netrashetty
Netra Shetty
Staples Inc. (NASDAQ: SPLS) is the world's largest office supply chain store, with over 2,000 stores worldwide in 26 countries. Based in Framingham, Massachusetts, United States, the company has retail stores, serving customers under its original name in Austria, Brazil, China, Denmark, France, Germany, India, Norway, Portugal, United Kingdom, and the United States, while operating subsidiaries in Argentina as Officenet-Staples, Belgium and Netherlands as Office Centre, Canada as Staples Canada (Bureau En Gros in Quebec), and in Italy as Mondoffice. Staples also does business exclusively with enterprises in multiple European countries as Staples Advantage.
Staples sells supplies, office machines, promotional products, furniture, technology and business services both in stores and online. The company opened its first store in Brighton, Massachusetts in 1986. Quill Corporation is Staples most profitable division, accounting for nearly 25% of the company's net income. Between 1998 and 2009 Quill grew from $500 million in revenues to over $1.3 billion. The company is still one of Staples' fastest growing divisions and is led by Michael Patriarca, President of Quill Corporation.
The following acts come under the category of misconduct by the workers:
i. Willful insubordination or disobedience, whether alone or in combination with others, to any lawful and reasonable order of a supervisor.
ii. Theft, fraud, or dishonesty in connection with the employers business or property.
iii. Willful damage to or loss of employers’ goods or property.
iv. Taking or giving bribes or any illegal gratification.
v. Habitual absence without leave or absence without leave for more than 10 days.
vi. Habitual late attendance.
vii. Habitual breach of any law applicable to the establishment.
viii. Riotous or disorderly behavior during the working hours at the establishment or any act subversive of discipline
ix. Striking work or inciting others to strike in contravention of the provisions of any law, or rule having the force of law.
x. Going slow.
Performance Appraisal:
Reviewing performance and taking positive steps to develop employees further is a key function of management and is a major component in ensuring the success of the company through effective employee performance.
A review is about ensuring people know what levels of performance are expected of them and then taking action to ensure they are trained and developed to perform effectively.
Performance Review at PTC:
At PTC a review is intended to be an open and frank discussion between an employee and their Team Leader/Manager. Generally there are two elements: first is the element in which discussion takes place over the strengths and areas which need to be developed as displayed by the job holder over the past 12 months. The performance is of course judged comparing the performance against the core indicators of Job. The second element is concerned with discussing the training needs/inputs activities that are considered to be appropriate to help the jobholder overcome some of development areas discussed in the review and also those activities that are deemed appropriate to build upon their current strengths.
. During the orientation the employee is informed about the company history, its policy, procedure and manual. He is also given a introductory session about the cultural aspects of organization. The management inform the employee about the duties which they have to perform. The management also provide them about their career path. What types of benefits and services they will be enjoying during their life career serving in the organization. As a matter effect, there are two types of employees which are :-
1. Permanent employee
2. temporary employee
a. management
b. Sales Staff
Need Assessment
Being the multinational company they are very much interested about the performance of their employee. For its purpose they keep on assessing the needs of training of the employee. if they are not achieving their targets or their performances not upto the standards. If only one employee is lacking regarding his performance or any particular skill is required in order to improve his interpersonal skills. Even then management try out the way to improve his skill by retraining efforts.
The management rates the following factor which are necessary for training.
1. Attitude
2. skill
3. motivation
4. experience
Method Of Gathering Needs Analysis Data
In order to provide valuable services and improvement in the business, the organization keep on updating the training material. Job description and specification are designed according to the skill, knowledge and ability. The company also conduct a survey, phone calls which is normally known as service calls in order to ask the perception of general public regarding their employee.
As company ISO 9000 certified so they keep all the documents regarding the performance of the employee. They also maintain a questionnaire and get it fill by the employee in order to get feed back about their performance twice a year. Company keep on improving the skill of employee to various skill improving test such as:
Role play
Presentation
Selection Of Trainees
The selection of a trainee is very crucial decision for any organization. Commercial life Assurance company induct the new employee through a process of interview. The employees is motivated to give various incentives in order to succeed in training. Their also given various test and retest assignments.
Establishment of Training Goals
The major objective of the training is to provide extensive knowledge to their employee about the product of the company, presentation skills and objection handling. If any employee seems to be not interested to get training, he will be given written warning and could be rejected.
The current working employee is given training, if the productivity is low and high employee turn over. The management also provides the training to their employee in order to improve or expansion of the business.
Although the terms job and position are often used interchangeably, there is a slight difference in emphasis. A job is a grouping of common tasks, duties, and responsibilities. A position is a job performed by one person. Thus, if there are two persons operating word processing equipment, there are two positions (one for each person) but just one job (word processing operator).
Job Descriptions and Job Specifications
In most cases, the job description and job specifications are combined into one
document that contains several different sections. An overview of each section
follows next.
JOB DESCRIPTIONS : A job description indicates the tasks, duties, and responsibilities of a job. It identifies what is done, why it is done, where it is done, and briefly, how it is done.
Performance standards should flow directly from a job description, telling
what the job accomplishes and how performance is measured in key areas of the job description. The reason for including the performance standards is clear. If employees know what is expected and how performance is to be measured, they have a much better chance of performing satisfactorily.
JOB SPECIFICATIONS While the job description describes activities to be done, it is job specifications that list the knowledge, skills, and abilities an individual needs to perform a job satisfactorily. Knowledge, skills, and abilities include education, experience, work skill requirements, personal abilities, mental and physical requirements.
e.g. Job specifications for a data entry operator might include a required educational level, a certain number of months of experience, a typing ability of 60 words per minute, a high degree of visual concentration,
and ability to work under time pressure.
PROCESS OF JOB ANALYSIS
I. Planning the Job Analysis
A. Identify objectives of job analysis.
B. Obtain top management support.
II. Preparing and Communicating the Job Analysis
A. Identify jobs and methodology.
B. Review existing job documentation.
C. Communicate process to managers and employees
Staples sells supplies, office machines, promotional products, furniture, technology and business services both in stores and online. The company opened its first store in Brighton, Massachusetts in 1986. Quill Corporation is Staples most profitable division, accounting for nearly 25% of the company's net income. Between 1998 and 2009 Quill grew from $500 million in revenues to over $1.3 billion. The company is still one of Staples' fastest growing divisions and is led by Michael Patriarca, President of Quill Corporation.
The following acts come under the category of misconduct by the workers:
i. Willful insubordination or disobedience, whether alone or in combination with others, to any lawful and reasonable order of a supervisor.
ii. Theft, fraud, or dishonesty in connection with the employers business or property.
iii. Willful damage to or loss of employers’ goods or property.
iv. Taking or giving bribes or any illegal gratification.
v. Habitual absence without leave or absence without leave for more than 10 days.
vi. Habitual late attendance.
vii. Habitual breach of any law applicable to the establishment.
viii. Riotous or disorderly behavior during the working hours at the establishment or any act subversive of discipline
ix. Striking work or inciting others to strike in contravention of the provisions of any law, or rule having the force of law.
x. Going slow.
Performance Appraisal:
Reviewing performance and taking positive steps to develop employees further is a key function of management and is a major component in ensuring the success of the company through effective employee performance.
A review is about ensuring people know what levels of performance are expected of them and then taking action to ensure they are trained and developed to perform effectively.
Performance Review at PTC:
At PTC a review is intended to be an open and frank discussion between an employee and their Team Leader/Manager. Generally there are two elements: first is the element in which discussion takes place over the strengths and areas which need to be developed as displayed by the job holder over the past 12 months. The performance is of course judged comparing the performance against the core indicators of Job. The second element is concerned with discussing the training needs/inputs activities that are considered to be appropriate to help the jobholder overcome some of development areas discussed in the review and also those activities that are deemed appropriate to build upon their current strengths.
. During the orientation the employee is informed about the company history, its policy, procedure and manual. He is also given a introductory session about the cultural aspects of organization. The management inform the employee about the duties which they have to perform. The management also provide them about their career path. What types of benefits and services they will be enjoying during their life career serving in the organization. As a matter effect, there are two types of employees which are :-
1. Permanent employee
2. temporary employee
a. management
b. Sales Staff
Need Assessment
Being the multinational company they are very much interested about the performance of their employee. For its purpose they keep on assessing the needs of training of the employee. if they are not achieving their targets or their performances not upto the standards. If only one employee is lacking regarding his performance or any particular skill is required in order to improve his interpersonal skills. Even then management try out the way to improve his skill by retraining efforts.
The management rates the following factor which are necessary for training.
1. Attitude
2. skill
3. motivation
4. experience
Method Of Gathering Needs Analysis Data
In order to provide valuable services and improvement in the business, the organization keep on updating the training material. Job description and specification are designed according to the skill, knowledge and ability. The company also conduct a survey, phone calls which is normally known as service calls in order to ask the perception of general public regarding their employee.
As company ISO 9000 certified so they keep all the documents regarding the performance of the employee. They also maintain a questionnaire and get it fill by the employee in order to get feed back about their performance twice a year. Company keep on improving the skill of employee to various skill improving test such as:
Role play
Presentation
Selection Of Trainees
The selection of a trainee is very crucial decision for any organization. Commercial life Assurance company induct the new employee through a process of interview. The employees is motivated to give various incentives in order to succeed in training. Their also given various test and retest assignments.
Establishment of Training Goals
The major objective of the training is to provide extensive knowledge to their employee about the product of the company, presentation skills and objection handling. If any employee seems to be not interested to get training, he will be given written warning and could be rejected.
The current working employee is given training, if the productivity is low and high employee turn over. The management also provides the training to their employee in order to improve or expansion of the business.
Although the terms job and position are often used interchangeably, there is a slight difference in emphasis. A job is a grouping of common tasks, duties, and responsibilities. A position is a job performed by one person. Thus, if there are two persons operating word processing equipment, there are two positions (one for each person) but just one job (word processing operator).
Job Descriptions and Job Specifications
In most cases, the job description and job specifications are combined into one
document that contains several different sections. An overview of each section
follows next.
JOB DESCRIPTIONS : A job description indicates the tasks, duties, and responsibilities of a job. It identifies what is done, why it is done, where it is done, and briefly, how it is done.
Performance standards should flow directly from a job description, telling
what the job accomplishes and how performance is measured in key areas of the job description. The reason for including the performance standards is clear. If employees know what is expected and how performance is to be measured, they have a much better chance of performing satisfactorily.
JOB SPECIFICATIONS While the job description describes activities to be done, it is job specifications that list the knowledge, skills, and abilities an individual needs to perform a job satisfactorily. Knowledge, skills, and abilities include education, experience, work skill requirements, personal abilities, mental and physical requirements.
e.g. Job specifications for a data entry operator might include a required educational level, a certain number of months of experience, a typing ability of 60 words per minute, a high degree of visual concentration,
and ability to work under time pressure.
PROCESS OF JOB ANALYSIS
I. Planning the Job Analysis
A. Identify objectives of job analysis.
B. Obtain top management support.
II. Preparing and Communicating the Job Analysis
A. Identify jobs and methodology.
B. Review existing job documentation.
C. Communicate process to managers and employees
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