Unit 4 P1 Marketing

Market research indicates decisions made by a business, in this case Tesco, by helping the decision makers understand undercurrents of its market. This process involves research done on customers, competitors and the overall marketing environment.

We will have workforce of six people Brew Master, Finance, Operations, Marketing, and Productions along with guidance and lots of effort on the teamwork, we feel that we can make Keller Richmond Brewery a name that will be synonymous with great taste and high quality. We will initially produce core beers: HouKeg Lite, Down South Stout, Amber Waves of Hops IPA and K-Root Beer will be the initial year

We want to be distinguished by the audience. Relationships would be the way to construct relationships. Implemented correctly advertising can develop into an avenue to creating business achievement and customer relationship. Must commercial operations now operate under some connection based advertising model or Customer-Relationship Management.

Human resource management has gained atmost importance in the past few years. Studies have found that there is a relationship between human resources of an organization and performance. From an era of slaves to an era of knowledge resources, People have been regarded differently throughout the years. People are now considered to be energy resources which are directly responsible for the effective working of the organization. An organization with good human resources and its effective management forms an effective organization.

Human Resources constitute as one of the most imperative components of any organization, be it small scale business or a large conglomerate. Some of the key functions of the Human

Many companies are comprised of various departments within, all responsible for their own particular area of expertise. For instance, the individuals that make up Accounts Payable is responsible for ensuring that the “bills” get paid, Accounts Receivable is responsible for collecting money, etc. One of the departments that seems to at times get slightly overlooked is the Human Resources department, which is odd given the important and valuable role that the individuals within it play. It has been heard that the role of human resource management is to essentially “push paper”, this couldn’t be further from the truth. Outside of the fact that in many instances these individuals ensure the employees get paid and individuals are hired, it can be suggested that they are essentially the glue that holds the business and its employees together. In fact, Ruth Mayhew explains, “Human resources plays an essential role in developing a company’s strategy as well as handling the employee-centered activities of an organization.” (Mayhew, 2016). Human resources has the ability to add great value for businesses such as, establishing a “best in class” HR strategy, the recruiting process, a company’s competitive strategy, and workforce planning.

Human resource management theories have relation to various factors including the policies of the firm, the management of performance within the firm and the connection with the achievement of strategic goals of the firm. Human resource management has a rich history, dating back to the 1920s where the existing companies started paying special people to manage the activities of the workers in term of paying them, accounting their absence and handling their recruitment and dismiss. By the 1940s, there was the establishment of the labor management sections within the companies that catered for the welfare of all the employees. By the 1980s, the title of labor welfare and management had evolved to personnel administration unit, later changing to the term human resource management (Runar 2008).

Human resource decisions, according to Becker and Gerhart (1996), contribute to organizational performance either by improving efficiency or contributing to revenue growth. Those that are in charge of human resources are responsible for assisting the organisation to motivate its employees to perform well (Henderson, 2008). Human resource management (HRM) has often been defined within two distinct forms; short-run responses and long-term strategies (Truss et al, 1997).

Human Resource Management (HRM) can be described as “the comprehensive set of managerial activities and tasks concerned with developing and maintaining qualified workforce human resources in ways that contribute to organizational effectiveness” (Denisi/Griffin, 2014,p.4). Today the role of human resource management is considered to be critical because people are a valuable source for any organization competitive advantage. The human resource management operation demand enthusiastic committed, professionals, who are able to balance constitutional and humane concerns with the requirements of the organization to survive and be profitable.

Human resources (HR) are so much more than the traditional view of an administrative function within the organization. If properly developed and initiated HR can become a strong, strategic business partner. This paper looks at the purpose and role of human resources as a strategic partner as well as its impact on the responsibilities of an HR department.

Human Resource Management is the calculated and reasoned method of managing for an organization’s most valued assets. There is a response for the people who are working and ensuring the achievement of the role for the organization’s goals and objectives, increasing in the organization's effectiveness and satisfying all of the employee's needs.

Human Resource (or personnel) management, in the sense of getting things done through people, is an essential part of every manager’s responsibility, but many

In order to understand what Human Resource Management is, one must understand what a resource is. Resources are assets that one has access to, and therefore, can rely on. In our own personal lives we rely on resources of various types such as our money, our vehicles, and our families, all of which are personal resources. Businesses also rely on assets such as money, equipment, and personnel or employees in order to be successful. Therefore, Human Resource Management (HRM) is the management of a

Firstly, I would like to define the concept of Human Resource Management. “This term is not easy to define because it is commonly used in two different ways. On the one hand it is used generically to describe the body of management activities covered in book, and on the other hand, the term is equally widely used to denote a particular approach to the management of people which is clearly distinct from personnel management”. (Torrington, Hall, Taylor & Atkinson, 2011: p.6)

Human resource management is organizational infrastructure that enables companies success in competition (Schuler & MacMillan, 1984). Organizational infrastructure deserve to be called as a component of organizational capital (Dzinkowski, 2000) and not just enablers (Lev, 2002) due to the presence or absence of its will give an impact on company’s profit maximization (Gomes, 2007). Thus human resources management is a specific component of organizational