Issues in human resource management

Issues in human resource management Human Resource Management is defined as a strategic and coherent approach to the management of an organisations most valued assets, the people working there, who individually or collectively contribute to the achievement of its objectives. Boxall et al (2007) describe HRM as the management work and people towards desired ends. John Storey (1989) believes that HRM can be regarded as a set of interrelated policies with on ideological and philosophical underpinning. He suggests four aspects that constitute the meaningful version of HRM: A particular constellation of beliefs and assumptions. A strategic thrust informing decisions about people management. The central involvement of line managers. Reliance upon a set of levers to shape the employment relationship. The overall purpose of HRM is to ensure that the organisation is able to achieve success through people. As Ulrich and (1990) remark: HRM systems can be the source of organisational capabilities that allow firms to learn and capitalize on new opportunities. Dyer and Holder (1988) analyse managements HR goals under the dimensions of contribution (what kind of employee behaviour is expected?), composition (what headcount, staffing ratio and skills mix?), competence (what general level of ability is desire), and commitment (what level of employee attachment and identification?). Caldwell (2004) has identified twelve policy goals for HRM: Managing people as assets that are fundamental to the competitive advantage of the organisation; Aligning HRM policies with business policies and corporate strategy; Developing a close fit of HR policies, procedures and systems with one another; Creating a flatter and more flexible organization capable of responding more quickly to change; Encouraging team working and cooperation across internal organizational boundaries; Creating a strong customer-first philosophy throughout the organisation; Empowering employees to manage their own self-development; Developing reward strategies designed to support a performance- driven culture; Improving employee involvement through better internal communication; Building greater employee commitment to the organisation; Increasing line management responsibility for HR policies; Developing the facilitating role of managers as enablers. EX1: Supermarket giant Tesco is offering a massive  £300,000 salary plus bonuses as it starts its search for a new group HR director, Personnel Today can reveal. The HR job, the biggest in the private sector is up for a grabs after Clare Chapman accepted the role of director-general of workforce at the Department of Health. The new confirms that Chapman took a serious cut overall earning to join the public sector in probably the most high-profile and challenging HR job in the UK. She will now earn between 3200,000 and  £220,000for overseeing the people management of 1.3 million staff, a number that dwarfs Tesco 270,000 employees. (Personnel Today, 19 September 2006). But as Dyer and Holder (1998) emphasize: HRM goals vary according to competitive choices, technologies or services tangibles, characteristics of their employees, the state of the labour market and the societal regulations and the national culture. And Boxall, Purcelland and Wright (2007) note that the general motives o HRM are multiples. Managing people at work does not take place in a vacuum. Wider econic, technological, political and social forces influence and shape human resource management (HRM) strategy, policies and practices, global and local economic developments sometimes having an indirect or a multiplier effect. EX2: The electric Giant Siemens, for example, overtakes Philips Electronics, so Philips downsizes and lays off workers. Belt -tightening workers then press for cheaper services from local traders and are prepared to work for lower wages, thereby causing an adjustment in the local labour markets and in the HRM decisions and activities of those organisations affected. William (1993) is one of the number of theorists who have argued the importance of understanding the relationship between economic stability or instability and HRM, but it is not just the economic context that matters. New manufacturing and services technologies, new processes (eg. total quality management and International Organization for Standardization-ISO 9000) and the developments in global telecommunications networks have important ramifications or organizational and work design, and for HRM. Just as significant are demographic changes and the restructuring labour markets that affect the supply of and demand for human resource (HR). Past fluctuations in the birth rate in Anglo-Saxon economies are producing changes in the labour force composition. Human Resource strategies and practices are better understood when they are examined in the broader economic, technological, political and social context that help to shape them ( Maurice and Sorge, 2000). The political factors The political context is the most complex and the most difficult to analyse, both because of its power to shape the nature of the employment relationship and because of its effect on the other contexts. As a result of that power, the social elites in whose hands it lies enjoy immense influence in society, in the political system and in the determination of the states policies and actions ( milliband, 1969). In a social demeocracy, the state has six major responsibilities: Protecting national sovereignty Establishing a legal system Developing economic policies Building basic services and infrastructure Protecting vulnerable people Protecting the environment All these state activities affect business and managers in some way. Human Resource Managers in this case will have for responsibility to educate their staff about the political ideology and continually lobby and seek to influence the policies of the State. HR has help shape and regulates employment relations, and reconcile the conflict that inevitably arises in employment. EX3: Chinas government is worried that the growing gap between rich and poor could provoke more instability this year. The government has announced that the narrowing of the income gap will be one of its main priorities this year and will be at the top of the agenda when Chinas national legislature holds its annual meeting. (Geoffrey York, Globe and Mail, 9 February 2006, P. A1). EX4: Protests against Frances new job law escalate Ten of thousands of students marched in protests of a new law that makes it easier to hire and fire young workers. More protests, in which the students will be joined by Frances main unions, are expected. Last month, the countrys government passed a law that it claims will ease the crisis of high unemployment, especially among young disadvantaged young people in the suburbs. CANADIAN HR REPORTER, 17 MARCH 2006 The social factors Change s in the proportion of the population participating in the labour market and chamging demeographics determine the size and composition of the workforce. In addition, people entering the workplace bring with them different attitudes and values relating to work, parentwood, leisure, notions of fairness and organizational loyalty. EX5: IBM labels diversity a strategic imperative. Hiring women, gays, and minorities is about more than doing the right thing. Fishing ius more fun says IBMs dean of diversity, but golf is the game of business which is why, he explains, Big Blue has installed putting greens at some of its on-site day care centers. IBM should be place where people feel comfortable being popenly gay and where women and people from minority group backgrounds have equal opportunity for promotion and advancement, said Mr Childs, who is black. And anyone who has a problem with that need not apply to IBM, he added. IBMs effort to diversify the work force has moved from being a moral imperative to being a strategic imperative. (Virginia Galt, Globe and Mail, 24 June 2002, P.83) Demographic projections are based on the most basic demographic fact: every year each person gets older. Analysing human behaviour to age offers insights into socioeconomic variables. A 30-years old, for instance is more likely to be married than a 20- years old. A-55 year old probably views work differently from25 year old. The ability to forecast behaviour according to age has the advantage of allowing HR managers to know more about the composition of the workforce and their needs. Demographic data are important source of information that can help HR managers in such areas as recruitment and selection, training and rewards management. EX6: Mandatory retirement attacked Government should ban mandatory retirement at age 65 because it discriminates against people who are capable of working and who often need the money, Ontario Human Rights Commissioner Keith Norton said. Mandatory retirement, where age is used to determine the persons employment status, is unacceptable from a human rights perspective, Mr Norton told Queens park news conference. Whether people seek employment and how they respond to HR practices, designed to elicit both control and the consent of employees, will depend on cultural values. Culture is a collective product, consisting of processes and artefacts, produced over long periods of time by large members of individuals, which enables the past to be carried in the present and the future (Parker et al, 2003). Changing culture values have an impact on HRM activities. Changes in traditional gender roles and new lifestyles, for example, change participation rates in the labour market and the way in which workers are motivated and managed in the workplace. The notion of a work-life balance for instance for employees, the need to balance work and leisure/family activities is a hot area in HRM research that is receiving increasing attention from policy- makers and managers (Purcell, 2004; Surges and Guest, 2004). Research on employer work-life balance strategies can have important benefits for organization. E vidence suggests that, in the face of a highly competitive labour market, work-life policies and practices are necessary for attracting, retaining and motivating highly skilled knowledge workers (Scholarios and Marks, 2004). Work- life boundary and work-life balance strategies are closely related to the commitment that knowledge workers give to their employer and are, in addition, necessary for creative and innovative behaviours and organizational culture (De Cieri et al, 2005). Technological factors A number of authors have argued that the use of technology within HR not only makes HR activity more efficient, but may also facilitate a change in emphasis for HRM to become more strategic within the organisation (Lawler and Mohrman 2003; Shrivastava and Shaw 2004). Literature has commented for the idea of HRM as a strategic business partner (Ulrich 1997) rather than in the administrative or transactional role that it has held historically. With the growth of information technology, much administrative can be accomplished using self-service or automated systems, therefore the HR function can, and increasingly does make significant contribution to building a firm that is staffed by the right human capital to carry out the work of the company, and enable the accomplishment of business strategy ( Lawler and Mohrman 2003: 16). Snell et al (2002) have suggested that HR can meet the challenge of simultaneously becoming more strategic, flexilble, cost efficient and customer oriented by lev eraging information technology. IT can lower administrative costs, increase productivity, speed response times, improve decision making and enhance customer service all at the same time. EX7: Norwich Union is the largest insurer in the UK and is part of the Aviva Insurance Group that has more than 60,000 employees. Human Resources within Norwich Union are managed using shared service model. The company uses an Oracle HR information system (HRI) with an extensive system of manager self-service. Managers can use the system to inform fundamental changes with regard to their employees. These includes: to change salary, cost centre and allowances, process leavers, update absences, produce reports, process overtime payments and compare salaries and performance ratings. The company also uses a degree of employee self-service with employees being able to: maintain personal details and emergency contac, provide information on their pay, request holidays, record absence, change bank account details and look at performance rating and salary history. HRM guide, October 2004 The technology and communication infrastructure can facilitate virtual working and learning. EX8: Nestle, with over 2000,000 employees spread across hundreds of locations, has adopted distance learning approach based on e-learning with courses structured around short modules of between five and seven minutes duration.(Marquardt, 2004). The role of HR managers will be to train employees to adapt with technological changes as it arises through training process in order to face change in the competitive environment. Economic factors As part of the economic context, globalization is the defining political economic paradigm of our time. In term of external context, globalization has affected all aspects in Business. In term of HR strategy, HRM policies and practices have to be aligned to the global activities of transnational enterprises and be able to attract and retain employees operating internationally but within different national employment regimes. EX9: China, India and the USA will drive growth A new research from the Economist Intelligence Unit predicts that more than half the growth in the worlds GDP over the next 15 years will come from China(27%), the US(16%), and India(12%). The foresight 2020 research report, sponsored by Cisco System, bases its predictions on new long term economic forecasts, a survey of more than 1,650 executives and in-depth interviews with senior business leaders. HRM guide, April 2006. The growth of the global economy has resulted in significant sections of the labour market being influenced by the investment decisions and production and HR strategies of transnational corporations. These transnational corporations such as Toyota, Unilever, Ford, have established a global network for research and development, production and marketing. These corporations integrate global resources and outsource some of their work to preferred suppliers to achieve cost efficiencies while maintaining the capability to respond to local markes. These global business strategies strongly affect the nature of local markets and therefore HRM initiatives and practices. EX10: Employees urges British gas to reconsider plan to move 2000 jobs to India Angry British Gas employees are campaigning for the company to reverse its decision to transfer 2,000 back-office jobs to India. British Gas plans to close sites in Manchester, Oldham and Solihull as part of a  £430m over-haul of its customer billing system. People management, 15 August 2005. Human Resource Management is a body of knowledge and a set of policies and practices that shape the nature of work and regulate the employment relationship. These practices suggest three questions: What do HRM managers do? What affects what they do? How do they do what they do? To answer these questions, we draw on the work of Harzing (2000), Millward et al. (2000) and Ulrich (1997) to identify key HRM functions. These are HR policies, programmes and practices designed in response to organizational goals and contingencies, and managed to achieve those goals and gain competitive advantage. Planning: preparing forecasts for future HR needs in the light of an organisations environment, mission and objectives, strategies and internal strengths and weaknesses, including its structure, culture, technology and leadership. Integrating: appropriately integrating or linking HRM with the strategic management process of the company and coordinating bundles of HR practices to achieve the companys desired goals. Staffing: obtaining people with the appropriate skills, abilities, knowledge and experience to fill jobs in the organization. Key practices are HR planning, job analysis, recruitment and selection. Developing: analysing learning requirement to ensure that employees possess the knowledge and the skills to perform satisfactorily in their jobs or to advance in the organization. Performance appraisal can identify employee key skills and competencies. Motivating: the design and administration of reward system. HR practices include job evaluation, performance appraisal, pay and benefits. Designing: the design and maintenance of work system that are safe and promote employee health and workplace wellness in order to attract and retain a competent workforce and comply with regulations. Managing relationship: processes and structures that build cooperative relationship among employees, between employer and trade union. Managing change: which involve helping others to envision the future, communication this vision, changing mindsets and setting clear expectations for performance. Evaluating: designing the procedures and processes that measure, evaluate and communicate the value-added of HR practices and the entire HR system to the organization. EX 11: The 21st century chief human resources officer (CHRO) A new report from Deloitte Consulting, Strategist Steward: The evolving role of the Chief Human Resources Officer outlines the challenges, processes and performance measures facing todays CHRO. According to the report, the modern CHRO is required increasingly to act as both strategist and steward. To quote Deloittes media release, they are leaders who not only manage the HR function and operations team, but also collaborate directly with the CEO and board of directors on a range of critical. Deloitte Consultings Strategist and Steward report is available at htt://www.deloitte.com/us/strategistandsteward. Human resource planning Human resource planning is the process by which the management of an organization determines its future human resource requirements and how the existing human resources can be effectively utilized to fulfil these requirements. In the process, the management strives to have the appropriate number and the appropriate kind of people at the appropriate place. Human resource planning is one of the HR practices that is a futuristic form of assessment. It tries to assess the human resource requirements in advance keeping the organizational objectives, production schedules, and the fluctuations in the background. The basic purpose of human resource planning is to have an accurate estimate of the number of employees required with the matching skills to meet the organizational goals. It helps organization to maintain and improve its ability to achieve its goals by developing strategies that will in optimum contribution of human resource. In order to gain sustainable competitive advantage, Stainer recommends the following nine strategies for human resource planners: They should collect, maintain, and interpret relevant information regarding human resources. They should report periodically human resource objectives and requirements, existing employees, and allied features of human resource. They should develop measures of human resource utilization as components of forecasts of human resource requirements along with independent validation. They should employ suitable techniques to effective allocation of work with a view to improving human resource utilization. They should conduct research to determine factors hampering the contribution of the individuals and groups to the organization with the view to modifying or removing these handicaps. They should develop and employ methods of economic assessment of human resources to reflect its features as income generator and cost and accordingly improve the quality of decisions affecting the human resource. They should evaluate the procurement, promotion, and retention of effective human resource. They should analyse the dynamic process of recruitment, promotion, and loss to the organization and control these processes with a view to maximizing the individual and group performance without involving high cost. They should develop procedures and techniques to determine the requirements of different types of human resource over a period of time from the standpoint organizational goals. Recruitment and selection: Recruitment and selection have always been critical processes for organizations. Recruitment and selection are vital stages in the formation with an emphasis on a two way flow communication; employees are attracted to and select an organization and the work on offer as much as employers select employees. Thus, employers need to see the attraction and retention of employees as part of the evolving employment relationship, based on a mutual and reciprocal understanding of expectations, as well as an attempt to predict how a potential employee might behave in the future and make a contribution to the organization requirements. This is very important when the labour market is tight in other words when there is a strong competition. The purpose of selection is to select the most valuable candidate who would meet the requirements of the job. There is a wide variation s in recruitment and selection practices, reflecting an organizations strategy and its philosophy towards the management of people. Employees seen as part of the primary internal market become the focus for the bundle of human resources practices intended to bring about increased motivation, an increased acceptance of responsibilities, deepened skills and greater commitment, providing the organization with a competitive edge. Human resource planning Staff needs, option internal/external Recruitment Pool of applicants Selection Job performance The stages of recruitment and selection EX12: Blind jobseekers brought up speed Speed recruitment days based on the speed dating format, are being used to boost the number of visually impaired people in work. The charity Blind in Business set up 10 years ago by three blind graduates to make it easier for visually impaired university-leavers to get jobs, believes the events are a way of matching employees and candidates who may otherwise never meet. Human resource development Technology, global markets, customer expectations and competition have all contributed to the view that organizations need to achieve high performance working leading generation of high value added products and services for customers, and trust and commitment from enthusiastic employees (International Labour Organization, 2000).Many organization now claim to take a holistic view that embraces the idea of learning individual and organizational levels as a crucial source of competitive advantage. EX13: Ernst Young: Building your professional career At Ernst Young, you can look forward to enriching your knowledge and experience. Whilst we expect you to take a proactive approach to the management of your career, we also provide considerable support. We provide many opportunities for you to specialize in an industry sector or in particular markets, and, in addition, excellent opportunities exist for our best people to develop experience through international assignments. To provide the in depth learning required to support your development, we offer a comprehensive suite of high quality training courses. Financial times, 24 October 2008 p.16 Flexibility plan The flexible firm model by Atkinson and Meager, 1985, p.2 which draws into a simple framework the new elements in employers manpower practices, bringing out the relationship between various practices and their appropriateness for different companies and groups of workers. This model identified four types of flexibility: Functional: a firms ability to adjust and deploy the skills of its employees to match the tasks required by its changing workload, production methods and technology. Numerical: a firms ability to adjust the level of labour inputs to meet fluctuations in output. Distancing strategy: the replacement of internal workers external subcontractors that is, putting some work, such as running the firms canteen. Financial: support for the achievement of flexibility through the pay and reward system. These flexibilities are achieved through a division of employees into the core workforce and the peripheral workforce. The core group is composed of those workers expected to deliver functional flexibility and includes those with firm specific skills and high discretionary elements in their work. The peripheral group is composed of a number of different workers. One category might be directly employed by the firm to perform work with low discretionary elements. Another might be employed as required on a variety of contracts, and the final category comprises trainees, some of whom may be prepared for eventual transfer to the core group. Functional flexibility could be presented as: Job enlargement Job enrichment Job rotation Training and development In the present competitive and dynamic environment, it has become essential for organization to build and sustain competencies that would provide them sustainable competitive advantage. No enterprise can last long in a highly competitive society unless it keeps pace with the emerging market trends and technological changes. The training programme can be defines as a process through which an organization seeks to attain the objectives of performance enhancement by developing the skills of a set of learners or by fulfilling the learning requirements of an identified group of employees. Development on the other hand is holistic, often aiming at overall personality development. The content of a development programme includes conceptual or theoretical inputs, perspective strategic thinking or focusing on behavioural aspects such as leadership skills, managing teams, groups. We may say that training is imparted to operatives, whereas development is a process of grooming mainly used for exe cutives and managers. The benefits for organization are: There will be an increase in the intellectual capital of the company Training helps in achieving higher standards of quality, building up a satisfactory organizational structure, delegating authority, and motivating employees to perform better. Employee turnover and absenteeism are reduced Wastage is minimized Jon enlargement and job enrichment programmes can be implemented easily Making training a continuous affair in the company can strengthen employee loyalty. EX14: Getting the value from NVQs at the Northern Snooker Centre The Northern Snooker Centre Ltd is a long established family business in Leeds. With over 33 staffs, the company has developed from having 9 snooker tables to over 27,plus 16 pools tables and three bar and lounge areas that are open 24 hours a day and 365 days a year. The family owners have consistently worked towards developing a customer focused culture and ethos based on staff training and development, teamwork and leadership. The company regards the teams as the whole workforce and has therefore sought to provide learning opportunities for everyone, using NVQs as a key mechanism. June williamson, company secretary. Daily Mail, 06 January 2007 p.12 Performance management and appraisal Performance appraisal can be described as the process of reviewing employees performance, documenting the review, and delivering it to the employee in the form of feedback. The information collected from performance measures is used for compensation packages, employee development, identification of training needs, providing feedback, and development of the employee. EX 15: RBS examines its people practices. A project aimed at identifying which people practices drive customer service and business performance has been launched by Royal Bank of Scotland Group (RBS). The initiative, called Service Excellence through People will bring together key data on 4,000 of RBSs retail bank branches worldwide in a bid to take its leading edge human capital strategy to the next level. RBS has engaged Harvard Business School and its survey consultants to carry out the study. Rima Manocha, People Management, 28 July 200 The human resource of an organization constitutes its entire workforce. Human resource management is responsible for selecting and inducting competent people, training them, facilitating and motivating them to perform at high levels of efficiency, and providing mechanisms to ensure that they maintain affiliation with the company. Change is inevitable in life and in the case of organizations, the general tendency is to complacent with policies and practices that have been successful in the past. Human resource , which has been a staff function, has now assumed a strategic function, as it has to coordinate with other functional areas in forecasting the future and gearing up human resource to meet the future challenges. REFERENCES Rima Manocha, People Management, 28 July 200 June williamson, company secretary. Daily Mail, 06 January 2007 p.12 Financial times, 24 October 2008 p.16 www.deloitte.com/us/strategistandsteward People management, 15 August 2005 HRM guide, April 2006 Marquardt, 2004 De Cieri et al, 2005 HRM guide, October 2004 Virginia Galt, Globe and Mail, 24 June 2002, P.83 CANADIAN HR REPORTER, 17 MARCH 2006 Geoffrey York, Globe and Mail, 9 February 2006, P. A1 (Personnel Today, 19 September 2006).

How Are Vision & Mission Statements Used to Set the Strategic Direction?

Best Examples of a Vision Statement A vision statement for a company or organization focuses on the potential inherent in the company's future, or what they intend to be. While a vision statement might contain references to how the company intends to make that future into a reality, the â€Å"how† is really part of a â€Å"mission† statement, while the vision statement is simply a description of the â€Å"what,† meaning, what the company intends to become. Ads by Google Trading Stocks Online ? Find why many prefer to Trade Forex High Leverage,1/1Training & support www. iforex. h Vision Statements: Reviews and Ideas To find the best examples of vision statements, consider these statements made by some of the world's most innovative and successful companies: Online Retailer â€Å"We intend to provide our customers with the best online shopping experience from beginning to end, with a smart, searchable website, easy-to-follow instructions, clear and secure payment methods, and fast, quality delivery. † From this statement example, you can clearly tell that this company is an online retailer. You can also tell they have put thought into the statement by making a list of goals.They don't simply say that they want to be â€Å"the best† online shopping site – they give a list of ways in which they intend to do that. This is a quality vision statement because it outlines the specific future they intend to create for themselves, but it doesn't give specific steps on how they will do it (better saved for a mission statement). Hair Salon â€Å"Our salon will change the way you think about a haircut. Full service comfort, friendly staff, a relaxing atmosphere, and the best prices in town give you an experience that will leave you glowing both inside and out. Once again, it's clear from this vision statement what type of business is behind it. It's also a good, clear list of goals, without being too specific. It paints an overall p icture of a pleasant, successful business that the company hopes to become, and since the vision statement isn't just a vision of your future – it's also a vision you're presenting to your customers about who you are – it's important that it do just that. Apple Computer â€Å"We believe that we are on the face of the earth to make great products and that's not changing. We are constantly focusing on innovating. We believe in the simple not the complex.We believe that we need to own and control the primary technologies behind the products that we make, and participate only in markets where we can make a significant contribution. We believe in saying no to thousands of projects, so that we can really focus on the few that are truly important and meaningful to us. We believe in deep collaboration and cross-pollination of our groups, which allow us to innovate in a way that others cannot. And frankly, we don't settle for anything less than excellence in every group in the company, and we have the self-honesty to admit when we're wrong and the courage to change.And I think regardless of who is in what job those values are so embedded in this company that Apple will do extremely well. â€Å"- Tim Cook, CEO of Apple Computer (Quoted on CNN Money. com). PepsiCo â€Å"PepsiCo's responsibility is to continually improve all aspects of the world in which we operate – environment, social, economic – creating a better tomorrow than today. Our vision is put into action through programs and a focus on environmental stewardship, activities to benefit society, and a commitment to build shareholder value by making PepsiCo a truly sustainable company. (Quoted from Pepsi Co. com. ) Amazon â€Å"Our [Amazon's] vision is to be earth's most customer centric company; to build a place where people can come to find and discover anything they might want to buy online. † (Quoted from Amazon. com) Short Vision Statements Sometimes a vision statement ca n be summarized in one sentence. Examples include: †¢To help people be healthy, †¢To have our product in every home in the United States, †¢To help people enjoy life, or offer an affordable solution to health care. Local companies might aspire to be the best company in the town or to offer ocally grown produce. A restaurant may have this vision statement: To offer fresh and delicious food to our customers along with a fun-filled dining experience. Long Vision Statements Vision statements may also be longer as well. Some examples include: †¢As we move towards our goal of being a world-class university, we will support research on a global scale. Locally, our campus will service the research needs of the learning community, granting access to many informational resources. †¢The XYZ Company will inspire its employees to be the best they can be.We will engage in sustainable practices and anticipate the needs of our customers. We will maximize return to the stock holders while still maintaining quality in our products. †¢Our vision is to bring our students into the 21st century through innovation and modern technology. Learning will be enhanced with computer software and educational games that will allow students to proceed at their own rate according to their ability. In each of these examples, the vision statement helps to define goals, creating something to work towards in the future.Ads by Google Best Vision Correction LASIK, LASEK, Laser eye surgery. Find best deal in Korea through KMH kmhglobal. com Cars For Sale Philippines Brand New & Used Cars For Sale At Sulit Cars Buy And Sell Philippines Cars. Sulit. com. ph Writing a Good Vision Statement Looking at these vision statement examples should give you a good jumping off point for knowing what a vision statement is and how to write one. Vision statements are a challenge for many people because they aren't sure what form the statement is supposed to take. A typical corporate or co mpany vision statement will be brief and succinct; it will say a lot in just a few words, so those words must be very carefully chosen. †¢The key to a good vision statement is to think of things in a long-term, broad sense, without sounding generic. †¢If you're too specific, you will limit your vision and it won't be applicable ten years down the road: for example, if your current goal for your business is to move into a larger building, that's a vision for the future but it's not the vision for the future of your entire business. It's too narrow in focus. On the other hand, if you say that you want to achieve success – well, any business in the world could say that. It's too generic. The best statement will be clear about who you are as a company as well as who you wish to become. Writing a good vision statement isn't difficult. Think about what your business does and what, in an ideal world, you would like it to do and how you would like to appear to the outside w orld. Consider the services and attributes that your company provides, then imagine how it would be if you provided the very best version of them possible.List those visions, and incorporate them into a brief statement that gives a good overview of the kind of image you want to represent. Understanding your goals and being able to state them clearly is the first step toward making them happen. =————– †¢PRESENTATION By Mirabel †¢2. DEVELOPMENT OF MISSION & VISION STATEMENT . FOR THE TRAMPORL GROUP. [Sandwich Makers] TASK 2 †¢3. MISSION STATEMENT. To be recognised as a leading distinctive brand of fresh, homemade, quality sandwich makers; Offered to customers at the most reasonable, affordable price; For a healthier, refreshing, filling and totally satisfying meal .MIRABEL TETTEH 3230 UNIT 4 †¢4. TECHNIQUE USED TO DEVELOP THE MISSION STATEMENT. 1. Identified the company’s winning idea: – Providing FRESH & HEALTHY pro ducts. 2. Identified the key measures of success:- Affordable & reasonable price, best quality, for a good quantity, delivered to the customer. 3. Combined the winning idea and success measures into a measurable goal:- Total satisfaction derived by the customer. MIRABEL TETTEH 3230 UNIT 4 A mission statement describes the basic overall purpose and function of the organisation. †¢5. TECHNIQUE USED TO DEVELOP THE MISSION STATEMENT. (contd†¦.. ) 4.Finally, I refined the words until I came up with a concise and precise statement of Tramporl’s mission which expresses our ideas, measures and desired result. Hence, our MISSION STATEMENT : MIRABEL TETTEH 3230 UNIT 4 †¢6. MISSION STATEMENT. â€Å" To be recognised as a leading distinctive brand of fresh, homemade, quality sandwich makers; Offered to customers at the most reasonable, affordable price; For a healthier, refreshing, filling and totally satisfying meal . † MIRABEL TETTEH 3230 UNIT 4 †¢7. VISION S TATEMENT. We at Tramporl take cautious steps to ensure that all our sandwiches reach our customers in the utmost best and fresh condition.Delivered straight to you to foster a healthy, wholesome, nourishing and flourishing lifestyle. Absolutely affordable to all to generate the optimum value. MIRABEL TETTEH 3230 UNIT 4 †¢8. TECHNIQUE USED TO DEVELOP THE VISION STATEMENT. MIRABEL TETTEH 3230 UNIT 4 After identifying the company’s mission, uncover the real human value in that mission. Nutritional value for the health conscious consumer. Homemade, prepared under the right food & health policies to ensure freshness. (right temperatures, proper hand washing and glove-use procedures etc. ). 2.Identified what the company, it’s customers and A vision statement is a vivid idealised description of a desired outcome that inspires, energizes and helps you create a mental picture of your target. †¢9. TECHNIQUE USED TO DEVELOP THE VISION STATEMENT . (contd)†¦ other st akeholder will value most about how the company will achieve this mission. Customer : Healthy, nourishing & wholesome lifestyle. Filling meal. Commitment to improving health Employees : Teamwork, Diversity, commitment to employee happiness and well-being, Trust and respect. Shareholders : optimising profits & minimising our cost. (optimum value for all).MIRABEL TETTEH 3230 UNIT 4 †¢10. TECHNIQUE USED TO DEVELOP THE VISION STATEMENT . (contd)†¦ Government : adhering to the policy and legislative processes in the food industry in operation in the UK, EU and internationally. Community/Society : Tackling the social issue of obesity by helping to bring about lasting improvements to the nation’s nutrition and health. Hence a call for a change towards healthier habits in the food service companies. 3. Combining the mission and values I polished the words until I came up with a vision statement inspiring enough to energise and motivate people inside and outside the company. Hence, our VISION STATEMENT; MIRABEL TETTEH 3230 UNIT 4 †¢11. VISION STATEMENT. â€Å" We at Tramporl take cautious steps to ensure that all our sandwiches reach our customers in the utmost best and fresh condition. Delivered straight to you to foster a healthy, wholesome, nourishing and flourishing lifestyle. Absolutely affordable to all to generate the optimum value. † MIRABEL TETTEH 3230 UNIT 4 Our vision Our vision is what we want to be and how we want to be perceived. It is what we aspire to. It inspires and motivates us. We make sustainable food production possible.Our mission Our mission is our reason for being, what we do on a daily basis to fulfil our vision. †¢We team up with customers. †¢From our leading position in dairy farming we innovate and expand in new segments and new geographies. †¢We provide integrated solutions and ensure that everywhere we do business, we lead. †¢We exist for the customer around the clock. Our core values Our co re values help us make the right decisions and guide our daily working behaviour. Passion †¢We share a passion for delivering customer value. †¢We are proud of our heritage and our success. From our leading position in dairy farming, we expand our business with passion. †¢This passion distinguishes us from other companies People †¢We have the ability and are trusted to make decisions within our area of responsibility. †¢We build our success on competence and constantly invest in personal development. †¢We share our knowledge, support each other and enjoy being part of a team. †¢We encourage diversity and appreciate the creativity that comes from a mix of cultures, gender, sexual orientation, religions, experiences and personalities. †¢We are part of a global network.Professionals †¢We deliver quality in everything we do. †¢We have clear responsibilities and fulfil our commitments. †¢We listen, learn, innovate and constantly impr ove. †¢We are proud of who we are and humbly reflect this through our attitude and behaviour. †¢We stay true to our values. Partnerships †¢Our customers, their needs and expectations, are the starting point for everything we do. †¢Our dealers are business partners with whom we jointly deliver customer values. †¢DeLaval employees, our dealers and customers partner for long-term business results.Baskin-Robbins Ice Cream Mission Statement – 12 Values & Principles for Success Mission Statement, Headquarters and History of Baskin-Robbins and Dunkin’ Brands The Baskin-Robbins Ice Cream mission statement is comprised of 12 Values and Principles for Success fashioned by its parent company, Dunkin’ Brands. (See the Baskin-Robbins and Dunkin’ Brands Values & Principles below. ) 6 of 138 PreviousNext Ad Manila | Virtual OfficesRegus. com. ph/Manila_Virtual_OfficesPrime Address & Mail Forwarding. Cost Effective to Start up. 50% OFF Getty Imag e Baskin-Robbins Ice Cream Stores Founders Facts and Trivia:Baskin-Robbins was founded by brothers-in-law Burt Baskin and Irv Robbins, who each started their own ice cream shops, and then merged them together to create the Baskin-Robbins concept. Irv’s ice cream store was Snowbird Ice Cream, which he opened in Glendale, California in 1945, featuring 21 different ice cream flavors. Burt’s ice cream shop was called Burton’s Ice Cream Shop, and the first one opened in Pasadena, California in 1946. In 1953 more than 40 Burton’s and Snowbird Ice Cream shops were rebranded as Baskin-Robbins 31 Ice Cream, with â€Å"31† representing a different flavor for every day of the month.Baskin-Robbins was acquired by London-based J. Lyons & Col, and is now part of the Dunkin’ Brands group along with the Dunkin’ Donuts chain. Baskin-Robbins Ice Cream Chain Headquarters: The corporate headquarters of Baskin-Robbins Ice Cream are located with the headqu arters of the Dunkin’ Brands group in Canton, Massachusetts. The Mission Statement of Baskin-Robbins Ice Cream and Dunkin’ Brands: Since 100% of the more than 6,000 Baskin-Robbins Ice Cream stores in 50 countries are franchise-owned, each Baskin-Robbins franchise owner could have their own mission statement.But as the parent company of Baskin-Robbins, Dunkin’ Brands has 12 Values and Principles that the company believes should guide the decisions of everyone associated with Baskin-Robbins retail outlets, leading Baskin-Robbins franchisees toward success. The Dunkin’ Brands Values and Guiding Principles are: †Our Values †¢Honesty – Embrace the truth about oneself and the world. †¢Transparency – Demonstrate openness and vulnerability. †¢Humility – Acknowledge own mistakes and commit to learning. †¢Integrity – Say what you think and do what you say. †¢Respectfulness – Honor the dignity, inclus ion, and diversity of others. Fairness – Do what is right based on common principles. †¢Responsibility – Make yourself accountable to the community. Our Guiding Principles †¢Leadership – Responsibility with passion at every level. †¢Innovation – Excellence in everything we do. †¢Execution – Ownership and accountability for results, success and failure. †¢Social Stewardship – Demonstration of good corporate citizenship and responsibility to all constituencies. †¢Fun – Approach every challenge with enthusiasm, energy and excitement†¦ celebrate every step of the way! † More About U. S.Company Mission Statements, History, and Headquarters: Ben and Jerry's Ice Cream Founders Facts and Trivia: The first Ben and Jerry's ice cream store was opened on May 5, 1978 in Burlington, Vermont after Ben Cohen and Jerry Greenfield completed a correspondence course on ice cream making from the Pennsylvania State University Creamery. Ben and Jerry were born four days apart, and met in junior high school. The first Benn and Jerry's ice cream flavors included Dastardly Mash, Heath Bar Crunch, Chunky Monkey, Tuskegee Chunk, and Cherry Garcia. Ben and Jerry's Ice Cream Headquarters:The headquarters of Ben and Jerry's Ice Cream is located where the company first began in Burlington, Vermont. The Mission Statement of Ben and Jerry's Ice Cream: The mission of Ben and Jerry's is really about contributing to making a positive change in the world. To do that, Ben and Jerry's has three missions that the company strives to integrate into its daily business operations†¦ â€Å"Ben and Jerry's Social Mission To operate the Company in a way that actively recognizes the central role that business plays in society by initiating innovative ways to improve the quality of life locally, nationally, and internationally.Ben and Jerry's Product Mission To make, distribute and sell the finest quality all natura l ice cream and euphoric concoctions with a continued commitment to incorporating wholesome, natural ingredients and promoting business practices that respect the Earth and the Environment. Ben and Jerry's Economic Mission To operate the Company on a sustainable financial basis of profitable growth, increasing value for our stakeholders and expanding opportunities for development and career growth for our employees. â€Å"

Medicine and Thesis Statement

Some people think old buildings should be destroyed and replaced with modern buildings. To what extent do you agree or disagree? Study foreign language at overseas is beneficial or not agree or disagree with extent? D? u hi? u trong d? bai: Only, the most important, some, all, necessary, many M? d? u: NP†¦. Brings the negative and positive that lead to wide discussion. Thesis statement: Example 1 Some people believe that it is acceptable for young children to undertake jobs that they are paid for, whereas others believe that this is wrong and should be illegal. This essay will discuss both sides of the issue.Example 2 At present, more and more young children are becoming involved in paid work. Whilst some people are of the opinion that this is an entirely acceptable practice, others believe that this is completely wrong and should be made illegal. Example 3 At present, more and more young children are becoming involved in paid work. Whilst some people are of the opinion that thi s is an entirely acceptable practice,  I believe  that this is completely wrong and should be made illegal. 2) Agreeing or Disagreeing Currently there is a trend towards the use of alternative forms of medicine.However, at best these methods are ineffective, and at worst they may be dangerous. To what extent do you agree or disagree with this statement? A thesis statement that  agrees with the opinion: Alternative medicine is not new. It is accepted that it pre-dates conventional medicine and it is still used by many people all over the world. However, I strongly believe that this form of medicine does not work and is possibly a danger to those using it. A thesis statement that  disagrees with the opinion: Alternative medicine is not new. It is accepted that it pre-dates onventional medicine and it is still used by many people all over the world. I am unconvinced that it is dangerous, and feel that both alternative and conventional medicine can be useful. A thesis statement that  partly agrees with the opinion: Alternative medicine is not new. It is accepted that it pre-dates conventional medicine and it is still used by many people all over the world. I agree that for certain conditions this type of medicine is ineffective and could even be dangerous, but for some illnesses it is a good alternative choice. Government investment in the arts, such as music and theatre, is a waste of money.Governments must invest this money in public services instead. To what extent do you agree with this statement? These days, the government spends a large part of its budget not only on public services, but also the arts. Although I agree that it is important to spend money on public services, I do not think spending on the arts is a waste of money. 3) Other Essays Problems and solutions: Overpopulation of urban areas has led to numerous problems. Identify one or two serious ones and suggest ways that governments and individuals can tackle these problems.Sample thesis in bold: Many countries of the world are currently experiencing problems caused by rapidly growing populations in urban areas. Both governments and individuals have a duty to find ways to overcome these problems. Causes and Effects: The percentage of overweight children in western society has increased by almost 20% in the last ten years. Discuss the causes and effects of this disturbing trend. Over the last ten years, Western societies have seen close to a 20% rise in the number of children who are overweight.This essay will discuss some reasons why this has occurred and examine the consequences of this worrying trend. Advantages and Disadvantages: In order to solve traffic problems, governments should tax private car owners heavily and use the money to improve public transportation. What are the advantages and disadvantages of such a solution? Traffic congestion in many cities around the world is severe. One possible solution to this problem is to impose heavy taxes on car driver s and use this money to make public transport better. This essay will discuss the benefits and drawbacks of such a measure.

The Black Hills Of South Dakota - 1015 Words

Lets take a trip back in time to 1884 in the Black Hills of South Dakota. A New York lawyer had just traveled there to inspect mining claims in that region. The man s name was Charles E. Rushmore. Rushmore was curious by one of the mountains and asked a towns person what the name of the mountain was. The towns person replied saying it had no name. From then on Charles Rushmore started calling it Rushmore Peak. Over time it became known as Mount Rushmore (history.com). During the following years the area of the Black Hills decided they wanted to start attracting tourist the region. I the early 1920s the state historian of South Dakota, Doane Robinson, came up with an idea to attract tourist. He thought of the idea to to carve famous historic heroes of the west into the side of the mountain (history.com). In 1924, Robinson decided to contact the famous American sculptor, Gutzon Borgium, about his idea. Borgium at the time was working on another project for Georgia, but Robinson was abl e to convince him to abandon his project and come Before picture of Mount Rushmore to the Black Hills. When Borgium arrived in South Dakota he suggested that they use George Washington and Abraham Lincoln because of their significance to America. Later, he also decided to add Thomas Jefferson and Theodore Roosevelt. Robinson and Borgium both decided that the sculpture would be dedicated to these four men to recognize their contributions to the birth of democracy and growth of the United States.Show MoreRelatedThe Black Hills Of South Dakota1242 Words   |  5 PagesThis paper provides a brief background of how one man’s idea of attracting tourist to the Black Hills area in South Dakota, transformed into an iconic National symbol that attracts over 2.5 million visitors a year. Similarly, we will also review the combination of ingenious and primitive engineering techniques used to remove almost 450,000 tons of granite during the 14 year project. We will also explore the background of the artist, Gutzon Borglum, a renowned scul ptor and artist, who made carvingRead MoreThe Black Hills Institution Of South Dakota831 Words   |  4 PagesThe Black Hills Institution in South Dakota has the rights to own Sue. They found her, claimed her, and even paid for her, meaning that the government should have nothing to do with who the owns her. In 1990, at the Ruth Mason Dinosaur Quarry in South Dakota, paleontologist Susan Hendrickson Ph.D., discovered some fossil bones on the side of a cliff. Her co-worker and one of the founders of The Black Hill Institution, Peter Larson, a paleontologist, helped uncover what was known as a TyrannosaurusRead MoreBlack Hills Expedition Of 1874 Essay716 Words   |  3 PagesThe Black Hills Expedition of 1874: How did the Black Hills Expedition of 1874 influence the development of the Black Hills? Many places not only in South Dakota, but around the world are affected by the events of Custer and his company. George Armstrong Custer became well known because of his 1874 expedition, when he discovered gold. The discovery of gold in the Black Hills affected the United States and the world for over the next 100 years after his discovery. Homestake Mine in Lead, South DakotaRead MoreThe Lakota Sioux Of The Sioux Nation1599 Words   |  7 Pagesgroup’s identity as a people. One such group is the Teton Lakota of the Sioux Nation in South Dakota, an area that has been home to them for hundreds of years and, while their entire homeland is precious to them, of particular importance are the Black Hills, or Paha Sapa as they are called in Lakota. The Black Hills are an isolated mountain range rising 3000 to 4000 feet above the surrounding plains of South Dakota, Wyoming, and Montana (Sundstrom et al. 1996). The importance of this land to the SiouxRead MoreAmerican Environmental History : The Great Sioux Nation1384 Words   |  6 Pagesmain groups speaking different dialects: the Lakota, Dakota and Nakota. The Lakota, also known as the Teton Sioux, were the most western and largest of the three, as they occupied lands in both North and South Dakota. The Dakota, otherwise known as the Santee Sioux, lived throughout the regions of Minnesota and Nebraska. The smallest of the three, the Nakota, resided mostly in the Montana area, but also occupied lands in South and North Dakota. As stated previously, these people remain some of theRead MoreThe United States And Native Americans Essay1300 Words   |  6 Pageseven if they made them leave by force.This treaty was to basically stop the expansion of Native Americans more westward. By establishing this act federal officials were sent thought out the nation to negotiate this treaty with the tribes through the south, and getting most of the tribes to sign it. The next big treaty that basically everyone remembers is the Trail of Tears treaty. This treaty was brought up because of the Cherokee in Georgia were fighting against leaving their land. President JacksonRead MoreThe Outrageousness of The Battle of Little Bighorn1286 Words   |  5 Pagesbiggest blunders in American military history. It is also believed to be one of the most unfair decisions made by the military because of the fact that it was extremely discriminatory to the Native Americans that lived in the region of the Black Hills in South Dakota. The rights of Native Americans has been an ongoing issue ever since the pilgrims started making their settlements on Indian land. Indians had finally had enough of the Americans taking their land and in June of 1876, a bloody battle tookRead MoreLakota Sioux Tribe : The Lakota Tribe1200 Words   |  5 PagesThe Lakota Sioux primarily located in North and South Dakota â€Å"are one of three main subdivisions of the Great Sioux Nation † (â€Å"Lakota†, n.d). Prior to the 1900’s, â€Å"The Lakota tribe consist of seven bands that lived throughout the Great Plains, the largest and most famous of being the Oglala Sioux Tribe† (â€Å"Lakota†, n.d.). In the late 1800’s the Lakota were relocated to several reservations, with the majority of the tribe living on the Pine Ridge Reservation and the Rosebud Reservation. In additionRead MoreThe Mental Model Of Donnie Vincent s Life1383 Words   |  6 Pagesand hunting. 1b. The social hunters were the second largest group of the Black Hills deer hunters. They value social time with friends and family when participating in hunting. These hunters have similar emotions and values to Donnie, but can differ as well. Although Donnie enjoys the social part of hunting, as he is seen with one or two other people, he really seems to value the nature and meat aspects of the hunt. The hills social hunters have these reasons to hunt as well, but the time spent withRead MoreThe Life of Sitting Bull1014 Words   |  5 Pageswith both white men and Indians. Sitting Bull was regarded as both one of the most powerful and one of the most famous Native American Chiefs to have lived. Sitting Bull was born in 1831 in an area along the Grand River in what is now known as South Dakota. His father was a Sioux warrior named Returns-Again (Biography.com) and his mother was called Her-Holy-Door. They originally named him Jumping Badger and was given the nickname Hunkesi which stands for â€Å"slow†. The reason for calling him Hunkesi