Reference Guide For Resources Management

Published Date: 02 Nov 2017

The booklet is presenting for the use of a reference guide. The key aspect of this booklet is to help people gain a better understanding of the topics which this booklet contains; peoples include partners, directors or senior managers of SME’s. Our line manager has already provided us with the contents page for the booklet and expects us to supply detailed information under each of the main four sections in which this booklet is based on.

The purpose of the booklet is to provide a study for resources management. Resource management is very crucial into recognising about businesses operating efficiently and what makes businesses a success and not failure. Furthermore, readers will also gain enhanced knowledge on how to control their businesses or even how to improve their businesses to effectively reach their targeted aims. Controlling a business is tough and therefore being aware of the key strategies in businesses is critical, it is considered that business failure occurs due to lack of control and knowledge. Therefore it is our hope that this booklet guides members to successes.

Resources management is the process of using a company's resources in the most efficient way possible. These resources can include tangible resources such as goods and equipment,  financial resources, and labour resources such as employees. Resource management can include ideas such as making sure one has enough physical resources for one's business, but not an overabundance so that product s won't get used, or making sure that people are assigned to tasks that will keep them busy and not have too much downtime. In this booklet we discuss about two resources that are Human resources and Physical resources. Human resource is the division of a company that is focused on activities relating to employees. These activities normally include recruiting and hiring of new employees, orientation  and training  of current  employees, employee benefits, and retention. HRM (Human Resource Management) is viewed as an all-embracing term describing a number of distinctive approaches to people management. It helps you to understand and evaluate the different and sometimes ambiguous views of human resource management by investigating its origins, explanatory models, technology and practice. We introduce you to the concept of human resource management. HRM has evolved from a number of different strands of thought and is best described as a loose philosophy of people management rather than a focused methodology.HRM has a variety of definitions but there is general agreement that it has a closer fit with business strategy than previous models, specifically personnel management. In all the debates about the meaning, significance and practice of HRM, nothing seems more certain than the link between HRM and performance. On the other hand physical resources are the resources that are made by man through his abilities and skill. The buildings, technology, and many more products that are made by man is an example of physical resources.

This booklet contains key questions, examples and information to guide members. For examples; what are human and physical resources and their importance in business, how to improve resources, how to maximise the effectiveness of human resources and etc.

This booklet follows a simple passage, it has been divided into four sections; the key features of resources management, the importance of the effective use of physical resources, How to maximise the effectiveness of human resources and Be able to review the effective use of resources. Then each section has its own points which are explained in detail.

1. Understand the key Features of resource management:

Analyse the differing resource requirements of organisations in different sectors of the economy:

The inconsistent resource requirements of the three profiled business are as follows:

Primary industry is an industry which involved in the removal and  collection  of natural resources, such as copper and timber, activities such as farming and fishing. Companies in a primary industry can also be involved in turning natural resources into products. Primary industry tends to make up a larger portion of Economies of developing countries than they do for countries. On the other hand secondary industry is the industrial sector of an economy that is dominated by the manufacture of finished products. Unlike a primary industry, which collects and produces raw materials for manufacture, a secondary industry  makes products that are more likely to be consumed by individuals. Examples of secondary industry  divisions  include;  automobile  manufacturing, steel production and telecommunications, Also called secondary sector of industry. Besides this tertiary industry is an industry that made up of companies that primarily earn revenue through providing  insubstantial  products  and services. Service industry companies are involved in retail, transport distribution  food services, as well as other service-dominated businesses. Also called service sector,  tertiary sector of industry.

1.2 Outline key requirements relevant to resource management in organisations in different sectors of the economy:

There are some resource requirements for each sector at first raw materials are basic substance in its natural state, used as an input to a production process for subsequent modification or transformation into a finished good. But equipment is physical property  that is used in the operations of a business. Examples of equipment include devices, machines, tools, and vehicles. Besides this human resources are the division  of a company that is focused on activities relating to employees. These activities normally include recruiting and hiring of new employees,  orientation  and training of  current employees, employee benefits, and retention. Formerly called personnel. However technology is the purposeful application of information in the design, production, and  utilization of goods and services, and in the organization of human activities. Technology is generally divided into five categories:

Tangible: blueprints, models, operating manuals, and prototypes.

Intangible: consultancy, problem-solving, and training methods.

High: entirely or almost entirely automated and intelligent technology that manipulates ever finer matter and ever powerful forces.

Intermediate: semi automated partially intelligent technology that manipulates refined matter and medium level forces.

Low: labour-intensive technology that manipulates only coarse or gross matter and weaker forces.

In this case facilities have also three types and that’s are :General Facilities it means permanent, semi-permanent, or temporary commercial  or industrial property such as a building, plant, or structure, built, established, or installed for the performance of one or more specific activities or functions. On the other hand arrangement under which a bank or supplier extends an advantageous service to a customer is called banking. Besides this accommodations, bars, restaurants, meeting rooms, and other core physical features attached to a hotel is called loading. In resource requirements time is also included it means in contractual arrangements where time for completion of the contract   is not clearly stated, the law imputes a reasonable time. What is 'reasonable' depends on what constitutes acceptable standard of fair dealing under the circumstances while taking current commercial  practice in that trade into  account. See also time is of the essence. Above all this resource requirements transport is also important it means the moving of goods or people from one place to another, Examples are: Air transport or transport by air, Rail transport or transport by rail, Road transport or transport by road, The passenger transport services into London, What means of transport will you use to get to the factory.

On the other side there are also some outline key requirements for organisation in each sector: A code of practice it is a practical guide to achieving the standard of safety required by WHS legislation. Codes of practice are admissible in court proceedings and should be followed unless there is an alternative course of action, which achieves the same or better standard of health and safety in the workplace. The model codes of practice issued by Safe Work Australia have been determined as appropriate codes of practice by Work Cover NSW. In here Health and Safety it is organized efforts and procedures for identifying  workplace  hazards and reducing accidents and exposure to harmful situations and substances. It also includes  training  of personnel  in accident prevention, accident response, emergency preparedness, and use of protective clothing and equipment. E.g. Hazardous substances. Besides this environmental is possible adverse effects caused by a development, industrial, or infrastructural project or by the release of a substance in the environment. E.g. impact of environment. But employment is the state of economy in which all eligible people who want  to  work can find employment at prevailing wage rates. However, it does not imply 100 percent  employment because allowances must be made for frictional unemployment and seasonal factors. E.g. diversity and inclusion. The other key requirements for organisation is waste systems which disposals are the final placement or riddance of wastes, excess, scrap, etc, under proper process and authority with no intention to retrieve. Disposal may be accomplished  by abandonment, destruction, internment, incineration, donation or sale. Employment is state of economy in which all eligible people who want  to  work can find employment  at prevailing wage rates. However, it does not imply 100 percent  employment because allowances must be made for frictional unemployment and seasonal factors. A recycling system is the waste minimization strategy in which reusable materials are recovered from a waste stream, and put to the original or different use. Among them storage facilities are subdivided into the following categories: base, production, production-commercial, commercial, transit, distribution, general-purpose, and specialized facilities. Distribution storage facilities ensure the efficient transfer of goods from production and intermediate locations to final destinations, as well as efficient control of storage and distribution of material resources. General-purpose facilities are used for various materials and goods that can be stored together under identical conditions. Specialized warehouses are used to store goods of a special nature, such as liquid, loose, or explosive substances. Storage facilities are set up to coincide with the principal flow of goods from producer to user. They may be built as individual facilities or as complexes with other facilities. The locations of storage facilities are chosen on the basis of the properties of the goods to be stored and the possibility of expanding the storage area. Preparatory and some production operations are often performed at storage facilities, for instance, the batching and pre-packaging of items. However training specialists are an important part of an organization's human resources strategy. As a training specialist, you will typically create and teach classes in your area of expertise, ranging from technical to "soft skills" programs. On the other hand management information system is organized approach to the study of the information  needs of an organization's management at every level  in making operational, tactical, and strategic decisions.  Its objective is to  design and implement procedures, processes and  routines  that  provide suitably detailed reports in an accurate, consistent, and timely manner. In a management information system, modern computerized systems continuously gather relevant data, both from inside and outside an organization. This data is then processed, integrated, and stored in a centralized database where it is constantly updated and made available  to all who have the authority to access it, in a form that suits their purpose.

2 Understand the importance of the effective use of physical resources:

2.1 Evaluate how the use of physical resources is monitored and managed:

Management is the organization and coordination of the activities of a business in order to achieve defined objectives. Management is often included as a factor of production along with machines, materials, and money and monitoring is supervising activities in progress  to ensure they are on-course and on-schedule in meeting the  objectives and performance  targets. An ordering system is when a buyer generated  document  that authorizes  a purchase transaction. When accepted by the seller, it becomes a contract binding on both parties. A purchase order sets forth the  descriptions, quantities, prices, discounts, payment terms, date of  performance  or shipment, other associated terms and conditions, and identifies a specific seller also called order. On the other hand a buying system is the set of  procedures used to identify products for  purchase, verify quality and compliance of products and vendors, carry out purchasing  transactions, and verify that operations associated with purchasing have been  executed appropriately. Different organizations  have buying processes of varying complexity, depending on the industry in which they work and the nature of the products being purchased. But in here schedules have three types: Auxiliary, explanatory, or supplemental document that forms part of a principal document, such as a list of individual items (with their description and values) covered by an insurance policy, or a depreciation schedule  that  provides supporting details to a financial statement, timetable for a program or project showing how activities  and milestone events are sequenced and phased over the allotted period. Written or printed catalogue or list of charges, items, prices, etc., arranged or organized in alphabetical, chronological, magnitudinal, or any other classification or order. Among them preferred supplier is a BEN Buys approved supplier that has been awarded a university-wide discount pricing agreement by Purchasing Services to supply products and services required by the University.  Competitive total bids are not required for purchases from preferred contract suppliers regardless of the aggregate cost of the purchase order. Preferred suppliers are identified as the "least total cost source" for Penn purchase requirements in a particular commodity category and, as the preferred contract supplier for those products or services. Most of the University’s preferred contract suppliers have their products and services available online in the Penn Marketplace. However just in time management is the id of the production processes based on just in time inventory system which allows faster response to customer demands without large finished goods or goods-in-process inventories. A Stock control system is an inventory control system in which stock items are tracked using bin tickets and physical inventory inspection. But stock control system is a database application. Process of maintaining inventory data on the quantity, location, and condition of supplies and equipment due-in, on-hand, and due-out, to determine quantities of material and equipment available and/or required for issue and to facilitate distribution and management of materiel.

2.2 Evaluate the impact of resource wastage:

In the impact of resource wastage reduced profit is the excess of marginal revenue over marginal cost. In the best-case scenario, marginal profit is equal to zero. If at an output level the marginal revenue is less than the marginal cost, there will be marginal loss and total profit will be reduced. In here Economic consequences of not being able to meet an internal or external demand from the current inventory; such costs consist of internal costs (delays, labour time wastage, lost production, etc.) and external costs (loss of profit from lost sales, and loss of future profit due to loss of goodwill), this delays production. But procurement means complete process of obtaining goods and services from preparation and processing of a requisition through to receipt and approval of the invoice for payment. Also called sourcing, it commonly involves: purchase planning, standards determination, specifications development, supplier research and selection, value analysis, financing, price negotiation, making the purchase, supply contract administration, inventory control and stores, and disposals and other related functions.

2.3 Assess the costs of high profile technological failures:

NHS Connecting for Health is part of the UK Department of Health and was formed on 1 April 2004, replacing the former NHS Information Authority. It has the responsibility of delivering the NHS National Programme for IT (NP fit), an initiative by the Department in England to move the National Health Service (NHS) in England towards a single, centrally-mandated electronic care record for patients and to connect 30,000 General practitioners to 300 hospitals, providing secure and audited access to these records by authorised health professionals. The problems started at Dereham Hospital in Norfolk from last Thursday and lasted through to Monday. There was a second breakdown of the system on Wednesday this week. Initially, the problems were blamed on System One, one of the systems in the National Programme for IT system that is being deployed through Trusts in the North, Midland and East. System One has been rolled out to Dereham Hospital in the last few weeks. But NHS Norfolk said the fault was due to a network failure from supplier BT. While the System One computer system was affected, it was not the cause. A spokesperson from NHS Norfolk said: "The issue was caused by a BT network failure on Thursday 20 November, which both BT engineers and NHS engineers worked together to correct. The computer systems were functional again on Monday 24 November."But the spokesperson said the hospital may not have been the only building affected by the fault. "During the period when computer systems were unavailable, a back-up paper system contingency plan was used to keep patient disruption to a minimum. "Every attempt was made to ensure that the patients were not inconvenienced by the delay in processing their details and patient safety was maintained."The outpatient services were worst hit, with wards less dependent on computers. The community hospital has 24 rehabilitation beds and provides outpatient physiotherapy to a wide area of mid and north Norfolk.

Fire Control was a project, initiated in the UK in March 2004, to reduce the number of control rooms used to handle emergency calls for fire services and authorities. Presently there are 46 control rooms in England that handle calls from the local public for emergency assistance via the 999 system. A new radio network Fire Link is being developed and built that will be compatible with Fire Control. The original plan was for 46 current control rooms to be combined into nine regional control centres (RCC), but this plan was thrown into doubt in May 2010 when the government announced that fire services would not be forced to reorganise. The plan was formally scrapped in December 2010. 'Extraordinary failure ‘Fire control aimed to abolish 46 local fire and rescue control rooms around the country and replace them with nine state-of-the-art centres linked by a new IT system. The regional control centres would have covered regions defined as East, East Midlands, London, North East, North West, South East, South West, West Midlands and Yorkshire and Humberside. It was hoped the project would provide a better co-ordinated response to emergencies, such as terrorist attacks, floods and rail crashes. However, the MPs' report said the IT system "was simply never delivered" and that the Department for Communities and Local Government had "fatally undermined" the project by not working properly with local fire services. "The department excluded them from decisions about the design of the regional control centres and the proposed IT solution," it added. The cross-party committee - which heard evidence in July - also said the project had been "rushed" and got Treasury funding without proper scrutiny of feasibility and costs. Those involved with Fire control also showed "an extraordinary failure of leadership", said the committee. No-one had been made accountable, said the MPs, and senior staff "have carried on as if nothing had gone wrong" while continuing to work on other government projects. Out of the nine buildings constructed, only the London centre has so far been transferred to the local fire and rescue service. However, negotiations are ongoing for another four to become occupied. The empty buildings cost the taxpayer £4m every month to maintain, the committee heard.

MOD procurement system is the Future Rapid Effect System (FRES) is the British MOD  programme to deliver a fleet of more than 4,000 vehicles for the British Army. The vehicles are to be rapidly deployable, network-enabled, capable of operating across the spectrum of operations, and protected against current threats.In a defence briefing on June 14, 2007, Lord Drayson made it clear that FRES UV would not be the standard off the shelf version of any of these vehicles: "They are designs which are currently in development to provide new models within existing families of vehicles. I am sure you agree that it would make no sense to invent a new vehicle from scratch. The designs we will look at in the trials this summer take proven vehicles, and evolve them to the next level to have the capacity, mobility, ability to upgrade through life, and, above all, the level of protection the Army need. In FRES UV it was envisaged that a further role, that of the "vehicle integrator", would be required to ensure that the vehicles are customised to meet British Army requirements and be supported and upgraded through life. A number of companies positioned for this role, including BAE Systems and General Dynamics, but when the programme was restructured this was no longer envisaged as a separate role.

2.4 Asses the business case for the use of ethical and sustainable resources:

Business case is a type of decision-making tool used to determine the effects a particular decision will have on profitability. A business case should show how the decision will alter cash flows over a period of time, and how costs and revenue will change. Specific attention is paid to internal rate of return (IRR), cash flow and payback period. Analyzing the financial outcomes stemming from choosing a different  vendor to sell a  company's  product is an example of a business case and business image is a mental picture that springs up at the mention of a firm's name. It is a composite psychological impression that continually changes with the firm's circumstances, media coverage, performance, pronouncements, etc. Similar to a firm's reputation or  goodwill, it is the public perception of the firm rather than a reflection of its actual state or position. Unlike corporate, it is fluid and can change  overnight  from positive  to negative to neutral. Large firms use various  corporate advertising techniques to enhance their image in order to improve their desirability as a supplier, employer, customer, borrower, etc. The image of Apple computer, for example, as a successful business has dimmed and brightened several times in the last 30 years. But its identity (conveyed by its name and multicoloured bitten-off-apple logo) as an  innovative  and path breaking firm has survived almost intact during the same period. Besides this marketing advantage is a competitive edge gained through superior products, lower prices,  extensive distribution, and effective promotion.

identifies needs and wants of consumers

determines demand for product

aids in design of products that fulfil consumers needs

outlines measures for generating the cash for daily operation, to repay debts and to turn a profit

identifies competitors and analyzes your product's or firm's competitive advantage

identifies new product areas

identifies new and/or potential customers

allows for test to see if strategies are giving the desired results

On the other side business ethics means ‘taking the right course’. Acting ethically takes into account all the factors of doing business. These include production, business processes, and the company’s behaviour with its customers and the communities in which it operates. It is about doing the right thing in everything the company does. Tata Steel has five core values which define the ethics of the company: integrity, understanding, excellence, unity and responsibility. These values are evident in everything that it does and drive the ethical behaviour of the company. For Tata Steel, taking responsibility for tackling the challenges of sustainability follows naturally from this ethical stance. The Tata Steel definition of sustainability is ‘an enduring and balanced approach to economic activity, environmental responsibility and societal benefit’. Sustainability is about meeting the challenges of ensuring that future generations can enjoy the same kind of lifestyles people enjoy today. This naturally involves taking a long-term perspective on balancing economic, environmental and social impacts of business..

3 Understand how to maximise the effectiveness of human resources:

3.1 Using motivational theories analyse what people:

Herzberg motivation theory proposes the Hygiene Theory, also known as the Two Factor Theory of job satisfaction. According to his theory people are influenced by high dissatisfaction and high satisfaction. From this research, Herzberg suggested a two-step approach to understanding employee motivation and satisfaction:

Herzberg two factory theory

Hygiene factors are based on the need to for a business to avoid unpleasantness at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. Hygiene factors include: Company policy and administration, Wages, salaries and other financial remuneration, Quality of supervision, Quality of inter-personal relations, Working conditions, Feelings of job security. On the other hand motivator factors are based on an individual's need for personal growth. When they exist, motivator factors actively create job satisfaction. If they are effective, then they can motivate an individual to achieve above-average performance and effort. Motivator factors include: Status, Opportunity for advancement, Gaining recognition, Responsibility, Challenging / stimulating work, Sense of personal achievement & personal growth in a job.

McGregor: Theory X and Theory Y are theories of human motivation developed by Douglas McGregor in the 1960s that have been used in human resource management, organizational behaviour, and organizational development. They describe two very different attitudes toward workforce motivation. McGregor felt that companies followed either one or the other approach. Theory X states that the average person dislikes work and will avoid it unless directly supervised. Employees must be coerced, controlled and directed to ensure that organisational objectives are met. The threat of punishment must exist within an organisation. In fact people prefer to be managed in this way so that they avoid responsibility. Theory X assumes that people are relatively unambitious and their prime driving force is the desire for security. On the other hand theory Y effectively takes the opposite view. It assumes that Employees are ambitious, keen to accept greater responsibility and exercise both self-control and direction. Employees will, in the right conditions, work toward organisational objectives and that commitment will in itself be a reward for so doing. Employees will exercise their imagination and creativity in their jobs if given the chance and this will give an opportunity for greater productivity. Theory Y assumes that the average human being will, under the right conditions, not only accept responsibility but also seek more. Lack of ambition and the qualities of Theory X are not inherent human characteristics but learned in working environments that suffocate or do not promote Theory Y behaviours.

Today the theories are seldom used. They are thought to express extreme positions that are not realistic. Most employees fall somewhere in between these extremes and the theories are of little help in everyday human resource management decisions. However Theory X and

Theory Y is still important terms in the field of management and motivation. Recent studies have questioned the rigidity of the model, but McGregor's X-Y Theory remains a guiding principle of positive approaches to management, to organizational development, and to improving organizational culture.

Maslow: The basis of Maslow's motivation theory is that human beings are motivated by unsatisfied needs, and that certain lower factors need to be satisfied before higher needs can be satisfied. According to Maslow, there are general types of needs that must be satisfied before a person can act unselfishly. He called these needs "deficiency needs." As long as we are motivated to satisfy these cravings, we are moving towards growth, toward self-actualization. Satisfying needs is healthy, while preventing gratification makes us sick or act evilly. Self-actualization is the summit of Maslow's motivation theory. It is about the quest of reaching one's full potential as a person. Unlike lower level needs, this need is never fully satisfied; as one grows psychologically there are always new opportunities to continue to grow. Self-actualized people tend to have motivators such as:

Truth

Justice

Wisdom

Meaning

Self-actualized persons have frequent occurrences of peak experiences, which are energized moments of profound happiness and harmony.

After a person feels that they "belong", the urge to attain a degree of importance emerges. Esteem needs can be categorized as external motivators and internal motivators. Internally motivating esteem needs are those such as self-esteem, accomplishment, and self respect.  External esteem needs are those such as reputation and recognition. Some examples of esteem needs are:

Recognition (external) 

Attention (external) 

Social Status (external) 

Accomplishment (internal) 

Self-respect (internal)

Maslow later improved his model to add a layer in between self-actualization and esteem needs: the need for aesthetics and knowledge. Once a person has met the lower level physiological and safety needs, higher level motivators awaken. The first level of higher level needs is social needs. Social needs are those related to interaction with others and may include:

Friendship

Belonging to a group

Giving and receiving love

Safety Needs: Once physiological needs are met, one's attention turns to safety and security in order to be free from the threat of physical and emotional harm. Such needs might be fulfilled by:

Live in a safe area

Medical insurance

Job security

Financial reserves

Physiological needs: Physiological needs are those required to sustain life, such as:

Air

Water

Food

Sleep

According to this theory, if these fundamental needs are not satisfied, then one will surely be motivated to satisfy them. Higher needs such as social needs and esteem are not recognized until one satisfies the needs basic to existence.

Expectancy theory: The expectancy theory was proposed by Victor Vroom of Yale School of Management in 1964. Vroom stresses and focuses on outcomes, and not on needs unlike Maslow and Herzberg. The theory states that the intensity of a tendency to perform in a particular manner is dependent on the intensity of an expectation that the performance will be followed by a definite outcome and on the appeal of the outcome to the individual. Three components of Expectancy theory: Expectancy, Instrumentality, and Valence. The Expectancy theory states that employee’s motivation is an outcome of how much an individual wants a reward (Valence), the assessment that the likelihood that the effort will lead to expected performance (Expectancy) and the belief that the performance will lead to reward (Instrumentality).

Advantages of the Expectancy Theory:

It is based on self-interest individual who want to achieve maximum satisfaction and who wants to minimize dissatisfaction. This theory stresses upon the expectations and perception; what is real and actual is immaterial. It emphasizes on rewards or pay-offs.

It focuses on psychological extravagance where final objective of individual is to attain maximum pleasure and least pain.

Limitations of the Expectancy Theory: The expectancy theory seems to be idealistic because quite a few individuals perceive high degree correlation between performance and rewards. The application of this theory is limited as reward is not directly correlated with performance in many organizations. It is related to other parameters also such as position, effort, responsibility, education, etc.

3.2 Assess the needs for human resource planning in the workplace:

Human resource planning is the ongoing process of systematic planning to achieve optimum use of an organization's most valuable asset - its human resources. The objective of human resource (HR) planning is to ensure the best fit between employees and jobs, while avoiding manpower shortages or surpluses. The three key elements of the HR planning process are forecasting labour demand, analyzing present labour supply, and balancing projected labour demand and supply. By using HRP we make plans that how we avoid mistakes. A human resource plan provides the trigger for a personnel management action programme aimed at reconciling difference between supply and demand. It’s provides frame work in which action can be taken to help overcome staffing difficulties facing the organisations.HR Planning involves gathering of information, making objectives, and making decisions to enable the organization achieve its objectives. Surprisingly, this aspect of HR is one of the most neglected in the HR field. When HR Planning is applied properly in the field of HR Management, it would assist to address the following questions: How many staff does the Organization have? What type of employees as far as skills and abilities does the Company have? How should the Organization best utilize the available resources? How can the Company keep its employees? The most important reason why HR Planning should be managed and implemented is the costs involved. Because costs forms an important part of the Organizations budget, workforce planning enable the Organization to provide HR provision costs. When there is staff shortage, the organization should not just appoint discriminately, because of the costs implications of the other options, such as training and transferring of staff, have to be considered. Forecasting is HR Planning requires that we gather data on the Organizational goals objectives. One should understand where the Organization wants to go and how it wants to get to that point. The needs of the employees are derived from the corporate objectives of the Organization, They stern from shorter and medium term objectives and their conversion into action budgets. At micro level is HRP which takes place at both the macro and micro levels. At the macro level, HRP focuses on aligning human resources administration with the organization's mission and overall strategic plan. Often called HR strategic planning or organizational design and development, macro HRP examines employee management policies and procedures and their effect on human resources management. Objectives may affect employee recruitment, performance evaluation, compensation and benefits, employment law compliance, labor relations and work place safety. Macro-level HRP drives micro-level HRP, which develops and implements the tactics needed to help the organization achieve its strategic objectives. Micro HRP tactics ensure that the business has the appropriate number of employees with the appropriate mix of knowledge, skills and abilities in the proper areas or departments.After knowing what human resources are required in the Organization, the next step is to take stock of the current employees in the Organization. The HR inventory should not only relate to data concerning numbers, ages, and locations, but also an analysis of individuals and skills. Skills inventory provides valid information on professional and technical skills and other qualifications provided in the firm. It reveals what skills are immediately available when compared to the forecasted HR requirements. Staff turnover is the ratio of the number  of  employees that leave a company  through  attrition, dismissal, or resignation during a  period to the number of employees on  payroll during the same period. In human resources context, turnover or staff turnover or labour turnover is the rate at which an  employer gains and losses employees. Simple ways to describe it are "how long employees tend to stay" or "the rate of traffic through the revolving door". Turnover is measured for individual companies and for their industry as a whole. If an employer is said to have a high turnover relative to its competitors, it means that employees of that company have a shorter average tenure than those of other companies in the same industry. High turnover may be harmful to a company's productivity if skilled workers are often leaving and the worker population contains a high percentage of novice workers. We do not live in a static World and our HR resources can transform dramatically. HR inventory calls for collection of data; the HR audit requires systematic examination and analysis of this data. The Audit looks at what had occurred in the past and at present in terms of labor turn over, age and sex groupings, training costs and absence. Based on this information, one can then be able to predict what will happen to HR in the future in the Organization. Here we look at career Planning and HR plans. People are the greatest asserts in any Organization. The Organization is at liberty to develop its staff at full pace in the way ideally suited to their individual capacities. The main reason is that the Organization’s objectives should be aligned as near as possible, or matched, in order to give optimum scope for the developing potential of its employees. Therefore, career planning may also be referred to as HR Planning or succession planning.Great employee performance is a key to your business's success. Employees are the first line of many businesses' offense and their performance makes a direct impression on your customers. Customers are the primary source of your business's income and normally factor their overall experience at your establishment into whether they may return or become a regular customer. This is why monitoring your employee's performance is invaluable.Plan employee's job tasks in advance. This gives the employee both direction and an overall idea of the performance standards you expect her to meet.

3.3Evaluate the methods used to monitor and improve employee performance:

Key performance indicators (KPIS) help organizations achieve organizational goals through the definition and measurement of progress. The key indicators are agreed upon by an organization and are indicators which can be measured that will reflect success factors. The KPIs selected must reflect the organization's goals, they must be key to its success, and they must be measurable. Key performance indicators usually are long-term considerations for an organization. And appraisals is the process by which a manager  or consultant  examines and  evaluates  an  employee's work behaviour by comparing it with preset standards, documents the results of the comparison, and uses the results to provide feedback to the employee to show where improvements are needed and why. Performance appraisals are to determine  who needs what training, and who will be promoted, demoted, retained, or fired. Besides this customer feedback is information coming directly from customers about the satisfaction or dissatisfaction they feel with a product or a service. Customer comments and  complaints  given to a company are an important resource for improving and addressing the needs and wants of the customer. The information is procured through written or oral surveys, online forms, emails, letters, or phone calls from the customer to the company. On the other hand training is administer monthly or annual trainings to your employee that focus on improving positive work flow, time management, and introducing new skills and responsibilities. This keeps your employee(s) versatile and able to adapt to new working conditions quicker. However target means identify your best employee and use her as a model for current and future employees. Identifying your best employee validates your expectations for employee performance and serves as proof that your expectations are realistic and reasonable.

3.4 Assess the effectiveness of reward systems in different contexts:

Reward system: Rewarding your employee makes her feel appreciated and gives her a sense of value. Rewarding your employee also gives her motivation to keep up her level of performance. Reward systems are procedures, rules, and standards associated  with  allocation of benefits and compensation to employees. Employees don’t work for free. Most businesses are not volunteer services, so you have to compensate them in some way for their time and effort. Many managers believe that people only work for money. However, you must remember that there are two basic types of reward. There are extrinsic rewards, which cover the basic needs of income to survive (to pay bills), a feeling of stability and consistency (the job is secure), and recognition (my workplace values my skills). In Maslow’s Hierarchy of Needs, these are at the lower end. We could also call these the financial rewards. On the other hand, there are intrinsic rewards, the most important of which is probably job satisfaction, a feeling of completing challenges competently, enjoyment, and even perhaps the social interactions which arise from the workplace. These are at the upper, self-efficacy end of the need hierarchy. We could also call these psychological rewards. Besides this direct pay is what an employee receives in their bank account: base wage/salary, overtime, commission, merit pay, paid leave, bonuses, company profit-sharing. Indirect pay, often called "benefits", refers to that part of the total reward package in addition to direct pay, such as: health & life insurance cover, retirement & pension plans, company car, health care, health club memberships, mobile phone, subsidised meals, subsidised entertainment (movies, opera, museums, etc). Common wisdom suggests that benefits attract, retain, and motivate employees, but there is little research to support this.

4 Be able to review the effective use of resources:

4.1 Physical resources performance measures:

Performance measurement is a tool to help managers control the outcomes of their organizations. It enables them to be the driver rather than a passenger on their organizational journey. Performance measures should flow directly out of an agency’s mission and objectives. Performance measures should provide a balanced picture of an agency’s business and utilize input, output, outcome and productivity or efficiency measures in an appropriate manner. An effective performance measurement system will have a few, well-defined measures tied to a handful of clear goals to be achieved within specific timeframes.

Performance measurement systems should be periodically evaluated in an iterative process. Performance measurement reporting and communication should be clear and easy to understand. Comparative performance measurement, also known as benchmarking, has been recognized as important among state DOTs. Customer satisfaction, environmental quality and sustainability are increasingly important outcome measures. Performance targets should be set in relation to achieving the agency’s strategic goals, considering policy guidance and public input, funding availability, benefits, costs, risks and tradeoffs. Scenario analysis is a useful analytic tool when setting targets. A growing number of agencies are using formal performance frameworks to select performance measures. Performance frameworks are structured processes that provide guidance for selecting performance measures, e.g., the Balanced Scorecard Framework.

4.2 Data on employee performance

Information coming directly from customers about the satisfaction or dissatisfaction they feel with a product or a service. Customer comments and complaints  given to a company are an important resource for improving and addressing the needs and wants of the customer. The information is procured through written or oral surveys, online forms, emails, letters, or phone calls from the customer to the company. Statistics means the measurement of a unit in the production process. That means how much product we sell. That means sell figure. Besides repeat sales is purchase of a product by a consumer to replace a prior purchase that has been consumed; also called replacement sale. 

4.3 Report:

Human resources: Human resource (HR) is the division of a company that is focused on activities relating to employees. These activities normally include recruiting and hiring of new employees, orientation  and training  of current  employees, employee benefits, and retention. The structure of HR has been subject to a number of changes in recent years. Although traditionally HR structure often follows the broader structure of the organisation, the forces of centralisation and decentralisation have been exerting a significant influence on how HR has been organised. There has been a move to outsource functions and to use shared services, primarily as a way of cutting costs. Nevertheless, there is little evidence that either outsourcing or using shared services provide sustained benefits. Indeed, a number of criticisms have emerged, centring on issues such as segmentation of the HR service into many operating parts. This creates many interfaces between service units and risks issues falling between the cracks or communication not being as good as it could be. Further, this model may also be less tailored or flexible than customers may wish. The so-called ‘three-legged stool’ model of HR; these are:

1. An HR ‘functional’ organisation model, in which specialists provide both theory and practice aligned to a single business.

2. An HR ‘shared services’ organisation model, providing both transaction and

Transformational work aligned to a diversified business.

3. The ‘embedded HR’ model, that is, a model in which HR personnel act as generalists, business partners and account managers aligned to a business unit of a holding company as dedicated HR.

Role of HR: There has been much debate about the different roles that HR practitioners can play. Much of this has been carried out within the framework of Ulrich’s model of HR roles: devised in 1997 and revised twice then. His 1997 model advocated four HR roles: strategic partner; administrative expert; employee champion; and change agent. In 2005, Ulrich proposed a new, framework based on synthesis of HR roles, which are as follows:

Employee advocate (ensuring employer-employee relationships are of reciprocal value)

Functional expert (designing and delivering HR practices)

Human capital developer (building future workforce)

Strategic partner (helpline managers reach their goals)

HR leader(credible to own function and others)

There has been much debate about the various models proposed by Ulrich. According to Ashton and Lambert (2005), while Ulrich’s original four roles have been influential, whether and how they are put into practice varies the change agent and strategic partner have proved attractive, the employee champion much less so. Often these roles have been used as labels without much understanding of what they stand for. They have argued that Ulrich’s model should arguably never have been taken as a blueprint for the HR functional structure. In fact

Ulrich never intended that they should be. He was not describing a set of roles to mean jobs but a set of activities that could be performed by a number of people.

Physical resources: physical resources are the resources that are made by man through his abilities and skill. The buildings, technology, and many more products that are made by man is an example of physical resources. This resource helps men daily activities become easy. At first we need to focus on the main resources e.g. transport, fixtures and fittings, resale stock, raw materials and components, furniture’s and office requirements etc. Obviously the combination of the various groups will depend on the nature and complexity of the business. A manufacturing business will probably need most of these, except for resale stock, whilst a retailer or Wholesaler will need to buy stock, but will have no use for raw materials or components, whereas a mobile will probably only need some basic transport and equipment. The second stage is to brainstorm and list all of the physical resources which could conceivably be required, and to sift through them eliminating those which might be nice to have at some point in the future, but which would not be essential for the first year of trading. Sorry, but the bright red Ferrari really must wait if what you really need is a delivery van! The remainder can be sorted under three headings: Already available, essential to purchase for start-up, and buy during first year. The third stage is to go through the list and to allocate realistic prices or costs to each item. These will be used to feed into the budgetary plan and cash flow forecasts.

The planned acquisitions can be phased over the first year according either to how soon they are needed, or when sufficient profit is generated to pay for them. Minor items will probably be paid for at the time of purchase, but for major items of capital expenditure like machinery or vehicles, decisions must be made about how these will be financed. The need to obtain and repay loans to buy equipment, or the payment of hire-purchase deposits and the subsequent phasing of payments for plant or vehicles, must also be accurately reflected in the budgetary plan and cash flow forecast.

4.4 Recommendations:

Human Resources: Human Resources organization Effectiveness as a term is nothing if the employees in the organization are not effective. As an HR Manager, it is your responsibility to nurture a work environment that develops "Effective Professionals". That is the HR Person’s test of Effectiveness in the role. The best of initiatives fail to make the right impact because people invest a lot in designing them but very less to execute it with the focus of making it really effective! If an "Employee Communication Deck", however well designed, is not read and understood by the employee, what is the point in doing that communication? The effectiveness of an employee communication can only be achieved if the employees get the message that is to be imparted. As an HR Manager, you are required to wear several hats at the same time in the work place. You would agree that you play different roles in a day’s work. You are the conscience keeper for the organization, you are required to manager change in the work environment, you pilot HR initiatives, you are the Communication Champion for your company and the list is really endless. It is a challenging task to be effective in each of these roles that you play. Isn’t it? And the only way to make all these roles worthwhile is to achieve the desired outcomes of these roles. There lies the efficacy of the incumbent. The free Tips for HR managers in the areas of:

  HR Partnering

  Learning and Development

  HR Role in Performance Management

  Employee Communication

  Rewards And Recognition

Overall HR Manager Effectiveness

For any work relationship to be nurtured, it is imperative to build trust with people at work. As the HR Partner, you need to first build trust with your stake holders and customers. This can happen if you continuously work towards creating positive "moments of truth" through your actions and delivery. Remember, HR partner role is all about timely, consistently and accurately responding and delivering to customers’ needs. Here, your customers range from your business heads, department heads, employees, your colleagues and your boss. Pre-empt the HR requirement for the business that you support as the HR partner. Being proactive about understanding the nature of support your business heads would need from HR context, you start on a winning note. It creates room for you plan your work and make it more effective as you understand the "why" part of your job better and deliver accordingly. The market place is competitive and your business is not devoid of competition. As the HR partner, you can add value to the business by sharing "competition data" with you business heads. Keeping yourself abreast about what is happening in the industry (Industry trend, people changes, key movements in the industry) and what the competition companies are doing to race ahead (Business plans, people agenda, manpower acquisition plan) will help you earn that edge over your HR counterparts. When you share such ‘competition insights" with your business heads, it paves way for you and your respective business head (s) to arrive at the "people agenda" for the respective business. The only way to create a presence of HR in the business you support is by understanding the team. The kind of skill sets, level of competence of team members and the dynamics in the team are critically important for you to be aware of.  This analysis of the team will help you to engage with your business heads and ground the "team effectiveness’ agenda. Ultimately, your job is to help the business function better and who else but the employees who make that happen. This is a huge opportunity to create an impact as an HR Partner. Focus on Increasing Employee performance thereby improving overall employee productivity. Your focus area should be to help employees improve their performance at work, in their jobs and in their assignments. Understanding the business requirements will enable you to lead employees to work efficiently towards their KRAs. You can then assess the employee productivity; this directly impacts the bottom line of the business. This will also ensure you keep a check on the "manpower requirement’ of the business and manage "wage cost" for the business.

Physical resources: physical resources are the resources that are made by man through his abilities and skill. The buildings, technology, and many more products that are made by man is an example of physical resources. This resource helps man's daily activities become easy. When looking at the physical resources of the company, we look at the Procedures that it undertakes to carry out its activities. Improvements can be made to make sure that these resources are maintained, refurbished and secured. All businesses need premises where they can operate from. These buildings can have a strong affect on the people that either work there, or the customers of the company. Having building located in strong economic areas is also very important for the business, so That many people will be attracted to it, as well as see it as an important building in the area. Importance of how Footlocker layout their stores all over the country no doubts shows in its success. The building has many rows of shoes, cloths and other sports accessories to attract the attention of the customers. Once they have chosen the items that they wish to purchase, they can then take the item/s to the till where they can purchase the items. In businesses like Footlocker, they would need to be aesthetically pleasing to the customers, being attracted to the building will naturally result in them proceeding into the building. Improvements should be made in the materials and waste in Footlocker Undoubtedly this would both save the economy as well as money for the business. The materials that Footlocker would have in their shops would be clothing items, shoes, paper, boxes, tills and many other items not only in the shop floor area, but everywhere else throughout the shop. Footlocker has many stores, warehouses and factories. These building will all need to cope with different activities that will need to be completed. The plant will be the place where the machinery for these places will be placed. Although some companies take their machinery on lease, Footlocker sees best to buy the machinery as they can be used in the long run. The correct equipment is essential for a business such as Footlocker to operate smoothly. If the necessary equipment is not given then this can result in the incompletion of the task which was required, this can have more impact on the company then some may think. IT is one of the most important, many business fail without it. Footlocker has a very good IT system, which consist of both hardware and software, which carry out their main jobs of looking after the amount of stock in the stores, the days cash intake, and many other important functions that the company needs. Hardware is the physical items, computers, monitors, things that are visible to people. Software would be the systems that the computer runs on, Microsoft and other applications. Making sure that all of the buildings in the Footlocker Empire are maintained and updated if necessary is one thing that the company could not

survive without. All of the 24 hour factories will always have their premises checked. If the correct maintenance does not take place then the machinery or the buildings can break down, leading to much more hefty cost with replacing them. Cleaning of the buildings is important in keeping it safe to work in and healthy for the people who work there. Refurbishment of the company consists when they company seems they want to change the appearance of their stores whether it be to the customers in the stores, or for the workers in the other associated buildings. Keeping the buildings fresh will encourage people to enjoy their workplace and result in people working harder. Refurbishment can also have an impact on the environment as well as people, as old resources can be replaces with eco-friendly or energy saving ones.

To ensure that the workers and the customers of Footlocker are safe at all times Emergency Provisions will be there in case of an emergency. Evacuation training must be given to all of the employees, so that they know exactly what to do in case of a fire or any other incidence. Other equipment to avoid harm will be placed in the store, such as, fire alarms, smoke detectors, fire escapes and fire extinguishers. To ensure that these are working at all times, regular checks will need to be made. Insurance is a must with all building, whether there leased or owned by the company. This is to cover any damages. Protecting the assets of the company is very important because if any of these were vandalized, they can claim the

Damage costs back. The building must be made secured at all times, when the employees finish their shift at night; they must lock the premises up so that no intruder can enter. Although this is not always the case, people still somehow find a way in, this is why security guards are hired. The company can also get advice from big security companies about how they can keep their business locked and secure.

Conclusion:

We can learn a lot of about resources by reading Resources Management. There are many business sectors in the world, it helps us how to operate business, how to continue the business, what is its aim and about responsibilities along with strategies of an organisation. It also helps us to learn about human and physical resources. For example: The importance of the effective use of physical resources, How to maximise the effectiveness of human resources and Be able to review the effective use of resources.

From our point of view the most important aspect of business is resources management. Failure and success of a business fully depend on it. Resource management is a power by a company on the basis of resources, market demand and variability, competitive advantage, uncertain business environment and its stakeholder expectation. It is easier or it is not all time possible for a company to start any business by fulfilling all kinds of resources at a time. If we analyse all successful company, they started their business with many lacking, but they have to improve resources considering their lacking and they have overcome their lacking step by step. Resource Management is always unstable and uncertain in some factors. It's actually a big challenge for a company and it is the main focused point of a business. So many successful companies focused on one's expectation and minimize other's expectation for their longevity and sustainability. At the end resource management always find the way and the scope of business.

To grow your business you have look into ways on increasing the amount of sales, both to existing customers and new customers, improving your products and services by researching and testing changes with your customers. Furthermore, developing new products and services, and selling them to new or existing markets, also taking on staff or training your current staff includes working with apprentices and mentors. Lastly you can look for additional sources of funding, such as binging in new investors. Without resources we can’t do business and without management we can’t continue our business. So resource management is important for business. We need to know about it. It helps us to continue business and to make profit into business we also need to know the proper use of resources and how to improve it.