Unit 39 P6

Aim: to be able to create a meal (breakfast, lunch or dinner) for a pregnant women that incorporates the 5 vital nutrients, folic acid, protein, calcium, iron, carbohydrates that support the healthy growth and development of a foetus in pregnancy.

Currently we have 39 P1's and 90 P2's Non-Automation tests. These numbers are higher. When you guys have some time, please go through those tests and try to break them, so they can be automated. Also, if you think tests belongs to P3, change the priority to Low in testlink. I have gone through P1 Non-Automation tests and I don't think we can do much about it, unless you move it to P3. If you have any question, please let me know and I will be happy to help.

There are many things which can affect access to complementary therapies. The ones I will be explaining are:

E-HRM is not a specific stage in the development of HRM, but a choice for an approach to HRM. It is the application of information technology for both networking and supporting employees and the HR department in their shared performing of HR activities, specifically the processing and transmission of digitized information used in HRM. (Srivastava, 2010; Strohmeier, 2007; Noe, Hollenbeck, Gerhart, & Wright, 2010)

Furthermore, the innovative HR strategy will provide the workforces a platform where they can express their opinion, thoughts, recommendations, and perspectives for the conception of a more productive workplace. The workforces can also share their views on how to create a supportive organizational culture. The personnel will likewise share their ideas and recommendations on improving processes, cutting expenditure, reducing waste etc. The Availability of such platform will improve employee satisfaction, create a sense of ownership, involve employees in decision making, and motivate employees to achieve their individual as well as organizational objectives. (Dessler, 2013)

In terms of ways Tesco motivates their staff to enable them to work in conjunction with other departments. They take into consideration staff efforts by rewarding those incentives such as ‘flexible working, health benefits competitive salaries, discounts as well as company share options.

The communication tools discussed above are not only meant to pass on work-related messages, but you can also use the same tools just to find out how an employee is doing. It is the same as passing by the desk of your in-house employee in a co-working space and saying "Hi" or having a chat about football. Such discussions break away the work tensions and make the workers feel that they belong to the organization. It can even be more worthwhile to build a personal relationship with each employee, know something about them that you can often bring up during the light discussion moments. Remote employees may dread receiving your messages or calls if all you do is ask work-related questions, give assignments, complain of poor quality work or even threaten to punish them for going against work standards. Remote workers are humans too, and they need to connect with others and with you, therefore, foster that virtual friendship. Include fun in the communication to keep the remote workers feeling like they belong to the company. For example, you can include brain teasers for everyone and use that to enhance connections and build work relationships.

Human resources is the department which deals with certain aspects of a business or organization including, but not limited to, hiring, administration, and training of personnel. Therefore, this department is choosing the future of a firm, and their decisions can either make or break a firm. It should fall under their responsibilities to be the motivators and promotors of a comfortable and successful work environment. If we better our human resources platform in such a way that benefits our workers, we will experience increased production, and more importantly we will yield greater profits.

Another big change in recent years has been the introductions of various technologies, which have allowed HR departments to minimize staff time, spent on administrative tasks and focus more on the company’s strategy. Technology has sped up the selection process of recruitment and allowed employees to complete benefits online. HR departments must meet the challenges of ensuring staff training and development for companies such as Coca Cola to be successful in the future (Chan, 2010).

Human resources is all about people and includes how they are employed, their benefits and skills and how to create a positive environment for workers.

The ongoing technology improvement has paved the way for quick access to obtain the preferred resource regardless of geographical and environmental barriers. The extent of technology use across various activities of HRM, especially in recruiting and selection covers from advertising positions, receiving applications,

International marketing is marketing carried out by firms overseas or across national borderlines. This strategy is an extension of the marketing techniques applied in the domestic market to meet the different demands, buying patterns, demographics and market segments of overseas customers.

As many companies have staff in multiple locations, this also brings new means of technology for employee communication. HR now needs to find the best most reliable means to communicate with their employees.

As many companies have staff in multiple locations, this also brings new means of technological communication. HR now needs to find the best, most reliable means to communicate with their employees.

Older HR practices included more face-to-face interactions between future, current, and past employees with HR. Now face-to-face interaction is definitely still a part of HR and probably always will be, but now communication is becoming part digital. Apps are a