneered many of todays management and humar resourses. 2. Bureaucratic Organization - emphasized management on an impersonal, radical basis through such elements as clearly defined authority and responsibility, formla recordkeeping, and separation of management and ownership. Max Weber (1864-1920)- The German theorists concept on bureaucratic organization have contributed to the efficiencies of many of today’s corporation. ...
Words: 622 - Pages: 3
...INSTITUTIONAL TRAINING REPORT DONE AT Hi-Fit Elastomers Private Limited SIKKANDAR CHAVADI, MADURAI. A Report Partial fulfillment for the award of Bachelor of Business Administration Submitted by K.PRAKASH ( Reg.no : 10183135) Under the guidance of Mr.S.BALASUBRAMANIAN name Company guide faculty guide Department of Business Administration (Self– finance) N.M.S.S.VELLAICHAMY NADAR COLLEGE (An autonomous Institution Accredited with the A by NACC) An ISO 9001: 2008 certified institution Madurai -625019 2012 Training company certificate can be add the page N.M.S.S.VELLAICHAMY NADAR COLLEGE (An autonomous Institution Accredited with the A by NACC) An ISO 9001: 2008 certified institution Madurai -625019 BONAFIDE CERTIFICATE BACHELOR OF BUSINESS ADMINISTRATION ( Self – finance ) This is to certify that this bonafide of the training work done by K.PRAKASH NO : 10183135 during the period of June in partial fulfillment of the requirement for the award of the degree BBA (Bachelor of Business Administration) N.M.S.S.VELLAICHAMY NADAR...
Words: 4068 - Pages: 17
...Musgrave Retail Partners Ireland 2010 Human Resource Management A competitive advantage Jennifer O’ Hagan Table of Contents How can good HRM practice become a source of competitive advantage for organisations in the retail sector? 3 Introduction: 3 Definitions: 3 Main functions of a HRM system: 4 Key functions of a HRM system: 6 Learning and development and performance management: 6 Induction: 6 Staff appraisals/review systems: 7 Hertzberg Two factor theory 8 Motivational factors 8 Hygeine factors 8 HRM eveloution 9 Why is HRM such an important tool in organisations today? 10 References 11 How can good HRM practice become a source of competitive advantage for organisations in the retail sector? Introduction: The purpose of this study is to discuss how good HRM (human resource management) practice can become a source of competitive advantage for organisations in the retail sector. To help me examine this, I will explain what defines HRM and the main functions of a HRM system. I will also examine why it is such an important tool for many organisations today. Definitions: Human Resourse Management has been defined as ‘a strategic approach to managing employment relations between employee and employers, which emphasises that leveraging peoples capabilities is critical to achieving competitive advantage, acheived through a distinctive set of integrated employment practices.’ ‘Strategy denotes an activity that organisations perform...
Words: 2323 - Pages: 10
...Fairuz Sadaf Class: XI, Section: B Roll no: 3295 Date of Submission: 6th March, 2012 Table of Contents Serial No Title Page 1 ACKNOWLEDGEMENT 5 2 Executive Summary 6 3 Part 1: INTRODUCTION 1.1 PURPOSE OF THE STUDY 1.2 ORIGIN OF THE STUDY 1.3 METHODOLOGY 1.4 LIMITATION 7-9 4 Part 2 FINDINGS OF THE STUDY 2.1 FINANCIAL MANAGEMENT 2.2 ORGANIZATION CHART 2.3 PRODUCTION MANAGEMENT 2.4 COMPANY OVERVIEW 2.5 HUMAN RESOURSE MANAGEMENT 2.6 MARKETING MANAGEMENT 10-21 5 Part:3 3.1 PROBLEMS 22 6 RECOMMENDATION 22 7 CONCLUSION 22 LETTER OF TRANSMITTAL March 4, 2012 Mrs. Munira Chowdhury Lecturer of Management Holy Cross College Tejgoan, Dhaka- 1215 Subject: Submission of report on “Akij Food and Beverage Ltd.” Dear Madam, I am very delighted to present my report on “Akij Food and Beverage Ltd.”. This report is the consequence of and that we have carried out in Akij Food and Beverage Ltd at Dhamrai, Savar. This report and study tour of this report has given me the prospect to know about the production and management of Akij Food and Beverage ltd. I have tried my best to make this report as per your instruction and it would be a great pleasure for me if this report can serve its purpose. I would like to request you to accept my report and oblige thereby. Sincerely Yours, Fairuz Sadaf Roll no: 3295 Section: B Business Studies ACKNOWLEDGEMENT The report is based...
Words: 1318 - Pages: 6
...------------------------------------------------- Human Resourses Mgmt COURSEWORK PROJECT SHEORNAY THOMAS 412000290 NICOLE KNIGHT SHEORNAY THOMAS 412000290 NICOLE KNIGHT Ulrich (1998) remarks that the human resource management function in organizations is often ineffective, incompetent, costly and value-sapping. Explain how Ulrich's 1998 model of the HR function can be used to create a value adding reputation in global businesses and evaluate whether these new emerging roles exist within Caribbean organizations. Table of Contents Executive Summary 3 What is Human Resource Management? 4 The Traditional HRM Model as Value Sapping 6 A New Mandate for HRM 7 The New Model 7 The New Model in Global Organizations 11 HRM in the Caribbean 13 References 17 Executive Summary Human Resource Management during recent years has been facing a number of challenges that has led to it being labelled as ineffective, incompetent and value sapping. The traditional model of Human resources had been ineffective and failed to add value to organisations through its practices. This model which simply focuses on the acquiring, rewarding, developing and protecting employees has led to the problem of Human resources management being an operation that is completely detached from the valued operations and strategies of the organisation and as such adds no real value. This has led to many organisations considering outsourcing the Human Resource department; a move that can...
Words: 3514 - Pages: 15
...1.0-Introduction of International Human Resource Management International Human Resource Management (IHRM) is a field of growing importance in human resources arena and there are a growing number of UK organizations that operate in more than one country. The different between domestic HRM and international HRM is the additional activities such as taxation, expatriate remuneration, cross-cultural training, homecoming and international relocation. Besides that, it will increase the complexities of differing labours laws, foreign HR policies and practices and currency fluctuations. Furthermore, it will also increase the involvement in employee’s personal life which included voter registration, health and safety, personal taxation, housing and others. Next, the more complex employee mix which mean mix of more people from more different cultures and ethnic backgrounds as a more significant part of the workforce and the more complex external influences which included different cultures, political systems, ethics and laws which will increased the risks, such as emergency exits for illness, personal security, kidnapping and terrorism. (Paul Banfield & Rebecca Kay, 2008) 1.1-Background of FedEx FedEx was founded by Frederick Wallace Smith which was originally known as federal express delivery company in the world and the largest in the world in Memphis, Tennessee. FedEx Corp. was formed in January 1998 with the acquisition of Caliber System Inc. FedEx sought to build on...
Words: 2099 - Pages: 9
...Human Resource Management Human Resource Management Lecturer Name : Student Name : Andrei Baneoti Student ID : hndb11686 Lecturer Name : Student Name : Andrei Baneoti Student ID : hndb11686 Executive Summary Human resource management is supposed to be the most challenging part of management system of an organization. It is the management system which is concerned about all the aspects of human resource of an organization. As such personnel management, human resource planning, recruitment, motivation, reward system, performance evaluation, cessation of employment all this functions fall under the broad concept of human resource management. Here all these activities of human resource management are presented with the analysis of human resource management at Harrods. Harrods is a popular brand name in the world of business. Here human resource management is discussed in the context of Harrods for understanding the practical application of human resource management. Contents Introduction 5 Understand the Difference between Personnel Management and Human Resource Management 6 1.1 Differentiate between Personnel Management and Human Resource Management 6 1.2 Assess the Function of the Human Resource Management in Contributing to Harrods Purposes 8 1.3 Evaluate the Role and Responsibilities of Line Managers in Human Resource Management 9 1.4 Analyze the Impact of Legal and Regulatory Framework on Human Resource Management 10 Understand How to...
Words: 5032 - Pages: 21
...WATER AS OUR NATURAL RESOURSE There are more than 326 million trillion gallons of water on Earth. Less than 3 % of all this water is fresh water and of that amount, more than two-thirds is locked up in ice caps and glaciers. With so much water around it seems like there is enough to see us through for millions of years. But did you know that even water, which seems to be in abundance, might one day become scarce? Each time you throw something as garbage, think of where it will finally end up. Whether it is a plastic glass, your broken cell phone or the used up battery cells from your portable CD/MP3 player, they all contribute in some way to environmental pollution and are also hazardous to life. Not only are they biodegradable, but also disposing of them has their own risks as they release harmful toxins into the air and surrounding soil and ground water. All these cause water pollution .! What is water pollution? Water pollution is the contamination of water bodies (e.g. lakes, rivers, oceans, aquifers and groundwater). Water pollution occurs when pollutants are discharged directly or indirectly into water bodies without adequate treatment to remove harmful compounds. Water pollution affects plants and organisms living in these bodies of water. In almost all cases the effect is damaging not only to individual species and populations, but also to the natural biological communities. Water pollution is a major global problem which requires ongoing evaluation and revision...
Words: 2979 - Pages: 12
...Humen resourse ASSESSMENT COVER SHEET |Student’s name |(Surname) |(Given names) | |ID number | |Phone | | |Unit name | |Unit code | | t Note: If this is a group assignment, please include the names of all other group members. |Title of assignment | | |Lecturer/tutor | | |Is this an authorised group assignment? Yes No | |Has any part of this assignment been previously submitted as part of another unit/course? Yes No | |Tutorial/laboratory day & time | | |Due date |Date submitted ...
Words: 5675 - Pages: 23
...| | Assessment 3 | S NS | | NC | Assessor Signature | | Date | | Feedback to Student | | I have received the Assessment Feedback on _________________________(Date) | Students Signature | | Assessor Signature | | Date | | Result to Wisenet by: | | Date | | Assessment Task 1: Human resources lifecycle test Submission details Student’s Name | | Assessor’s Name | | Performance objective Students will be able to identify the key phases of the ‘human resources lifecycle’, and the place of recruitment and selection in that process. Assessment description For this Assessment Task, you are required to complete the questions below that have been provided by the assessor. Procedure 1. Complete the written test. Specifications Assessors will be looking for a minimum of three HR activities for each of the five stages of the lifecycle. You are required to complete a written questionnaire, demonstrating your understanding of the HR lifecycle. Lifecycle test Part A – Complete the diagram Complete the following diagram of the HR lifecycle. Identify the human resource activities (three at a minimum) for each stage. Highlight the functions for the recruit, select and induct stages. Stage 1: (three activities at a minimum) | 1 | 2 | 3 | Stage 2: (three activities at a...
Words: 4685 - Pages: 19
...Executive Summary This analysis was undertaken in an attempt to evaluate NonStop Yacht’s strategic direction in the Mega-Yacht industry due to the firm’s consistent inability to meet financial expectations. This case focused its efforts on answering. This poor financial performance has led the firm’s management to question whether or not a strategic alliance might be a beneficial alternative to their current business model. To address the firm’s current quandary, this case has answered the following central question: Should NSY strategically align with key industry players; or, would organic growth be a more beneficial option for generating the additional value needed to once again realign the company with both internal and external expectations? Analysis of the situation focused on three strategic issues found to be key in determining the firm’s strategic options: NSY’s core competencies; their internal environment which encompasses the firms operations, structure and culture; and how the industry trend of consolidation might affect the firm’s positioning. Based on a thorough analysis, it is recommended that NSY forgo an alliance with an industry player, instead focusing on organic growth. This growth is recommended to first begin by reinvigorating their e-commerce approach. NSY’s website must deliver on the value that was originally intended at the firms inception. Second, it is recommended that NSY steadily grow their brick and mortar footprint throughout locations...
Words: 4378 - Pages: 18
...AN ORGANISATIONAL STUDY AT EASTERN CONDIMENTS PVT LTD: cochin ( Submitted to the kerala University, in partial fulfillment of the requirements for the award of Master of Business Administration) Submitted by; MAYA TV INSTITUTE OF MANAGEMENT AND TECHNOLOGY (Affiliated to Kerala University) Submitted to: Mrs.Deepa (Assistant faculty and mentor for organisational study) OCTOBER 2011 DECLARATION I hereby declare that the dissertation entitled ‘Organization Study at EASTERN CONDIMENTS PVT LTD, KERALA’ submitted to INSTITUTE OF MANAGEMENT AND TECHNOLOGY in partial fulfillment of the requirement for the award of the degree of M.B.A (Master of Business Administration), is a record of original work done by me under the supervision and guidance of Ms.ANN,HR officer , and the project work has not formed the basis for the award for any degree or other similar title to candidate of any university. Place: PUNNAPRA Date:27/10/2011 ACKNOWLEDGEMENT I am deeply indebted to EASTERN CONDIMENTS PVT LTD, for giving me this opportunity to complete my project work in their esteemed organization. I express my gratitude to MR JOHN HR MANAGER for granting me permission to complete my project work at EASTERN CONDIMENTS PVT LTD I am extremely grateful to Ms.ANN,PROJECT GUIDE, for all her guidance, assistance and support. CHAPTER 1 ...
Words: 8170 - Pages: 33
...AFRREV IJAH, Vol.1 (1) February, 2012 AFRREV IJAH An International Journal of Arts and Humanities Bahir Dar, Ethiopia Vol. 1 (1), February, 2012:79-94 ISSN: 2225-8590 The Impact of Human Resource Management Practices on Organizational Performance: A Study of Guinness Nigeria Plc Osemeke, Monday, PhD Department of Business Administration Faculty of Management Sciences, University of Benin, Benin City, Edo State, Nigeria. GSM: 08035656284 E-mail: osemeke2k2002@yahoo.com Abstract The focus of this paper is on the impact of HRM practices on private sector organisations performance in Nigeria. Guinness Nigeria Plc is a private sector driving entity. Its human resource practices can be crucial to its performance. The purpose of this study therefore was to assess whether Guinness‟s human resource management practices, particularly recruitment and selection, Staff performance appraisal, compensation, and training and development practices influence its performance. Simple random sampling was used to select eighty employees from Guinness Nig. Plc. T-tests were carried out to examine the relationship between the selected Human Resources practices and organization performance. The results revealed 79 Copyright © IAARR 2012: www.afrrevjo.net/afrrevijah Indexed African Researches Reviews Online: www.arronet.info AFRREV IJAH, Vol.1 (1) February, 2012 that, from the perceptions of the respondents, there exists a positive relationship between effective recruitment and selection practices...
Words: 5927 - Pages: 24
