Format of presentationIntroduction
HRM and the business
Human resource and retail management
Internal marketing
organisation design
organisation culture
HRM and purchasing
purchasing
Format of presentation The buyer Case study example: NEXT Overview/ conclusion References Student activity Questions
INTRODUCTION HRM is an important component of an
organisation it plays a vital role in the development
and training of employees HRM has an impact/influence on all
departments within an organisation.
DefinitionThe concept of human resource
management is workforce-centred, directed mainly at the organisation’s employees; finding and training them, arranging for them to be paid, explaining management’s expectations, justifying management’s actions, satisfying employees’ work related needs….
(Torrington and Hall 2001)
HRM and the Business
STRUCTURE
HUMAN RESOURCE
MANAGEMENT &
DEVELOPMENT
CULTURE
VISION
MISSION
STRATEGY
of the business
External ‘triggers’
External ‘triggers’Internalisation/globalisation
Technological changes
Government &
legislative changes
intensification of competition
Educational changes
Demographic changes
The wheel of HRM and the business
Performance&
growth
Induct, train & manage
effectively
Appraise and develop for
the short and long term
Business vision, goals and strategy
HRM goals and strategy
Human resource management
Attract and select people to fit the
business
Help to
build an appropriate work
structure and culture
plan positive policies forredeployment & terminationof employment
Achieve meaningful career
planning Motivate & reward in ways that will ensurepeople’s commitment to the business and its customerssource: Harrison 2001)
Human resources & retail management
The organising, selecting and training of personnel must be part of the retail planning process. Human assets are of the utmost importance to retail success, but often plans are made with little regard for the people who will carry them out.
(Cox and Brittain 2001)
Internal Marketing Employees are the essential ingredient in
increasing productivity, providing customer service and beating the competition. Thus, in addition to marketing activities targeted at external customers, firms are use internal marketing to attract, motivate and and retain qualified internal customers (employees) via satisfaction.
(Dibb et al 2001)
Importance of internal marketing Employees are a crucial factor in
determining the success of a business(Broady-Preston and Steel 2002)
satisfied employees makes all the difference
(Arnett et al 2002)
The internal customer-service profit cycle
Employee retention
& profitability External service
quality
Customer
satisfaction
Customer loyaltyProfitable growth
Internal
service quality
Employee satisfaction
Organisational design Organisations have both a structure and
a culture
organising both requires both DIFFERENTIATION & INTERGRATION
there is not a best way of doing either
Organisational culture Structure is firm; culture is soft structure is clear; culture is intangible structure is about systems to which people
have to adapt; culture is about people who have norms and values in common
structure is about the distribution of authority; culture is about how people work together.(Torrington et al 2002)
…continued Organisation structure should be
adaptable, with as few hierarchical levels as possible because fewer hierarchical levels means greater adaptability. Instead of permanent and unchangeable departments.
(Vranesevic et al 2002)
Culture The culture of an organisation can be defined as
the impact of influences on it over time in forming its value and belief systems.
(Cox and Brittain 2001) Observed in the long term, one of the basic
responsibilities and rights of the managing structures is creating company culture. Every company has some features which make its culture different from others.
(Vranesevic et al 2002)
HRM & Purchasing Human resource management has an
impact on all parts of a business/company
The focus now is on the purchasing department (Buyer)
Purchasing Undergone tremendous change influenced by factors outside the
organisation companies forced to adapt the structure,
roles and operations of their purchasing departments to operate in an external environment which is turbulent.
(Humphreys, McIvor, McAleer 1998)
The buyer Role of the buyer further responsibilities skills in the procurement function interpersonal skills technical skills roles in the purchasing/buying centre
Going back to the question…….. Human resource management is VERY
important for the purchasing department because………………….
They work closely together with other parts of the business therefore they must strive for the same goal
Over view/conclusion How human resource management fits
into the wider picture of RETAILING Improving all aspects of the business,
start internally first, then that will help to improve other parts of the business
add value internally HR department do this
References Anonymous (2002) “BMW’s training management undergoes a quite
revolution” MBC university press Anonymous (2001) “perceptions of the value of the HR function”
Human resource management journal vol 11 p70 Arnett DB, Laverie DA, McLance C (2002) “using job satisfaction and
pride as internal marketing tools” The cornell Hotel Quartly Vol 43 Broady-Preston J, Steel L (2002) “internal marketing strategies: a
strategic management perspective” Library Management Vol 23 p294-301
Cox R, Brittain P (2001) Retail management Prentice Hall Dibb S, Simkin L, Ferrell OC (2001) Marketing concepts and
strategies Houghton Mifflin Harrison R (2001) Employee development CIPD
References Humphreys P, McIvor R, McAleer E (1998) “The purchasing
function as a professional service firm: implications for training and development” Journal of European Industrial Training p3-11
Linder J (2000) “paying the personal price for performance” Liu W, Lepak DP, Takeuchi R, Sims HD (2003) “Matching
leadership styles with employment models” Human Resource Management Review Vol 13 p127-152
Strategy and leadership Vol 28 p22-26 Mattila H, King R, Ojala N (2002) “Retail performance measures for
seasonal fashion” Journal of fashion marketing management vol 6 pg 340-351
Redman T, Wilkinson A (2001) Contemporary Human Resource management Prentice Hall
References Torrington D, Hall L (2002) Human resource management
Prentice Hall Vranesevic T, Vignali C, Vignali D (2002) “Culture in defining
consumer satisfaction in Marketing” European Business Review Vol 14 p364-374
www.next.co.uk Other sources: D Ryding (2002/3) Lecture notes