The United Kingdom Food Supplements Industry Free Essay Example, 2000 words

In the UK, Vitamins and Food nutrients suppliers have used a wide range of market channels to ensure that their products reach the consumer. While any approach may be suitable for targeting the consumers, it is clear each approach has its own ups and downs as far as the volume of sales is concerned. One popular approach that manufacturers have used is stocking their products in drug stores and chemists. Currently, a majority of organizations have used this approach due to take advantage of the public conception of supplements as medicinal products. Since these vitamins and supplements are packaged as pills, they are easy to sell to customers who have nutritional deficiencies (Virtsonis and Sally 559). While this approach has gained popularity, it gives the impression that supplements are pills that should be taken during illness. Therefore, manufacturers have opted to shift their stock to supermarkets to ensure that customers can access these products outside the market and use them regularly. Direct selling of nutritional additives is gaining momentum in the current market conditions due to changes in consumer attitudes. Direct selling provides manufacturers with the opportunity to market their products with the consumers and to provide valuable information that is important in pursuing buyers. We will write a custom essay sample on The United Kingdom Food Supplements Industry or any topic specifically for you Only $17.96 $11.86/pageorder now At a time when consumers require transparent information about products, direct contact between manufacturers and consumers is crucial. For the last five years, manufacturers are using this approach to support their marketing strategies and to understand customer behavior. Therefore, the approach is allowing producers to gain trust from the customers by providing them with reliable products that suit the demand (Virtsonis and Sally 556). However, opening direct sale stores is an expensive investment for organizations. Resultantly, organizations that use this channel are unable to produce favorable prices as compared to those who make indirect sales.

Morality An Essential Key Component For One s A Good Life

Morality has been instilled in us since birth. These moral â€Å"laws† assist us to make â€Å"good† decisions and become a productive member of society. It’s an essential key component for one to live a good life. Through this understanding and instilment of a moral foundations, one can live a good life. A good life that includes making the right choices in any given situation that follows our moral grounds. Our moral grounds include assisting others when asked, sacrificing one’s own time for others, and much more. Morals help us understand how to go about making â€Å"good decisions.† For example, a situation where a person dropped their wallet by accident, and another person notices the wallet and picks it up. Now, the question is what decision shall†¦show more content†¦We are born in a world where our morals are constantly tested depicted in the first situation of the dropped wallet and with moral foundation we can make the right choic es. Our family, friends, and mentors are a foundation where we construct our morals to live a good life. Through their lives, we see the decisions and outcomes of those decisions. In my life, I have observed and applied how those close to me have choose the morally right decisions in their life and found a way to live a good life. From my mother’s prospective, she puts me and my siblings first even though in certain situations she may have to sacrifice her happiness, time, and money for us to be where we are today. My parents lived most of their life in our home country, Ethiopia, where I was originally born back in 1997. During my parent’s pre-adolescent years, life was very difficult as our country needed financial support from allying countries. The entire time, people lived with concept of survival of the fittest. You either had to decide between marriage at a young age or education that hopefully lead to a degree. My mother told me a story of when she was, 19 or 2 0, she attended school, and worked as a housekeeper for my aunt, and had very little time to study. She sacrificed her time to complete house chores for her family members as they took her in when she was about 8 years old. Her own mother (my grandmother) died a year before they took her in as one ofShow MoreRelatedLeadership Is Not About The Laws Of Acceptable Behavior1428 Words   |  6 Pagesabout people believing in you. There have been many notorious and notable leaders throughout history. Some were not necessarily of high moral behavior and some were, but most were leaders that could unite their people in a cause. Without a sense of morality, many leaders have led people to commit acts of immorality. 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Business Recruitment Selection Policies

Question: Discuss about the Report for Business Recruitment Selection Policies. Answer: Part 1: Recruitment Selection and Induction Policies Strategic and Operational Plans to Identify Relevant Policies and Objectives: It is highly important to integrate the Human Resource strategy of the organization with the objectives and immediate goals of the organization. It is important for the HR manager to conduct daily or at least regular meetings, with the General Managers of the organization, in order to be able to comprehend the requirements of the organization. The HR must be well aware of the human resource requirements of the organization, so that he can set up interviews or tests, for recruiting new candidates in newly formed designations. Again, in case the organization is looking forward to achieve a set of immediate goals, highly important for organizational success, the HR s required to introduce the reward policies, whereby the employees will be rewarded in with financial incentives, for outstanding contribution towards the accomplishment of the goals. Again, the organization wishing to expand itself globally will require imparting communication and soft skill training to the employees. Hence, the HR will be required to select the most suitable candidates, and arrange for necessary training programs befitting the purpose (Townley 2014). Development of Recruitment, Selection and Induction Policies: The process of selection, induction and recruitment of candidates should follow predetermined policies and procedures to ensure transparent and non-discriminatory method of absorption. There should be strict policies that will ensure that each candidate will be recruited on the basis of his merit, skill and qualification and not on the grounds of personal recommendations. Once the vacancy arises, the organization should advertise openly regarding the vacant position, and the qualifications or expertise required to apply for the same, so that each candidate can get an equal opportunity to apply for the position. The skills and the knowledge of the employees, should be considered, and there should be strict rules stating that the applicants chosen should necessarily match with the relevant requirements (Cook 2016). Any kind of discrimination or bias traced in the recruitment process should be regarded as a punishable offence. Further, in order to ensure transparency in the process, the organization is required to introduce strict policies for maintaining confidentiality, so that the management authority does not gain access to the information regarding the identity of the applicants, in the pre-interview period. Technological Options to Improve Efficiency in the Recruitment Procedure: With the advent of science and technological innovation, the recruitment procedure can be carried out in an effective way. The employment of the E-Human resource system can help the organization execute its HR duties in a highly effective, systematic and organized way. Oracle or Ascentis consist of various HR specialized modules, that can be helpful in the recruitment procedure. Nowadays, internet can be exploited for conducting online tests ad online interview sessions, necessary for verifying the skills of the job-seekers. The use of online job boards is also highly beneficial in selecting the right and the deserving employee. The organization can also advertise its vacancy via job searching sites, and the talent management system, can help the organization electronically post jobs online, review and verify the credentials of the applicants, and selects the applicants online (Flamholtz 2014). Support for Policies and Procedures from senior managers: The co-operation and the assistance of the senior managers are equally important for the implementation of the plans and policies discussed above. Hence, the HR managers will require to organize regular meetings with the senior managers to understand the immediate goals and the objectives of the organization. Accordingly, the vacancies will be announced and advertised in the newspapers. The HR managers will be required to collect relevant information from the senior managers about the job roles of the vacant positions, and the skills, professional expertise and experience required for the same. The senior managers will be required to co-ordinate with the HR managers, as it will help them in assessing and forecasting the HR requirements of the organization, conducting the gap analysis, and adopting necessary means to overcome the same. For investment in the E Human Resource system, financial cooperation is required. Trial Forms and Documents Necessary for Supporting these Policies: The HR guidelines which are applicable for the employees working in the organization, as well as those who will be joining the organization, to work in future, will be laid out in the policy manuals of the organization, that will be distributed to each of the employees working in the organization. The HR manuals will be provided to each employee, and here not only the policies will be stated, but the penalties will also be stated, in case of the violation of the policies. An employee handbook will also be handed out to the employees (Greiner 2015). Communication of the Policies: While communicating the HR policies, the HR managers will be required to organize periodical discussion sessions with the employees, to make the employees aware of the significance of the policies and procedures introduced. Besides, constant reminder shall be given to each of the employees, to ensure that the instructions are being properly followed, and hence a short email message will be sent to the employees, stating the important HR policies. Recruitment and Selection of Staffs: Future Human Resource Needs: For carrying out the workforce planning, the HR managers will be required to organize meetings with the general managers, to identify and respond to the future HR needs of the organization. The data regarding present gaps, or shortage of workforce should also be collected and analyzed. The managers of the respective departments should be consulted, in order to understand the requirement of staffs; for example, the IT department may have a vacancy in the position of a risk analyst, and hence, the manager of the department should be consulted for that purpose (Armstrong and Taylor 2014). Use of Current Position Descriptors: The good job description is very important for finding the most suitable and deserving candidates for the vacant position. The HR managers will consult the departmental head and at least one senior manager, to understand the job role of the employees to be recruited against the vacant position, Accordingly, the position descriptors will be used by the HR for the advertisement purpose. Provision of Training sessions: The recruiters and the hiring managers must be trained sufficiently, as it is the recruiters who represent the brand of an organization, while recruiting the employees. Online training, onsite training as well as workshops should be organized, meant for developing and improving the soft skills of the recruiters. Besides, interpersonal communication training will be imparted to employees, to help them interact with the applicants in an effective way (Naqvi and Khan 2014). Advertisement of Vacant Positions in Accordance with the Organizations Legal Requirements: While advertising for a vacant position, the organization will necessarily comply with the legal requirements of the organization. For example, the anti-discrimination law clearly states that the advertisement should address to every qualified candidate suitable for the position, irrespective of his class, race or gender. The person specification should be first thought of, then carefully drafted before putting the content for advertisement, and the job description should be purely based on the skills and expertise of the applicants only (Fleck 2014). Utilization of Specialists: The recruitment specialists can also be employed, as they will help the organization choose the most carefully constructed interview questions befitting a particular designation, and will also help in organizing the industry specific screening test. The specialists can also help in interviewing and identifying the most suitable applicant, before sending him to the organization for the final round of interview (Certo 2015). Selection Procedure in Accordance with the Organizations legal Requirements: The organization will tend to follow a strict HR policy for ensuring transparency in the recruitment process. Hence, the hiring managers will be groomed to ensure that they do not select and employee on the basis of personal preference or reject him for personal prejudice. The organization must regularly monitor and review the employment practice followed in the organization (Gatewood 2015). Processes for Advising Applicants of Selection Outcome: The members in the selection panel are required to contact the successful and the unsuccessful applicants. While the successful candidates will be congratulated, and asked to join the job, the unsuccessful candidates will be advised to gain access to the post-selection feedback, in order to assess the areas they need to put more effort. The successful applicant should also be informed about the recruitment outcome, or else he might switch to another organization (Schippmann 2013). Prompt Execution of Job Offers and Contracts : The applicant on having successfully satisfied the entrance requirements should be sent a letter of offer. The HR must also need to check and verify the character certificate of the employee, and check if there is any kind of criminal activity he has been involved in, in which case he will be rejected. After this, the selected candidates will be issued an appointment letter stating the salary package and other benefits, ad rules and policies of the organization (Stredwick 2013). Part 3: Management of Staff Induction: Access to Training for Employees engaged in Staff Induction: The employees selected, should be trained about the nature of their job roles, and how the same can contribute the organizational success. The skills learnt by them should be continually evaluated and monitored by the higher authority. They should feel a sense of belonging, and hence their soft and communication skills should also be groomed. Checking of Induction processes: The induction training process should be regularly monitored. An induction training plan should be issued and handed over to the existent employees, and the HR manager should try to collect the feedback of the employees enrolled for training, regarding the effectiveness of the programs. A feedback form can be utilized for this purpose (Wilton 2016). Management of Probationary Employees The work, functions and activities of the probationary employees should be regularly checked. The managers or the leaders these employees are working under should be regularly consulted, for understanding the extent to which they have been capable of performing their job roles (Cao 2013). Feedback from Managers The managers should be called forth, to assess ad understand the skills and unique personal potential of the employees working in the probationary period. The employees themselves can also be interrogated, as to how far they have been able to improve their productivity through the training programs. The employees should also be asked if they are able to form rapport and friendly relation with the respective managers and leaders or not. Refinements to Induction Policies A good induction process is desirable for the organization, as it helps in staff retention. The employees working under the probationary period must be made aware of the goals, mission and vision of the organization, and hence at least two days should be spent training them not about their job roles, but how they can contribute to organizational success. Taking the employees on an office tour, so as to acquaint him with the old employees, or help him locate cafeteria or the washroom of the organization is also needed (Rao 2014). Reference List: Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Cao, N., Liang, H., Huang, J., Wang, J., Chen, Y., Chen, Z. and Yang, H.T., 2013. Highly efficient induction and long-term maintenance of multipotent cardiovascular progenitors from human pluripotent stem cells under defined conditions.Cell research,23(9), pp.1119-1132. Certo, S., 2015.Supervision: Concepts and skill-building. McGraw-Hill Higher Education. Cook, M., 2016.Personnel Selection: Adding Value Through People-A Changing Picture. John Wiley Sons. Flamholtz, E.G., 2012.Human resource accounting: Advances in concepts, methods and applications. Springer Science Business Media. Fleck, N., Michel, G. and Zeitoun, V., 2014. Brand personification through the use of spokespeople: An exploratory study of ordinary employees, CEOs, and celebrities featured in advertising.Psychology Marketing,31(1), pp.84-92. Gatewood, R., Feild, H.S. and Barrick, M., 2015.Human resource selection. Nelson Education. Greiner, B., 2015. Subject pool recruitment procedures: organizing experiments with ORSEE.Journal of the Economic Science Association,1(1), pp.114-125. Naqvi, S.M.H. and Khan, M.A., 2013. Employees training and organizational performance: Mediation by employees performance. Rao, T.V., 2014.HRD audit: Evaluating the human resource function for business improvement. SAGE Publications India. Schippmann, J.S., 2013.Strategic job modeling: Working at the core of integrated human resources. Psychology Press. Stredwick, J., 2013.An introduction to human resource management. Routledge. Townley, B., 2014. Selection and appraisal: reconstituting.New Perspectives on Human Resource Management (Routledge Revivals), p.92. Wilton, N., 2016.An introduction to human resource management. Sage.

What the CEO Wants you to know summary Essay Example

What the CEO Wants you to know summary Essay Synchronized organization- expands the capacity of the whole group 2. Lack of keeps businesses small and non potential 3. Join together to create mechanism that brings together Social Operating Mechanisms. (critical to an edge in execution) a. Creating a strategy to have lower prices Wall Marts Regional Managers observed prices, merchandise, and the over all ambiance of the stores. B. Fundamentals- Remember consumer through completive analysis, see the needs of the consumers and what they expect. . Information constantly being exchanged adjusted as necessary. 5. Information exchanged and integrated, decisions are made, and every participant is getting a complete picture of the business a. I. L . Frequency and Rhythm of the information exchange keeps all SIMI (Quick Marketing Intelligence ) participants, no matter where they are in the hierarchy or the globe up to date on whats happening with customers, competitors, and technology worldwide. That way they can better b. We will write a custom essay sample on What the CEO Wants you to know summary specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on What the CEO Wants you to know summary specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on What the CEO Wants you to know summary specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Information from the competitors is less than one week old. B. I. Gathered directly from customers and rent line employees 6. At the same time, the accountability is built in. A. Slackers are noticed at this phase 7. Do work from a Business side: a. I. L . Set Priorities a. I. 2. Design Social Operating Mechanisms a. I. 3. Information exchange a. I. 4. Coordinate functions and maintain one accord 8. Benefits: a. Awareness of global trends b. Make valuable tradeoffs and ideas for good decisions. When sharing people come to a common conclusion from the conflicts that are brought to the surface Presentation: In making groups decisive Global challenges play a major role in any multi national heir organizations operations such as Cultural, Language, and Value factors. Culturally, for instance China is a communist country so many advertisements are not fit for their culture. Many times movies, magazines, or websites are filtered and edited thru the Chinese government. With Language, Corpor ations have to keep a consistent message so that it is easily transferable to any language. For Value in certain places the value for one product is not the same price as it is in another. The apple I phone is 200 dollars in the US and its 475 in China, similarly desire beer is 3 dollars in the states and up to 9 dollars internationally Global Advantages Some global advantages are: Resource allocation, Awareness of Global issues and developing trends Coca cola allocated a cafe © product in Europe that was not as successful in the States, although it is one of their signature products internationally. For awareness of Global issues a corporation might re-adjust and look at margins if they know that a particular market is in a economic downturn. Developing trends are at an advantage to corporations that are global because they notice trends in different markets and can predict future trends.