Business Is The Spine Of Financial Status Commerce Essay

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Introduction:

In this era business is the spine of financial status of any country. As this world is a global village and there is need to have a quality business to compete with other business organizations. That's why business organizations should have some rules, missions, visions, and motto. To achieve these goals there is requirement to establish some policies, rules and procedures. Policies and Procedures are the strategic link between the Company's Vision and its day to day operations. But why is that so important? It's because well written policies and procedures allow employees to understand their roles and responsibilities within predefined limits. Basically, policies and procedures allow management to guide operations without constant management intervention. Human Resources management is purely dealing with humans related problems and the organizations can solve these problems if organization have set rules and policies.

HR policies ensure that everyone in the any company is treated fairly and consistently and that their contributions to the success of the Company are appropriately recognised and rewarded. All employees shall be fully aware of what the Company expects of them and what they, in return, should expect from the Company. HR Policies summarise the Company's responsibility to individuals and their responsibility to the Company

Sound employment policies provide the principles by which an organization governs its employee relations in a fair and consistent manner. Having all policies and procedures in one manual helps employees be aware of what is expected and can prevent misunderstandings about employer policies. In addition, supervisors and managers are better able to implement policies that are clearly communicated in writing. Written policies also help employer's document compliance with the unending tangle of employment laws and regulations.

HR policies ensure that everyone in the any company is treated fairly and consistently and that their contributions to the success of the Company are appropriately recognised and rewarded. All employees shall be fully aware of what the Company expects of them and what they, in return, should expect from the Company. HR Policies summarise the Company's responsibility to individuals and their responsibility to the Company

Importance of organizational culture:

Culture is the important in an organization according to Andrzej H. & David B. "When you walk into hotel, a bank, a night club, or a company your first impressions tells you about the organization that you have just entered how friendly will it be? How expansive it will be? What kind of behaviour it's expected"

This theory tells that very basic thing is the culture of the organization. An organization can be know with the culture if a company have good reputation then everybody know that company. "Organizational culture is a set of shard assumptions, values and behaviours that characterize the functioning of and organization." Organizational Culture depend strongly rules, super vision's and control on the employee. If a organization have good rules and have good control on employees then the organization will be best with reputation.

Basically, organizational culture is the personality of the organization. Culture is comprised of the assumptions, values, norms and tangible signs (artifacts) of organization members and their behaviours. Members of an organization soon come to sense the particular culture of an organization. Culture is one of those terms that are difficult to express distinctly, but everyone knows it when they sense it. For example, the culture of a large, for-profit corporation is quite different than that of a hospital which is quite different than that of a university. You can tell the culture of an organization by looking at the arrangement of furniture, what they brag about, what members wear, etc. -- similar to what you can use to get a feeling about someone's personality.

According to Wendell L. F.(1998 page 111) "A work group is a number of persons, usually reporting to a common superior and having some face to face interaction, who have some degree of interdependence in carrying out tasks for the purpose of the achieving organizational goals." Organizations which have good teams and have good group of employers then the organization's outcome will the highest. A team or a group of employees can work more efficiently than the individuals. Organization can have big projects and a group can distribute the work and perform their duty with full attention and with full devotion and if there is some laziness in some employees that can be overcome in others works so groups work is best in organization. At this era of life, when the world is a global village the business in not so much small and there a numerous organizations which have different departments. If all the departments work together and coordinate with each other then the result will the most excellent. An organizational culture with strong unit integration makes the organization finest

Human Resource Management:

In every kind of business organizations most important are the employees who run the organizations and its very much important to have some very straight rules for them so that they can understand their duties.

"The term human resource management is not easy to define. This is because it is commonly used in two different ways. On the hand it is used to describe the body of management activities covered in books such as this. Used in this way HRM is really no more than a more modern and supposedly imposing name for what has long been labelled 'personnel management'." (Human Resource Management 2003)

The definition of human resources can also be given in the following way: "the people who compose an organization". Therefore the managers who are related to the handling of human resources must try to do the necessary one so that the people in the organization make best of their part objective them common to reach the goals of the organization. "The material resources make the things possible, the people turn them realities".

Human resources frame it focuses on producing harmony between the needs of the organization and the needs of the people. This frame deals with the people in the organization and their relation with the work and how they do that job and in how much time they can do that. Employees can have problems and how top management come over these kinds of problems.

The activities that the personnel make are those that are going to take to the success or failure of an organization. In order to obtain favourable results one is due to take into account his own human resources to strengthen the competitive advantages that the organization enjoys and to contribute to the profit of the intentions. When an organization improves, its influence will be reflected in the society that surrounds it.

Policies:

General Policies:

The definition of policy is " A specific decision or set of decisions designed to carry out such a course of action." (http://www.fao.org) This is the simple definition of policy and can be explained as the set of rules to achieve a specific goal. Each and every organization has policies to perform the tasks efficiently Infect policies identify the company rules.

HR Policies:

HR policies ensure that everyone in the any company is treated fairly and consistently and that their contributions to the success of the Company are appropriately recognised and rewarded. All employees shall be fully aware of what the Company expects of them and what they, in return, should expect from the Company. HR Policies summarise the Company's responsibility to individuals and their responsibility to the Company

These are polices that deals with the human related problems. Human Resource policies starts from recruitment of staff and then deals with training, benefits, employee services, personal record health e.g.

(Human Resource Management 2003)

Are general in nature

Identify company rules

Explain why they exist

Tells when the rule applies

Describes who it covers

Describes the consequences

But a successful policies and practices strategy does more than draw boundaries; it also recognizes and addresses people's needs.

Advantages of HR polices:

A published set of personnel policies and procedures could easily save your organization $50,000 or more by avoiding just one lawsuit. We have helped numerous companies improve productivity and employee/management relations by introducing HR policies. A personnel policy manual tells all employees about the rules and regulations of your company and provides a number of other important advantages to your organization: Protects your organization from potential lawsuits. The cost of just one lawsuit could put you out of business. Avoids "wrongful terminations". You can safely terminate employees who have violated your legal policies. Without written policies, terminating an employee could result in a legal challenge. In these cases, the EEOC or Labor Relations Board usually sides with the employee. Avoids misunderstandings. Employees have access to written policies and are more knowledgeable about the company's rules and regulations. This decreases turnover and improve employee/management relations. This new awareness results in a conscious effort to comply.

Provides managers with a written resource that serves as a valuable managerial tool.

Reduces complaints alleging preferential treatment. Improves morale. HR Policies make it easy to have clear guidelines in place for every personnel area.

Disadvantages of HR polices:

Hindrance in decision making

Lack in power for the mangers

Mangers cannot deliver own ideas to sort out the problem that organization is facing.

Problem for small organization

Roles:

People like to have a clear understanding of their role in a company as well as the roles of others. Every successful team has well-defined positions for its members: Everyone knows what he or she is to do, how to do it and how their performance can impact those around them. In business, this means you need to have clear reporting structures that spell out who's in charge and how tasks are to be accomplished in the organization. This approach applies not only to intradepartmental structures, but also to company-wide or interdepartmental projects. In addition, role definition is a foundational part of establishing clear performance expectations for each employee.

Rules:

Managers and employees need to share a clear understanding of what is and what is not acceptable behaviour within the company. Unfortunately, in today's workplace, an employer can be held liable for the bad behaviour of an employee, especially when that bad behaviour affects other employees, clients or individuals. Having a clear set of behavioural expectations is critical to establishing that you're not contributing to that bad behaviour as an employer.

Setting clear and specific behavioural standards in the form of rules establishes a framework for spotting and addressing violations of those standards. If you rely on loosely defined general standards that aren't properly documented, then violations become subjective and open to interpretation. The result of such ambiguousness is often litigation.

Consequences:

It's important that you clearly state consequences for violations of your behavioural standards so that employees know what to expect and have fair warning of those expectations. In addition, clear consequences help to ensure that you aren't limited in your options for dealing with improper behaviours. To establish these standards and violation consequences, sit down and think through the over-the-line behaviours that won't be permitted in your company. It's essential that you know ahead of time what employee actions require an immediate dismissal.

If you or your managers haven't clearly communicated your expectations to one employee, chances are you haven't done so with other employees as well and they can be quick to empathize with any affected workers. It's natural for employees to wonder, "What if that happened to me?" To avoid the negative effect such a chain-reaction can have on your workplace, be clear about your expectations with all employees at all times. Most employees will appreciate and respect your forthright clarity.

Tools:

HR strategies help management to improve their business and organization with different tools like recruitment, training, motivation, promotion etc few of these tolls discussed below. Tools address the question of how you support the people in your company who manage other employees.

Requirement:

Requirement should be fair. Management should recruit right person for the job. There should be set criteria for each and every employee. There are different tolls available for this like interview, tests, different task.

Motivation:

Certainly, you need some intelligence, knowledge base, study skills, and time management skills, but if you don't have motivation, you won't get far. Think about this analogy. You have a car with a full tank of gas, a well-tuned engine, good set of tires, quadraphonic CD system, and a sleek, polished exterior. There it sits. This car has incredible potential. (Have you heard that before?) However, until a driver sits behind the wheel, puts the key in the ignition, and cranks it up, the car doesn't function. You guessed it; the key is motivation.

"Interest is an important motivator for a student. So is a desire to learn. When you link these two things together, you create success. Often success in an endeavour leads to more interest and a greater desire to learn, creating an upward spiral of motivation toward a goal you have established."(www.d.umn.edu)

Motivation in theory:

"Some people have opinion that salespeople are motivated solely by money and indeed the type of compensation a firm adopts can be a factor in achieving enhanced performance." (Essentials of Marketing)

A manager can motivate their employees by giving them some prize like employee of the month. There should be a competition between the employees and there should be a report for each sales person.

When you consider that the last two make up the majority of why a client or customer will no longer use your service or buy your products it is the difficult time for a mangers. After all it means they are an inactive client because they felt you didn't care about them and your competitor did. This makes sense when you consider that customers often purchase your service or product because they have developed a relationship with you, they owned another product or yours, or they were referred to you by a friend or associate.

Implementing new system of salary:

There are different kinds of salaries like fixed salary, fixed with commission, only commissions and some intensives. It depends on the structure of the organization or company what are the policies and how the management dice to give salary.

Fixed Salary:

Fixed salary was very much frequent in organizations a couple decades of ago but and this system was really work and still is alive. A person who was very good in job and done a lot for the company but he cannot do better in one month so it's fair with him to get the salary because he was a good employee. The drawback of this system is that some lazy employees can have more benefit because a person works so hard and he gets £10,000 and other co-worker who get the same money but don't do anything so it's unfair that's why this systems is not very much appreciated in the marketing management.

Commission with salary:

Fixed salary and some commission is very attractive for the mangers because they have some fixed salary and it's up to them how much they can earn with their skills its open for them to earn as much as they can. This is best way to get more work from the managers.

Training:

Management should train them tell them what are company strategies and what are company expectations after recruiting them. Train them so nicely that they can satisfy customers and can show a lot of interest for the customers and have a lot of enthusiasms. They have tell each quality of the product and can explain why their products are good and why more worth than others.

When you consider that the last two make up the majority of why a client or customer will no longer use your service or buy your products it is the difficult time for a mangers. After all it means they are an inactive client because they felt you didn't care about them and your competitor did. This makes sense when you consider that customers often purchase your service or product because they have developed a relationship with you, they owned another product or yours, or they were referred to you by a friend or associate.

Task of the Sales Force:

The sales approach will be very much affected by the company's present position. If it is in the control of the majority of the business in an area or in its particular field. It will concentrate on regular service. At the other extreme, where competitors dominate the scene the emphasis will be on pioneering developing a sales approach appropriate to each major potential customers.

Evaluating Sales Performance:

An important part of sales management is to ensure that people perform as well as they can. This in turn means setting targets that can be achieved. A further important part of the sales managers task. There is need to include such other matters as;

Gaining new customers

Keeping numbers of lost customers at a low level.

Introducing new products effectively.

Carrying out or monitoring merchandizing plans.

(Fundamental and practice of marketing)

Conclusion:

There is vital linkage of HRM with strategic goals and objectives by any organisation will help to improve business performance and develop organisational cultures that foster innovation and flexibility. Anything management do they have to follow HR polices. And if management able to control and train their employee they will be successful. HR is very vast subject, HR helps organization to improve business growth by recruiting, training, motivation. Few of them discussed above.

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