So companies should observe methods to improve their customer’s orientation and implement them to the companies. To implement these approaches, businesses must develop their Organisational skills to present the market with better quality services and product. People believe that better services provision to the internal consumers assists to better service offerings to the external consumers. Philip Kotler included internal customer’s motivation assessment with along external consumer orientation. He recommends that a company’s staffs are its consumers as well and that their wants and needs should be regarded.
The empowerment practice provides Hatch with fast solutions to business problem as well as provides growth opportunities for employees. Moreover, it also helps the company lowering organizational cost. For instance, Hatch’s employees are trained in planning and problem solving and provided with production and managerial guidelines. These allow employees to make the day-to-day decisions that affect their job duties. It can be an effective way to improve morale, and to evolve job duties into more efficient tasks.
In reference to Marks and Spencer, it is essential for organisation before making use of best-in-class benchmarking to measure organisational performance by analysing internal as well as external competition. It can be an integral part for improvement of organisation, however it is a fact that Marks and Spencer could not able to employ all the relevant strategies patented by competitors. But it can help in making appropriate business decisions as management will be aware of all the advantages as well as difficulties that lies in incorporating specific changes. It depicts that role of best-in-class benchmarking data play efficient role in decision making process which is dependent on the business requirements of Marks and Spencer (Shao L. P.,
Customer satisfaction: It is a business term, is a measure of how products and services supplied by a company meet or surpass customer expectation. It is seen as a key performance indicator within business and is part of the four perspectives of a balanced score. In a competitive marketplace where businesses compete for customers, customer satisfaction is seen as a key differentiator and increasingly has become a key element of business strategy. There is a substantial body of empirical literature that establishes the benefits of customer satisfaction for firms. Customer satisfaction, a term frequently used in marketing, is a measure of how products and services supplied by a company meet or surpass customer expectation.
How does the HR department within the company manage employee performance in the challenging business environment? The HR in the company manages employee performances through the use of HR score-cards. Through the score-cards the HR can quantify the employee input to the overall company turnover. This is further supported by employee engagement initiatives and leadership
1.0 Introduction This assignment is written with the purpose of an in-depth research on the challenges that are faced by managers in managing quality and performance at the workplace. The topic will focus on the use of quality and performance management as a means to improve the outcomes and quality of a firm in the market place. 2.0 Literature Review 2.1 Quality According to Merriam Webster dictionary, quality is defined as a characteristic or feature that a person or a thing has. The characteristic may be noticed as a high level of value or excellence. In terms of business, McMahon (2012) described quality control as a process that firms look for to guarantee that product quality is improved and manufacturing mistakes are reduced.
When it comes to managing the business information, integrating various system and working processes, and ensuring optimal operational efficiency, the business could realized much benefits of applying enterprise resource planning in the company. But when it comes to supply chain management, the business requires communicating and interacting to lots of suppliers and their business partners to get the raw materials and resources that are needed to produce and proceed to finished goods to the market for sales. ERP plays an important role in combating inefficiency; reducing waste and ensuring that workers are better able direct their efforts. The integration of both systems may pose some unique challenges. So, the company should ensure that their staffs and themselves are completely and fully understand the role of enterprise resource planning within the supply chain management process.
Greene et al (1994) hypothesized that internal marketing refers to the application of marketing philosophy and methods to employees who serve customers in order to utilize and conserve employees and guarantee they strive to finish tasks and duties. Therefore, the concept of internal marketing notices employees as internal customers and their work as Internal “products”, and, consequently, dedicates efforts to the design of products that better satisfy employee needs and wants (Longbottom et al, 2006).Research reveals that the concept and the action of an organization’s internal marketing upgrade employee job satisfaction and this in turn improve the organizational performance of the organization (Pfeffer and Veiga (1999); Nebeker et al
The way of person responses influenced by various aspects of the organization such as person attitude, working culture, authority, behavior values, genetics and employee personality. Worker attitude is a main aspect in the business development; it is a hypothetical construct to facilitate an individual positives and negatives for a specific thing. Communicating methods of behavior and people interactions are affective cultured through a process of socialization in the organization. Geetha kumari and K.M. Pandey stated that employee individual behavior in the working environment has determines the better output.
Strategic Human Resource Management Strategic Human Resource Management is administration for the employees of an organization which will have parts like rules and regulations, payroll, recruitment and selection, boosting the performance of the job, making the staffs works in a community to support maintenance, and maximizing the advantage of both the employer and the staffs. (Business Dictionary, n.d.) Strategic Human Resource Management include pulling in, creating, remunerating and holding the employees which can make strategically benefits of both the employer and the company. Strategic Human Resource Management is not working alone, and it cooperate with other departments in the company to achieve the goal of the company. So, it can be said that the objective of Strategic Human Resource Management is the reflection the whole organisation. Strategic Human Resource Management is like a partner in the way of going to the company’s goal.