netrashetty
Netra Shetty
Bed Bath & Beyond Inc. (NASDAQ: BBBY) was formed in 1971 and today operates a chain of domestic merchandise retail stores across United States and Canada [1]. They feature mostly medium-ranged, but also a limited selection of high quality, domestic merchandise: items for the bedroom, bathroom, kitchen, and dining room. The company is included in the S&P 500 and Global 1200 Indices and the NASDAQ-100 Index. It is also counted among the Fortune 500 and the Forbes 2000.
The company's corporate headquarters are located at 650 Liberty Avenue, Union, New Jersey 07083.
JOB ANALYSIS
When hr department is asked or demand for more employees in any other department, the activity HR department performs that first they compile the whole job duties, responsibility grade, work unit and placement and afterwards they prepares the job description.
Job description
A single job description is prepared for two purpose, first they use it to publish it in the local newspaper which have a nationwide network and secondly they use the same job description for the website where the online application facility for the new employment.
Job description they prepare for the newspaper has a slight difference from the job description they have on their website. Job description they prepare for the newpaper is very simple but the components they have in this job description are as follows,
Job title:
Includes the job title for which it is being advertised
Department:
For which department the job is required
Responsibilities:
Includes the key areas to perform, autonomy and power.
Specification:
Includes the basic skills, knowledge, ability, experience and educational background
Gender:
They specify the gender for the particular
Working location:
Sites where he/she has to place for job
At the end the HR department specify the address of their particular regional head office and main head offices for these advertisement where the candidates send their resumes.
In the current condition of the company it will be important to consider having a single union deal, this is due to the fact that there are different studies and past analysis that shows that unionized workplace, particularly those organization with a single union deal are more likely to have a developed and improve a coherent human resource strategy (Beardwell 1996, p. 23).
All of the said strategy can be done by implementing partnership agreements. In terms of industrial relations, a partnership arrangement is define as one in which both of the parties which are the management and the trade union agree to work together in order to achieve their mutual advantage as well as to get a climate of more cooperative and therefore less adversarial industrial relations. This can be done by including an undertaking from both side were in the management can offer job security that is connected to the productivity, while the union can agree to a new forms of work organization that will require more flexibility on the side of employees (Armstrong 2000, p. 246).
According to Rosow and Casner-Lotto, there are five important values that must be considered in partnership, first is the mutual trust and respect; the joint vision for the future as well as the different plans of activities in order to achieve it; continuous effort in exchanging information and data; acknowledgment of the central and vital role of the collective bargaining; and the devolved decision-making
very familiar with human resource KPI, otherwise known as key performance indicators. If you want to make sure that your company has topnotch productivity, then this is definitely something you should not be without.
From the name itself, Human resource key performance indicators denote some sort of measurement system, right? This is actually correct because the indicators act as level indicators of the performance of each and every employee that comprises the company’s workforce as a whole. You just cannot discount the fact that a company’s workforce is the most important and relevant asset it has. With proper motivation and channeling, everyone in the workforce can perform together towards the common goal, and that is, the company’s success. Because whatever success the company garners, the members of its workforce will also reap its rewards.
The company's corporate headquarters are located at 650 Liberty Avenue, Union, New Jersey 07083.
JOB ANALYSIS
When hr department is asked or demand for more employees in any other department, the activity HR department performs that first they compile the whole job duties, responsibility grade, work unit and placement and afterwards they prepares the job description.
Job description
A single job description is prepared for two purpose, first they use it to publish it in the local newspaper which have a nationwide network and secondly they use the same job description for the website where the online application facility for the new employment.
Job description they prepare for the newspaper has a slight difference from the job description they have on their website. Job description they prepare for the newpaper is very simple but the components they have in this job description are as follows,
Job title:
Includes the job title for which it is being advertised
Department:
For which department the job is required
Responsibilities:
Includes the key areas to perform, autonomy and power.
Specification:
Includes the basic skills, knowledge, ability, experience and educational background
Gender:
They specify the gender for the particular
Working location:
Sites where he/she has to place for job
At the end the HR department specify the address of their particular regional head office and main head offices for these advertisement where the candidates send their resumes.
In the current condition of the company it will be important to consider having a single union deal, this is due to the fact that there are different studies and past analysis that shows that unionized workplace, particularly those organization with a single union deal are more likely to have a developed and improve a coherent human resource strategy (Beardwell 1996, p. 23).
All of the said strategy can be done by implementing partnership agreements. In terms of industrial relations, a partnership arrangement is define as one in which both of the parties which are the management and the trade union agree to work together in order to achieve their mutual advantage as well as to get a climate of more cooperative and therefore less adversarial industrial relations. This can be done by including an undertaking from both side were in the management can offer job security that is connected to the productivity, while the union can agree to a new forms of work organization that will require more flexibility on the side of employees (Armstrong 2000, p. 246).
According to Rosow and Casner-Lotto, there are five important values that must be considered in partnership, first is the mutual trust and respect; the joint vision for the future as well as the different plans of activities in order to achieve it; continuous effort in exchanging information and data; acknowledgment of the central and vital role of the collective bargaining; and the devolved decision-making
very familiar with human resource KPI, otherwise known as key performance indicators. If you want to make sure that your company has topnotch productivity, then this is definitely something you should not be without.
From the name itself, Human resource key performance indicators denote some sort of measurement system, right? This is actually correct because the indicators act as level indicators of the performance of each and every employee that comprises the company’s workforce as a whole. You just cannot discount the fact that a company’s workforce is the most important and relevant asset it has. With proper motivation and channeling, everyone in the workforce can perform together towards the common goal, and that is, the company’s success. Because whatever success the company garners, the members of its workforce will also reap its rewards.