Management Essay：超级超市的公司概述

Management Essay：超级超市的公司概述
Company Overview Of Hyper Stores 

在困难时期,几乎每一个商业领袖试图实现整体成本削减计划,使现有业务更有效地用最小资源的来获得最大的生产率。省钱是很重要的,然而留住关键员工和激励员工这一问题，通过困难时期是至关重要的。人力资源是任何业务和管理的分水岭，是长期可持续发展和竞争优势的关键。特易购的例子保持在其管理的人们和性能中被讨论。这需要注意的是,特易购的主要焦点是在现有的员工,他们将不断努力发展他们的技能，即使在这种艰难的情况下，通过学习和开发活动，其他企业正在寻找方法来降低操作成本和减少学习和发展预算。定期反馈员工是另一个关键的步骤,提供员工的重要性和识别,从而导致满意度。它创建对员工产生积极的影响。整个组织的沟通是清晰的，职业发展在每个层面能够得到妥善沟通。研究生计划是吸引年轻人才和选择最佳的市场，保持不断变化的业务需求。海关需要考虑额外的准则，以乐购作为榜样。在这种情况下，工作安全是非常重要的,影响员工的经济和心理健康。这可以为整体贡献积极的员工士气和生产力。在这个艰难的经济气候下，超级商店的主要应该关注员工的优点而不是缺点。员工参与是一种策略,允许员工更多的责任和问责制。员工参与提供员工一个伟大的决定,因为他们更容易理解参与的决策。

In tough times, almost every business leader is trying to implement overall cost cutting plans and making existing operations more formalized to get maximum productivity with minimum resources. To save money is important however the issue of retaining key staff and motivating the workforce to go along together through difficult times is vital. Human Resources are the back bone of any business and managing them is critical for long term sustainability and competitive advantage. The Tesco example has been discussed keeping in view of its management of people and performance. This is important to note that Tesco's main focus is on existing employees and they are putting continuous efforts to develop their skills through learning and development activities even in this tough situation where other businesses are searching ways to cut the operating cost and minimizing the learning and development budgets. Feedback from employees on regular basis is another critical step that is providing employees a sense of importance and recognition and hence leading to satisfaction. It creates a positive impact on employees. Communication across the organization is clear and career progression is properly communicated at each and every level. The graduate scheme is to attract young talent and selecting the best from the marketplace keeping in view of changing business needs. HS needs to consider additional guidelines considering Tesco as a role model. Job security is important in this situation which affects the employees' economic and psychological wellbeing. This can contribute positively to overall employee morale and productivity. In this tough economic climate Hyper Store's main focus should be on employee's strengths instead of weaknesses. Employee Involvement is a strategy that allows workers more responsibility and accountability. Employee Involvement provides employees a great understanding of decisions because they are more likely to be involved in making those decisions. Employees must be asked on a regular basis what support and guidance they need along with the already planned training and development. The key to motivation is to identify what motivates an individual as well as the types of environment in which that individual would perform better. Extrinsic and intrinsic both kind of motivation required however HS needs to focus more on intrinsic because that has long term impact. Hyper Store should join 'CORTCO' for enhancing retail image and to discuss industry specific issues.

介绍——INTRODUCTION

HyperStore as stated in the case report is a leading UK-based retail outlet and is growing in the other markets like US and Western Europe. There is no problem at HS in current circumstances however there are some possible threats regarding maintenance of their employment record that could create problems in future. The first threat indentified in the case report is the tough economic situation that leads businesses to save money and to make employee redundant in order to remain competitive in the market. There is no doubt every business is trying to save themselves by any means to remain in the business and for working smarter. Smart organizations plan well ahead; foresee the future and change themselves according to change in technology, environment and circumstances. This allows the businesses to put into place actions and contingency plans that can be implemented in tough times.

In tough times, almost every business leader is trying to implement overall cost cutting plans and making existing operations more formalized to get maximum productivity with minimum resources. Economic gain and stability is the first and foremost responsibility of management. According to Peter F. Drucker "Management must always, in every decision and action, put economic performance first. It can only justify its existence and its authority by the economic results it produces" (1968, P. 19). This is really important however what businesses do, they put all their efforts on economics at the cost of employees which is very harmful in the long run.

"The main focus of many business leaders is inevitably on reducing the costs involved in running the business. Although this is obviously important, the issue of retaining key staff and motivating the workforce to go along together through difficult times is vital. Companies that focus on people issues and keeping their staff motivated enjoy greater success. This has been proved in many researches that a motivated workforce generally translates into higher productivity, reduced absenteeism and reduced employee turnover. An economic downturn increases employee's feelings of insecurity which will in turn impact on an individual's motivation a key factor in performance and productivity. A business will not survive if key employees resign and join competitor companies, leaving behind a de-motivated and unproductive workforce. Senior personnel with the responsibility for steering a business through economic uncertainty have to remain focused on the long term business objectives. The danger, otherwise, is that some people will simply putt off rather than making real efforts on driving the business forward"

"The fact is that there is a real difference between 'can do' and 'will do'. People may possess the right 'competencies' for a particular role but this is of little consequence unless the individual is also motivated to perform in that role. Employers should consider in what way and to what extent they can make use of an individual's ability and personality. This process will help in describing the individual's ideal role, direction for development, need for support, rate of progress and level of aspiration."

"Businesses should also avoid knee-jerk reactions for example making redundancies as a solution to reducing costs. The cost of recruitment can be significant, so it is important not to make rash decisions about who should be made redundant and how many redundancies there should be. Such decisions will further damage the business and result in more costs in the long term. Also, if the workforce is reduced, then employers should remember that the staff remaining are likely to feel de-motivated especially as they may be faced with increased workloads."

案例背景和分析——CASE BACKGROUND AND ANALYSIS

The retail sector is different and generally perceived as shelf staking and drudge work even mentioned in the case. It is associated with low pay, long hours and is considered easy moving in and out. In some instances it has been described as the last resort sector, where jobs are available if all else fails. The supply of retail employees has, therefore, had a number of characteristics depending on the state of the economy and the stage of the demographic life cycle at any one time.

In times of booms in the economy, the retail sector got difficulty to find out most suitable employees and workers as every business is trying to find best talent available and retail industry is affected due to its image. Retailers find themselves at such times struggling to obtain the labour they require. With wages apparently low and other sectors of the economy also looking for workers, retail gets squeezed out and is very much the second or third choice. This cycle can cause retailers to consider carefully their use of capital and other resources to replace or enhance the performance of workers. The reverse of course holds when the economy is in recession. Whilst retailers also suffer in times of recession, the excess labour in the entire economy is available for use in retailing and views the sector in a more favourable light.

According to the above scenario retailers face problems of getting employees whether in good economic conditions or in recession. Hyper Store needs sophisticated recruitment and selection technique in both circumstances to hire self motivated and team oriented individuals that have abilities to work with organization in the long term. It is important and beneficial to look at the 'TESCO' position in these circumstances, a snapshot provided by the (Sarah McPherson is Head of Leadership & Development, Tesco Stores Ltd.).

"Tesco is the UK's largest and successful grocer and also have operations in 14 international markets. It is also the world's third largest grocery retailer. In the current economic climate it is worth noting that Tesco has announced it will create over 11,000 new jobs in the next year. The recession and impact on the jobs market has made people everywhere generally more unsettled and this could clearly impact morale. Tesco is focusing to develop existing talent in the current climate. They are aware of the importance of keeping a long-term perspective and continuing to invest in learning and development and their internal talent pools so the business is stronger when the climate improves".