...Activities in Retail Sector: A Study of Saudi Arabian companies Dr. Abdalelah S. Saaty Dean, College of Business (COB), King Abdulaziz University, Rabigh, Saudi Arabia Mohammed Owais Qureshi Lecturer, Human Resource Management, College of Business (COB), King Abdulaziz University, Rabigh, Saudi Arabia Email: drzaidansari@gmail.com ABSTRACT Human resource management (HRM) generates competitive advantage for a company and also the subsequent performance of a company is influenced by a set of effective human resource management activities. The success evident in the Saudi Arabian retail industry is attributable to numerous lucrative activities undertaken by respective human resource departments. This ranges from planning endeavors to appropriate grievance handling mechanisms. In this study, we intend to assess the human resource practices in retail companies in the Kingdom of Saudi Arabia. Primary data based on 355 respondents were analyzed to assess human resource activities being practiced by retail companies in Saudi Arabia. Six factors were analyzed. ‘Human resource planning and recruitment’ was fairly practiced in retail organizations. Recruitment practices observe transparency and equality and thus offer due opportunities. It was also observed that human resource planning incorporated knowing and sourcing when, where, and how potential employees will be attained to meet the business demands. ‘Selection’ was also found to be moderately practiced. Though investigating training needs...
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...HR Training Class Sharon Council Dr. Daniel Frost HRM 530: Strategic Human Resources Management 06/22/2014 Justify the use of a needs assessment of your company’s proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies. An employee needs assessment is an asset to have in the retail industry. In this demanding line of work it is imperative that we have employees who are fully capable of doing their job well and quickly. Therefore, the needs assessment is needed to help shine the light on those candidates who best fit our needs. One way that a needs assessment may expose any existing performance deficiencies is by looking at the candidates’ individual needs. A needs assessment would help the company see which candidates need what type of training and save time not training the right person incorrectly. Another way that a needs assessment would expose any existing performance deficiencies is by looking at the organizational performance. This will help figure out the skills, knowledge and abilities that an agency needs from a candidate and help the organization recruit only those individuals that will help them and not hinder them in any way. The other way that a needs assessment can help expose any existing performance deficiencies is through an occupational needs assessment. This assessment examines the skills, knowledge, and abilities required for affected occupational groups....
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...Assignment: Development and Training Paper (Week 3) MGT/431 - HUMAN RESOURCES MANAGEMENT Instructor: Lori Gardner Wal-mart associates go through an in-depth orientation that lets them know what it means to be part of the Wal-mart family. This begins with a “business simulation” that places new associates in the role of the customer. The simulation exercise helps associates understand customer expectations and what they can do to meet and exceed those expectations. They need to possess good public relations, knowledge of tools, cashier, technologies, and leadership. Employees need to know about industry trends, industry rules and regulations. Employees need to know about the sales process to make effective sales to target customers. We here at Wal Mart the employees want the employees to know about sales process to make an effective sales to target customers. We have varies training such as communication skills, presentation skills, and executive coaching. A college degree combined with public relations experience, usually gained through an internship, is considered excellent preparation for public relations work; in fact, internships are becoming vital to obtaining employment. Colleges offer at least one course in this field. Public relations includes courses in public relations principles and techniques; public relations management and administration, including organizational development; writing, emphasizing news releases, proposals, annual reports...
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...manager should have a keen eye for spotting the talent. It ensures that the workforce is competent enough the meet the targets. While recruiting the new employees, the HR manager must calculate the expected workload. This way the HR department can design an accurate job profile and job expectations. Once you have the decided job descriptions, looking for candidates who fit the job will be easy. Don't be fooled by their qualifications, it is only the relevant experience that matters more. A good HR manager is one who has the zeal and passion to motivate his prospective employees to perform to their potential. RECRUITMENT - Refers to the process of attracting, screening, and selecting a qualified person for a job. All companies in any industry can benefit from contingency or retain professional recruiters or outsourcing the process to recruitment agencies. Recruitment Process For positions of one year, which are subject to a vacancy announcement (VN), recruitment can take from 2 to 4 months. The recruitment procedure includes: • Publication of vacancy (3 to 4 weeks) • Screening of applicants • Interviewing short-listed applicants • Selection recommendation • Review at the Appointment and Posting Board • Appointment SELECTION - Under selection,...
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...External Analysis ...................................................................................................5 2.1 Wider Macro-Environmental Analysis ............................................................5 2.2 Industry analysis .............................................................................................7 2.3 Industry Life cycle ..........................................................................................9 2.4 Competitor Analysis ..................................................................................... 10 2.5 Industry‟s Critical Success Factors ................................................................ 10 2.6 Opportunities & Threats................................................................................ 11 3. Internal Analysis .................................................................................................. 11 3.1 Starbucks‟s Strengths & Weaknesses ............................................................ 11 3.2 Evaluation of Starbucks‟ Main Capabilities .................................................. 12 3.3 Value Chain Analysis ................................................................................... 13 3.4 Starbucks‟ Main Internal Capabilities against industry‟s Critical Success Factors ......................................................................................................... 14 4. Starbucks‟ Current „Issue & Challenges‟ Diagnosis ..................................
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...is accurate to the best of MART’s and NSDC’s knowledge and belief, the content is not to be construed in any manner whatsoever as a substitute for professional advice. MART and NSDC neither recommend nor endorse any specific products or services that may have been mentioned in this report and nor do they assume any liability or responsibility for the outcome of decisions taken as a result of any reliance placed in this report. Neither MART nor NSDC shall be liable for any direct or indirect damages that may arise due to any act or omission on the part of the user due to any reliance placed or guidance taken from any portion of this report. Page 1 of 91 Acknowledgement We are thankful to Mr. Dilip Chenoy, CEO&MD National Skill Development Corporation, New Delhi for giving us an opportunity to undertake the study. We are extremely grateful...
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...QUALITY OF WORK LIFE IN HYPERCITY EXECUTIVE SUMMARY The Quality of working life refers to the relationship between a worker and his environment, adding the human dimension to the technical and economic dimensions within which work is normally viewed and designed. QWL relates to the facilities and conditions in which workers have to work. The main purpose of doing this project is to understand what good quality work life means to employees in the retail sector and how it affects the organization. It speaks about how an organization should keep their employees happy by providing them quality work life. The fast changing rapidly growing Indian retail industry faces a major challenge for any employer. As it relates to Quality of work life, the recent changes in retail trading conditions and working conditions has further aggravated the employee performance. Work is an integral part of our everyday life, as it is our livelihood or career or business. On an average we spend around twelve hours daily in the work place, that is one third of our entire life; it does influence the overall quality of our life. It should yield job satisfaction, give peace of mind, a fulfillment of having done a task, as it is expected, without any flaw and having spent the time fruitfully, constructively and purposefully. Even if it is a small step towards our lifetime goal, at the end of the day it gives satisfaction and eagerness to look forward to the next day. A happy and...
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...Team B will discuss a development and training issue for AT&T that can be improved within the program. Team B will use the five step process to develop the plan. Team will consider AT&T’s training needs. Team B will then discuss how we would design the training plan. Team B will follow the previous objective by discussing the training mediums outlined in the syllabus. Team B will further discuss how the training will be implemented and maintained within AT&T. Team B will then provide an evaluation on how effective we thought our training and development plan would be and how we would maintain it to remain valuable to the company. Needs Assessment A needs assessment approach, which is a exploration of the way things are and the way they should be, need to be completed about the training needs of the company chosen by our team, AT&T. The assessment should include organizational and individual performance (Rouda, 1995). AT&T, has focused on customer satisfaction in their many Company Owned Retail (COR) locations. The company vision is connecting people with their world everywhere they live and work and to do it better than anyone else. The goal is to train every Retail Sales Consultant continuously by using a policy known as The Customer Rules. A Retail Sales Consultant will need to be trained on the following: • Taking ownership. Show the customers are valued. • Be Responsive and Deliver: Listening to our customers and delivering results. • Do...
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...resource management function , and vital to establishing a reputation of trust and integrity for organizational leaders. Identify the areas of overlap in the new client organization with others that you have had as clients. Retail banking is the branch of baking that includes checking and saving accounts. These are what most people associate with banking. Wells Fargo Bank holds about 50 percent of the retail portion of the banking industry. According to recent studies conducted, Wells Fargo’s tellers are an essential part of the success. This is mainly due to the fact that bank teller’s are the only part of the banking system that the general public sees. For a banking customer, the experience with a teller can make or break the decision to switch banks. I think the areas of overlap is to ensure that they continue to hold such a large part of the retail banking industry, Wells Fargo Bank will need to develop a business-level competitive strategy. “Business level strategies detail actions to provide a value to customers and gain a competitive advantage by exploiting core competencies in specific, individual product or service markets. Business-level-strategy is concerned with a firm’s position in an industry, relative to competitors” (Azriel, 1999). This strategy is favored over a corporate-level strategy because it will focus on how Wells Fargo Bank will compete with other...
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...------------------------------------------------- Strategic Management and Employee Management Alignment Executive Summary ALDI is a German company that is a global leader in the retail grocery industry with over 7000 stores worldwide. The company has a good reputation for their high quality products with low pricing. The purpose of this assessment is to investigate how well ALDI align their human resource strategies to the overall business strategy. The report commence with a presentation of the company’s main features, where it started and how it has developed to be an international leader. Further on, the assessment contains an explanation of what business strategy ALDI has in the organisation and what the people management processes and practices look like in the company. Lastly it identifies actual examples of people management processes and how well they are applied into the organisation. Improvements are highlighted as a way for the organisation to improve and be able to remain competitive on the international market. Key findings of this report are that the current business strategy is a cost leadership approach. The strategic management of ALDI at present is one of expansion and growth. The employee management reflects this as ALDI is participating in a period of recruitment and employee training and development. The marketing strategy illustrates the sustainable competitive advantage ALDI possesses of providing high quality processes at a low relative cost to mainstream brands...
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... －——Banco Santander bank Prepared by: Yang Zhan (Alice) Prepared on: 10th September 2015 Summary Background Spain has the largest financial group in Latin America, one of the world's third-largest bank and fourth largest bank profits, as well as international development of the world's most successful bank, which is Spain's Banco Santander. Santander founded in 1857. By the end of 2013, total assets reached 1.1156 trillion euros, net profit of 4.37 billion euros the year. Santander's network around the world, mainly in continental Europe, Latin America and the United Kingdom three major markets. Its business scope relatively broad international business, retail business, the company's business, SME business, asset management, private banking, university finance business, consumer credit. Santander international development started late, but come from behind. In the 1990s, through the implementation of its expansion strategy of large-scale overseas acquisitions, fast emerging as a major international bank. Santander international development a lot of success factors, including the use of special geographical advantages, with European countries and Latin America as a starting point and focus, seize the favorable opportunity to carry out mergers and acquisitions and cooperation, and to enter the local market is a critical step. Manage and operate Santander bank the most importance step is...
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...for Mountain Bank? Retail banking is the branch of banking that includes checking and savings accounts. These are what most people associate with banking. Mountain Bank holds about 50 percent of the retail portion of the banking industry. According to recent studies conducted, Mountain Bank's tellers are an essential part of this success. This is mainly due to the fact that bank teller's are the only part of the banking system that the general public sees. For a banking customer, the experience with a teller can make or break the decision to switch banks. To ensure that they continue to hold such a large portion of the retail banking industry, Mountain Bank will need to develop a business-level competitive strategy. "Business level strategies detail actions taken to provide value to customers and gain a competitive advantage by exploiting core competencies in specific, individual product or service markets. Business-level strategy is concerned with a firm's position in an industry, relative to competitors" (Azriel, 1999). This strategy is favored over a corporate-level strategy because it will focus on how Mountain Bank will compete with other banks offering the same services. Of the two main business level strategies, the differentiation strategy is what Mountain Bank should implement. The differentiation strategy will build ways for Mountain Bank to ensure their services are superior to other banks' services. The proper development and implementation of these...
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...Employee's rewards ukessays.com /dissertations/management/employees-rewards.php CHAPTER 1 INTRODUCTION 1.0 Overview In any organization, employee's rewards usually given to attract, motivate and retain the employees to stay longer and contribute a good quality services to ensure the successful of the organization; in other words, rewards play an important role in creating, building and maintaining the commitment among employees with the purpose to ensure high standard of performances and workforce stability. According to the individual - organizational exchange theme, individuals enter the organization with special qualification and skill, desire and goals, and expect in return a work setting where they can use their skill, satisfy their desire, and achieve their goals (Mottaz, 1988). At the minimum, employees expect their organization to provide fair pay, safe working condition, and fair treatment. (Beer, Spector, Lawrence, Mills, & Walton, 1984). It simply implies that employees offer or increase their commitment when organization meets employees' expectation regarding fulfillment of their important needs. Thus, the exchange perspective explains organizational commitment as a function of work rewards and work values (Lambert, 2000; Mottazz, 1988), and suggests the importance of work rewards for continuously encouraging employees. According to exchange theory and reciprocity norm, employees repay the rewards received from organization through increase commitment to the organization...
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...Effectiveness of advertising on real estate sector 4. Study on consumer expectations and perceptions towards consumer loans 5. Workers attrition rate at hotel industry is increasing. Study regarding this issue 6. Attrition rates at different sectors 7. Effectiveness and scope of employee referrals in the process of talent sourcing 8. Study of training needs across different industries 9. Study on creation of luxury brand 10. Strategies used to build successful Internet based customer services 11. Measuring the effectiveness of retail banking of a nationalised bank compared to a MNC 12. Conspicuous consumption 13. Study of awareness and acceptibility of UPVC windows and door systems 14. Opportunities of Financing the NANO’s in Bangalore 15. Changing trends in FMCG industry in India 16. A study of best HR practices in service industry 17. Fundamental analysis of Indian telecom companies 18. Study of consumer behaviour in automobile industry 19. customer buying behaviour towards insurance products 20. Promotion strategies followed in Insurance sector 21. Study on changing consumer preference towards organised retailing from un-organised retailing 22. study on “impact of advertising in B2B marketing” 23. Distribution network & general insurance industry 24. A study on distribution channels in aluminium industry 25. Study on strategies for promoting retailers’ brands 26. Study of operations & marketing of chemical goods in SSI 27. The impact of tax on electronic...
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...Segment: Financial Services Programme Start Date: September 2012 Futurus Background: The Futurus Programme is the key graduate entry career development programme within the Bank of Ireland Group. The objective is to enhance graduate entrants’ technical and personal skills through a structured and supportive programme which will strengthen our future senior leadership talent pipeline. It is aimed at high calibre graduates and provides a comprehensive, consistent and integrated programme which will support the development of a broad group mindset and rounded skill set in all graduates. Participants are given a combined opportunity to develop both specialist skills and personal development. These skills will equip graduates to develop their careers and challenge for significant roles in the future. Vacancies available in: Retail Division Ireland & UK Group Supports (HR, Finance, Credit & Market Risk, Audit) Corporate & Treasury Division Vacancy Locations: Ireland & UK Minimum Requirements: Relevant Primary Degree at 2:1 Level or Masters Degree (Expected or Achieved) Desirable Degree Specialism: Finance, Mathematics, Engineering, Actuarial, Quantitative Studies, Arts (e.g. Business, Economics or Finance), Science, Computer Science Essential Requirements: Strong Customer Focus Demonstrate Initiative and Flexibility Intellectual agility and a willingness to challenge the status quo ...
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