The Effects Of Slight Obesity On Diabetes - 919 Words

The results from the examination reveal slight obesity, hypertension, diabetes mellitus, arthritis, liver disease, kidney disease, and cholesterol. The problem of slight obesity can be managed with a weight loss program. Marianna has a BMI of 32 based on weight of 90kg with a height of 5†6. To this end, It is necessary to use a nutritionist, support programs, and set weight goals. She needs to have a follow up program to monitor her health care status with the weight loss. For her blood pressure (BP), it needs to be professionally monitored by coming into the office. This would occur every 4 months as a follow up to the weight loss programs. The urine analysis (UA) has protein which indicates diabetes mellitus, along with her blood glucose (BG) of 275mg/dl. Marianna would be subjected to further assessment for the diabetes mellitus by ordering the HgA1C test. The plan would need to address the need for attending classes in nutrition. For medication management, Metformin 500 mg orally twice a day would be the drug of choice. According to NICE (2009), the blood glucose (BG) should be checked 2 to 6 months with the latter being the goal to indicate effective treatment. For this reason, Marianna’s BG will be monitored per the protocol to detect control. The patient will need to come to the office and be recheck using the HgA1C test which may indicate considering using sulfonylurea if BF is not decreased with Metformin. Fallon (2015) stressed the importance of the methodShow MoreRelatedDiabetes And Its Effects On Diabetes1603 Words   |  7 Pages Diabetes is caused when a person’s blood sugar level becomes too high. This is often described as a lifelong condition. There are two types of Diabetes within the UK; Type 1 Diabetes, where the body’s immune system attacks and destroys the cells that the body uses to produce insulin. This can develop over weeks or even days. Type 2 Diabetes occurs when the body doesn’t produce enough insulin or the body’s cells do not react to insulin. Type 2 diabetes is far more common than type 1. Many peopleRead MoreObesity : The Prevalence Of Obesity1154 Words   |  5 Pagesprevalence of obesity in the UK and worldwide is increasing. More than half of UK men and women aged ≠¥ 18 years old are considered overweight [i.e., a body mass index (BMI; in kg/m2) ≠¥ 25], and nearly one-fourth are clinically obese (BMI ≠¥ 30). Most of the cases of obesity within the UK are termed moderate. 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Globalization can be defined as â€Å"the interaction and integration among people, companies, and governments of differentRead MoreDiabetes Is The Most Common Form Of Diabetes1716 Words   |  7 PagesDiabetes in the United States Introduction Type 2 diabetes is the most common form of diabetes which affects 90% to 95% of the population. In the United States, approximately 1.7 million new cases of diabetes were identified in 2012 and the disease affects 29 million Americans, or 9.3 percent of the population (Statistics About Diabetes, 2014). In 2012, the total financial burden of diabetes was estimated to be $245 billion which included $176 billion in direct medical costs and $69 billion inRead MoreDiabetes Is The Most Common Form Of Diabetes1723 Words   |  7 PagesAugust, 28th, 2014 Diabetes in the United States Introduction Type 2 diabetes is the most common form of diabetes which affects 90% to 95% of the population. In the United States, approximately 1.7 million new cases of diabetes were identified in 2012 and the disease affects 29 million Americans or 9.3 percent of the population (Statistics About Diabetes, 2014). In 2012, the total financial burden of diabetes was estimated to be $245 billion which included $176 billion in direct medical costsRead MoreHealth Risks Of The United States Essay1102 Words   |  5 Pagesorigins, and whose eradication has been one of the most difficult our nation faces. Obesity in the United States has increased with alarming rates over the last few decades, which has impacted our nation on several levels, including the financial burden from the continuing rise in healthcare costs and the diminishing quality of life – as well as the diminishing quantity of life – that many Americans face as obesity is comorbidly linked to a number of debilitating hea lth conditions. According toRead MoreThe Obesity And Nutritional Choices1251 Words   |  6 PagesObesity effects most of this country and most of this world, but how is it physiologically changing people as a whole? During this experiment, students sought to answer questions based on how obesity and nutritional choices may affect physiological features in rats. Students hypothesized that rats would experience a higher weight and an overall increase in fat storage in rats that were consuming the high fat diet. Students also hypothesized that exposure to glycogen and insulin would increase theRead MoreInternational Conference On Harmonization Guidelines1612 Words   |  7 Pagesis needed to shipping from US under the Health Canada Regulations (Part C, Division 5). 1.1 Background Diabetes mellitus is a common diseases in the world and Canada is diabetes mellitus. Diabetes Mellitus has been starting to grow all over the world. It is anticipated that the incidence of this disease will be increased dramatically in the next decade. The main reasons of this event are obesity, increasing the population mean age and reducing physical activities especially in industrialized countries

Financial Statement Analysis Of Kelloggs Company Finance Essay - Free Essay Example

Sample details Pages: 5 Words: 1451 Downloads: 8 Date added: 2017/06/26 Category Finance Essay Type Analytical essay Did you like this example? JC Penney is one that we all are aware of when going to the mall. This company provides many different clothes from many retailers such as Levy, Gloria Vanderbilt, and other . Its competitors such as Kmart and Retailer will be use to producing the financial performance of explaining the income and balance sheet of two or three years of the horizontal analysis. Also it will provide the different types of ratio and liquidity of the companies within the same industry of its competitors and recommendation of the strengths and risk to investing within the company. In assessing the company financial performance of the company, investors are interested in the sustainable earning and comparison from period to period of the company. In showing the amount of cash with the current year of JC Penney from its prior year of an increase verse decrease, JC Penney cash ended year amount with its total assets shows the proportion of it total assets in the form of cash. In comparison with the other companies, JC Penney total sales for the year with its competitors of Kmart and Retailers total sales with industry average provides information about its relative position within it industry financial ratings . Don’t waste time! Our writers will create an original "Financial Statement Analysis Of Kelloggs Company Finance Essay" essay for you Create order There are three basic tools that are used in financial statement analysis, but only two will be explain into the financial statement data such as Horizontal analysis and Ratio analysis. Horizontal analysis is a technique for evaluating a financial statement data over a period of time. Its purpose is to determine the increase or decrease that take place in the amount or percentage. (Walther, 2012) The horizontal analysis is illustrated of its most recent net sales are given of JC Penny Company: 2007 2006 2005 $18,781 $18,096 $17,513 Let assume that 2005 is the base year; it measure all percentage increases or decreases from this base-period amount. Base Period = Current Year Amount Base Year Amount Base Year Amount For example, let say that the net sales for JC Penny Company increased approximately about 1.0 % or 100% from 2005-2006; Example [($18,096 $17,513) / $17,513]. In dividing the current year amount by the base year, we can express current-year sales as a percentage by the base year. Current Period sales = Current year amount / base year amount The current period sales are expressed as a percentage of the base period. In assuming within the three years 2005 is the base period. 2007 2006 2005 18,781 18,096 17,513 7.2% 3.3% 100% Now looking at JC Penny Company financial statements to illustrate the horizontal analysis: The Horizontal analysis of the income statements shows the changes of percentages. Net sales increased $235 million, or .12.0% ($2,195 $1960). Cost of goods sold increased $141 million, or 12.2% ($1281 $1140). Selling and administrative expenses increased $41,500 million, or 19.6($235 $211,500). Gross profit increased by 17.1% and net income increased by 26.5. The increase in net income can increase in net sales and a decrease in Income tax expense. When using horizontal analysis, it item has no value in a base or preceding year but can have value in the next year, with no percentage change to be computed. Even if there a negative amount in the base or preceding period or a positive amount, it then exists in the following year, with no percentage change to be computed. Many ratios used for evaluating the financial health and performance of the company with a comparative balance sheet show a number of changes from 2007 to 2006 are an example: Current assets increased $1,020 million or 2.96 ($1,020/$344,500). Property assets (net) decreased $800 million, or 43.6% Other assets increased $15 million or 0.8%. Current liabilities increased $344,500 million or 18.8% while long-term liabilities decreased $487,500 million, or 26.5. Retained earnings increased $727 million, or 39.7%. JC Penney Department Store for 2006 to 2005 comparative income statement of a 2-year given in condensed format: JC Penney Department Store Income Statement for December 31, 19X2 Increase or (Decrease) During 2006 Net Sales 2007 2,195 2006 1,960 Amount 235 Percent 12.0 Cost of Goods Sld 2,097 1,837 260 14.2 Gross profits 816 697 119 17.1 Admin Expenses 104,000 108,500 4,500 4.1 Income operation 459 377 82 21.8 Interest expense Income taxes 36 168,200 40,500 139,000 4,500 29,200 24.3 21.0 Net income 263,800 208,500 55,300 26.5 Liquidity ratios measure the short-term ability to paying its maturing obligations and to meet unexpected needs for cash. The Short-term creditors, such as bankers and suppliers, are particularly interested in assessing liquidity. The measures used to determine the short-term debt-paying ability that are the current ratio, the current cash debt coverage ratio, the receivables turnover ratio, the average collection period, the inventory and the turnover ratio, inventory. (Walther,2012) The current ratio is widely used to measure the relationship of current assets to current liabilities, computed by dividing current assets by current liabilities. (Walther, 2012) The quick ratio, also known as the acid-test ratio, is a liquidity ratio that is more refined and more stringent than the current ratio. Instead of using current assets in the numerator, the quick ratio uses a figure that focuses on the most liquid assets. The main asset left out is inventory, which can be hard to liquidate at market value in a timely fashion. The quick ratio is more conservative than the current ratio and focuses on cash, short-term investments and accounts receivable. Quick Ratio = (Cash Equivalents + Short-Term Investments + Accounts Receivable) Current Liabilities Taking a look at the 2007 financial statements for JC Penney Department Store, we find that cash and equivalents are $100,000 accounts receivable are $230,000 and short-term investments are $0. Current liabilities are $1,999.2 for the year. Plugging these figures into our formula gives us a quick ratio of 318, rounded to 0 4, for fiscal-2010. For Example: Financial Statement Data for JC Penney 2010 Cash equivalents 8,600 Accounts receivable 2,700 Short-term investments 0 The cash ratio is the most conservative of the three liquidity ratios that is simply the ratio of cash and equivalents compared to current liabilities. This ratio looks only at assets that can easily used to pay off short-term debt, and it disregards receivables and short-term investments. The argument for using the cash ratio is that receivables and short-term investments often cannot be liquidated in a timely manner. Receivables can be sold, or monetized, but the firm will not be able to get the full value of the receivables sold. Keep in mind that, due to their high liquidity, short-term notes are considered cash equivalents, not short-term investments. The formula for the cash ratio is as follows: Cash Ratio = Cash Equivalents Current Liabilities For fiscal-2010, the calculation for cash ratio involves using $10,200,000 for the numerator of the equation and $9,100,000 for the denominator. After plugging in the numbers, we find that the cash ratio for fiscal-2010 is 0.90, rounded to 100. Calculating the ratios is typically the easy part. The difficulties lie in analyzing the ratios, interpreting their meaning and making an educated investment based on the findings. A competitive analysis and industry and sector analyses are good first steps. Comparing Liquidity Ratio JC Penney Department 2008 2007 2006 Kmart Department 2008 2007 2006 Current Ratio 0.8 1.3 1.5 Current Ratio (X) 0.6 0.7 0.8 Quick Ratio 0.7 1.2 1.4 Quick Ratio (X) 0.5 0.6 0.6 Cash Ratio 0.2 0.8 1.1 Cash Ratio (X) 0.1 0.1 0.3 The liquidity ratios for 2008 through 2010 are listed for JC Penney Department Store and one of its main competitors, General Mills. Note that the quick ratio we calculated for JC Penney Department Store for 2008 is slightly different. Instead of short-term investments, Stock Investor Pro uses marketable securities in the numerator of the equation, causing its quick ratio calculation to be slightly higher. Formula works as long as you remain consist in your analysis as stated, a company or businesses with higher liquidity ratios are better able to meet their short-term obligations. You can see that JC Penney Department Store has significantly higher liquidity ratios across the board compared to General Mills. For fiscal-2010 Quicker Oaks has a cash ratio of just 0.1, meaning that it only has enough cash on hand to cover 10% of its short-term obligations. Another major observation can be made using time-series analysis. Ratios for both organizations were the strongest at the end of 2006, bottomed out in late 2008, and rebounded in 2009 through the end of 2010. This can be easily explained by the recession we experienced in 2008. JC Penney and Kmart both are quality and retail store. In conclusion, although, competitors such as Kmart will be use to producing the financial performance of explaining the income and balance sheet of two or three years of the horizontal analysis. Also it will provide the different types of ratio and liquidity of the companies within the same industry of its competitors and recommendation of the strengths and risk to investing within the company. Looking at these ratios can lead you to believing that JC Penney is a strong company but may be better to invest in the early 2009. However, on the other hand Kmart is a large company but its liquidity ratios may be due its expansion policies. Not rely too heavily on single set ratios but it research organization as a whole. Overall, I would recommend investor, because it is a strong organization and always will be strong compare to industry of it high ratios and it show how well the company or organization handling there business financial liquidity for cash.

China And The Implementation Of Pinyin - 1646 Words

Over Population in China and the implementation of Pinyin In response to massive over population in China, the Chinese over has taken drastic measures to reduce the nation’s population. The first step that was implemented was the one-child policy also known as; pinyin. Pinyin is the one child limitation on the majority of families that live in the People’s Republic of China. It is enacted under the official family planing policy. It limits the number of children marries urban couples to have to one. The exceptions only apply to those who are: ethic minorities, rural families who depend on children for farming and, parents without any siblings themselves. The Chinese government has given an official statement saying that roughly to 35 to 40 percent of the Chinese population falls under the one child rule. The higher ups in the government bureaucracy who mostly live in Macau and some parts of Hong Kong are not affected by this policy as well. The policy was brought up by the government in 1978 but, was officially enacted to first-born children in 1979. Like today, China was dealing with many social, economic, and environmental problems. Pinyin was a response to â€Å"alleviate† these problems. Chinese authorities claimed that pinyin has prevented around 250 to 300 million births from the time of its implementation in 1979 to the year 2010(SOURE CITATION). There is still controversy within and outside of china for use of this policy. Because of the manner that policy was carriedShow MoreRelatedProblems Faced by Google in China1977 Words   |  8 Pages MS-113 Topic of assignment: problem faced by Google in china Subject Teacher’s name: Mrs. Meenakshi singh Abstract US based Google the leading Internet search engine company in the world started providing its services in China in 2000. Though Google soon became the leading search engine in the Chinese market, it started losing its market share in couple of years. In China, the Internet content was heavily censored by the government and users searching onRead MoreLanguage Reformation in China1945 Words   |  8 PagesChina has a long history of language reformation, where the Chinese language becomes one of the most successful and radical amendments for the whole nation to adopt several changes along the way. In this essay, a discussion of major components in the language reform, specifically the Mandarin language, in China will be explored with the social, culture, and political issues that have influence the changes. A history and pattern of language used in China- starting from the days of language in theRead MoreChinese Food Culture5877 Words   |  24 Pages(the very existence of a large market for a given food item means that its production permits what economists call an economy of scale). Chinese Cooking will live on in New York City, in London, in Paris and in Sydney, even should the people of China - perhaps inspired by the scaled- down versions of Big Ben, the Eiffel Tower, the Sydney Opera House, the Leaning Tower of Pisa, etc. - ever discard it in favor of an amalgamation of various foreign cooking traditions. What makes Chinese cooking

Rome End of Paganism And Dawn of Christianity Essay

The city of Rome was and is one of the most well-known cities of the world. It has always lured in huge visitors for its attraction for the elaborate Pagan temples or for the eloquent Cathedrals of the Rome. Now the city is known for being the center of the catholic faith. The city is interesting in a way that, it has not always been a Catholic hotspot. The city was originally under the control of the Romans who worshiped Pagan Gods. The Romans believed that Rome was a holy city chosen by their Gods (Cowling). The switch from being a Pagan centered place to a Christian centered place was not as easy transition for the city. It took time and perseverance. As the Christian influence started to build up, the face of the Roman city started to†¦show more content†¦After each victory they would build a temple in thanksgiving to a God (Cowling). For example Temple of Capitoline Jupiter built by Tarquinius Priscus and Tarquinius Superbus (one started the and other completed) in hono r of the victory against Sabines (Platner 1929).. Then each emperor would build a forum to mark his leadership(Shape of the Rome August 15, 2013). This is was layout of the city when Christianity started to sprout out of the city. Since Christianity was not so popular at that time and also there was barely any place left in the initially city for a church to be built, the churches were built outside the city itself (Shape of the Rome August 15, 2013). The Roman people were aware of this new religion but they did not consider it was problem to their survival. Tides started to change quickly, many pagan followers started following this new religion. This then caught the attention of the rulers; particularly when these newly converted Christians denied acknowledging the emperor as God. This created distaste for the emperor towards Christianity (Cowling). During the Great Fire in 640 AD, Emperor Nero claimed the Christians as the reason for the fire (Roman empire in the first century 2006). He blamed the Christians neglection of the Roman God’s as the cause for the fire. This led to the era of persecution and a huge eruption of evangelization by the Christians. Christianity in Rome exponentially grew afterShow MoreRelated Pagan History Essay2518 Words   |  11 Pages Pagan History Paganism is a loose word for the large variety of polytheistic, shamanistic, and mystical non-monotheistic religions. Paganism exists in all cultures, from paleolithic to technological, but has historically waxed and waned. The ancient Egyptians are an example of a highly pagan society; so are the ancient Romans; and all paleolithic cultures from the Old Stone Age to the present have strong pagan elements. An example of a less pagan culture would be the West for the last thousandRead MoreEssay The Pagan Faith and Christian Holidays3419 Words   |  14 Pages Religions are like empires. Some religions are small and quickly get absorbed in others. Some are relatively new, such as Christianity. Some are very old, as Judaism is. They can begin in the most unlikely places and spread quickly through the countryside.    When religion is thought of as an empire, it easily shows growth and reformation in ideas. Christianity began only two thousand years ago, but has already grown to become one of the worlds major religions. It began in PalestineRead More The Anglo-Saxon poems, The Wanderer, The Seafarer, and The Wife’s Lament3469 Words   |  14 PagesWife’s Lament,† are three examples how literature is mimetic, for they capture the culture’s heroic beliefs of Fame and Fate, the culture’s societal structure, and religious struggle of the Old English time period: making the transition from paganism to Christianity. In order to understand how these poems mirror the Anglo-Saxons’ lives, one must know a little history about the culture. In the fifth century, the inhabitants of the island of Britain hired German mercenaries to defend them against theirRead MoreChristianity as a Unifying Influence in the History of Europe6059 Words   |  25 PagesChristianity as a Unifying Influence in the History of Europe Europe was a Christian creation, not only in essence but in minute detail The above statement can perhaps best sum up the relationship between Christianity and Europe throughout the ages. Christianity has been the strongest single influence in the history of Europe. Regardless of the century, no discussion would be complete without reference being made, at least in small part, to the Church. It is true that in recent centuries

Organizational Behaviour Motivation on Organizational Effectiveness

Question: Discuss about the Organizational Behaviour Motivation on Organizational Effectiveness. Answer: Introduction Employee motivation is an aspect through which the employees are motivated to work hard and achieve the organizational goals. The motivation of the employees is depended upon several factors which are explained in various motivational theories. There are several needs which are required to be satisfied for achieving the employee motivation. The essay will have an in-depth analysis of various motivational theories such as Hierarchy theory, two factor theory, equity theory, three needs theory, goal theory, and expectancy theory of motivation (Baker, 2011). The organizations are achieving huge success by having greater employee engagement and employee motivation such as up surge revenues, higher employee satisfaction, increased productivity, elevated retention rate, higher brand image and strong position in the market. There number of practices the organizations are introducing so that they can have the employee motivation. The various philosophers have developed the motivational theori es so that the increasing needs of the employees can be met effectively (Dartey-Baah and Amoako, 2011). All these theorists have their vital role in providing the organizations with numerous befits related to higher employee motivation and employee engagement. The essay will provide information regarding the association between motivation and employee engagement, various theories of motivation, comparing and evaluation of theories, practical application of theories and a concluding paragraph. Motivation and Employee Engagement Motivation is the primary key to success. This is a well set and well defined concept in the organization and motivational concepts and theories. The basic purpose of motivation is to boost the morale of the employees by providing them the best possible facilities and satisfying their needs and requirements. The higher the organizations pay concern over the development of the employees the greater is the motivational level. The employee engagement can be explained as the involvement or engagement of the workers of an organization in the actions and operations of the organization (Manzoor, 2012). From almost a decade the organizations are laying high focus upon the employee engagement concept. There are striving hard and implementing several policies and practices to provide the employees a safer and secure environment with extensive number of opportunities to have their personal development. There are number of benefits which are associated with employee engagement such as increased productivity, the highly engaged employees give their 100 percent to the organization and provide increased productivity in terms of quality and efficiency to the organization. The next benefit is higher retention rate, the engaged and satisfied employees always try to get success and associate with the organization for longer time frame which results into high and elevated retention rate of the employees. The other benefits are high level of innovation in the organization as employees also provide their view points and ideas in the development t of the organization (Zhang and Bartol, 2010). Increased revenues and profits and higher employee satisfaction are the primary three benefits of higher employee engagement. Motivation and employee engagement together are the two best approaches through which the organization achieve ladders of success. Both motivation and employee engagement are interconnected. The increased motivation results into higher level of employee engagement as the increased morale of the employee are connected with the organization in an improved and better way. It is necessary for the organizations to emphasis on both the factors i.e. to motivate the employees through various practices and incentives as well as to have higher employee engagement by indulging the employees in the functioning and decision making of the organization (Crawford, LePine and Rich, 2010). Evaluation, comparing and contrasting of the various motivational concepts and theories In all the motivational theories the basic and the primary objective is similar which is to motivate the individuals I n some or other way. There are different approaches explained in understanding the behaviour of the individuals and how they can have improved motivation in all the motivational theories. In evaluation of the theories it is found that there are few similarities among all of them. The similarities includes all the theories have a similar goal i.e to motivate the employees. Second, there always needed a long time for acquiring all the requirements needed for motivation and third, each motivational theory emphasis the employees to select that which goal or which specific need will motivate them. In comparison of Maslow need theory with the Herzberg theory it has been analyzed that the hygiene factors of the Herzberg theory are identical with the safety and physiological needs of Maslow theory. For instance, in need theory to reach safety hierarchy there is requirement t o earn money and so the financial incentive i.e. salary is a hygiene factor. There are few differences also in the Herzberg theory there is stated the factors which dissatisfy the employees whereas in all other theories the factors which motivate the employees are mentioned. So in a overall evaluation, comparing and contrasting kit can be said that all the theories have their vital importance in motivating the employees but with different and diverse approaches. There is a need of all the theories in organization varies from function to function. Role of motivational theories in increasing employee engagement For achieving success every organization is required to have motivated and engaged employees at their workplace. The motivation theories have a vital role in increasing the employee engagement as these ate the groundings over which the commitment and the involvement of the employees depend upon. There are basically six major motivational theories which improve and enhance the employee engagement which includes Hierarchy of Needs, Two factor theory, Equity theory, three needs theory, Goal setting theory and Expectancy theory (Khattak and Durani, 2011). The Hierarchy of needs theory safeguards and ensures that the lower level needs of the employees is satisfied. The theory is proposed by Abraham Maslow. It offers several opportunities to the employees for achieving their needs of all other higher levels. For motivating the employees through the need theory there are five different levels i.e. physical, safety, social, esteem and self-actualization. There are provided several benefits and incentives to the employees for accomplishing their needs of all the levels. The organizations that are able to satisfy the needs of the employee at the most highest level are high in achieving employee engagement and motivation (Kaur, 2013). In the two factor theory of motivation, the issues of the employees related to dissatisfaction and the motivation both are recognized as two different aspects. There takes place redesigning of the jobs and the work so that there can be increased motivation. This theory was framed by Frederick Herzberg. There are number of things which are used to increase the motivation of the employees such as by providing them growth opportunities, additional responsibilities, meaningful work or job role, recognition and achievements. There are separate rooms for addressing the thing which dissatisfied the employees such as inadequate working conditions, tough policies and practices (Armstrong and Taylor, 2014). In the Equity theory framed by John Adams, the employees are motivated basically with the fair and equitable systems in the organizations. The employees are treated with complete fairness with no inequality issues. The employees get motivated by comparing themselves with other employees so that they can evaluate whether they have been treated and paid on a fair and equity basis on it. As per the results of the evaluation they improve their performance and get motivated to work hard (Bell and Martin, 2012). In the three needs theory developed by David McClelland the employees are motivated through setting up of somewhat moderately difficult aims and goals so that they can have their efforts to achieve them. The organization provides continuous concrete feedbacks to the employees regarding their achievement of the set difficult goals. In this motivation theory McClelland explains that there are primarily three needs of the employees i.e. achievement, affiliation and power. And thus the first and primary efforts are laid over the achievement of the goals. Once the employees achieve their goals they get motivated to work hard and attain affiliation and power in the coming time period (Forbes, 2011). In the Goal setting theory, developed by George Odiorne, the primary focus of the organization is on the establishment of the measurable objectives and goals after having a consultation with the employees. The organization interconnects the goals of the employees with the objectives of the company so that there can be accomplishment of the shared and the mutual goals. The organization also provides regular and continuous feedback to the employees so that they can achieve the goals in a much fast way. The main factor which helps in motivating and increasing employee engagement is by making the employees participated in the setting up of the tough and challenging goals. After setting up of these goals the employees try to understand their role in achieving those goals and later on the progress and growth is determined (Shantz and Latham, 2011). In the Expectancy theory, framed by Victor Vroom the employees get motivated as the organization provide the employees number of opportunities to have success and growth. There is also offered amply reward success as well as a clear interconnection among the success and the associated rewards is defined and explained b y the organization to the employees so that they can understand the importance of success in terms of rewards. The employees get motivated as they made some sort of expectations from the organizations fir their continuous efforts. They expect value for the success they have attained and the rewards motivate the employees to keep going in the similar direction and continue with their achievements and hard work (Blue, 2011). All these motivational theories have a greater role in enhancing the engagement and involvement of the employees. This result into improve association among the employees and the organization as well as better productivity is received from the employees which results into organizational growth and success (Nickols, 2010). Practical application of the theories relative to improving employee engagement within the organization There are various incidents where the senior level management uses these motivational theories to achieve greater employee engagement as well as to motivate them. There are few practical implications of the motivational theories such as Chip Conley who is the Head of Hospitality at Airbnb and founder of the hotel chain, Joie de Vivre have taken use of the Hierarchy of Needs Motivational Theory for transforming the business and motivating the staff. He organized a retreat for the employees and there he asked a question from the housekeeping staff that if there someone came from Mars and see the housekeeping staff performing their work then from what particular name he will call you? There were few beautiful names that came such as The Peace of Mind Police, The Clutter Busters and The Serenity Sisters. The housekeeping staff realized that they are not performing an undervalued job rather they are performing much more than housekeeping. They develop a space for the travelers to relax an d feel safe who are far away from their homes. Thus improved and boost the motivation of the staff and they understand the importance of their work. Thus the need hierarchy theory worked (Panay, 2014). Another practical application through which there can be increased employee engagement is analyzed in a way that in any organization where employees had a failure in achieving the targets set or fails in attaining the desired results that there are various things which can affect the motivation of the employee in the future. There has been used three need theory to have an increased motivation of the employee. The three attributes which need to be focus upon is stability, Locus of control and controllability. The first attribute focuses upon stability which analyzes that how much stable the attribute was. There should always be lower stability of the attributions to have improved motivation in the future such as the employee was ill or was going through any other family problem. The second attribute is Locus of control, it should not be internal such as the employee was not capable of rather it should be external that he did not receive appropriate trainings. It will improve the resu lt and motivation in coming tine period. The third attribute is controllability; the employees must feel like that the factors which caused failure were uncontrollable so atht they can again give a try and achieve positive outcomes rather than having a negative approach (Panay, 2014). There are various others numerous practical incidents and applications which have the introduction of the motivational theories in the organization so that the employees can have improved involvement and engagement in their work and can be motivated. Conclusion Motivation is the primary factor in the organization for achieving success and future growth. The essay clearly describes that there are various motivational theories which have their involvement in the development of motivation in the employee as well as to help the organizations by providing various approaches to have increased motivation. There are various theories which have been explained in the essay (Rich, Lepine and Crawford, 2010).The evaluation and the comparison of the theories state that there is a similarity in all the theories that is the final goal is to motivate the employees by satisfying the needs of the employees. The essay also provides practical application of the theories which shows that the motivational theories are of vital significance in changing the thought process of the employees and boosting their morale in an optimistic way (Gruman and Saks, 2011). Thus from this it can be concluded that the organizations are required to have their increased focus upon the employee engagement and the motivation of the employees. The greater the motivation will be the better and the improved revenues, retention rate brand image and productivity of the organization will take place. References Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bakker, A.B., 2011. An evidence-based model of work engagement.Current Directions in Psychological Science,20(4), pp.265-269. Bell, R.L. and Martin, J.S., 2012. The relevance of scientific management and equity theory in everyday managerial communication situations.Journal of Management Policy and Practice,13(3). Blue, C.S., 2011. Motivation theories and human resources. Crawford, E.R., LePine, J.A. and Rich, B.L., 2010. Linking job demands and resources to employee engagement and burnout: a theoretical extension and meta-analytic test.Journal of Applied Psychology,95(5), p.834. Dartey-Baah, K. and Amoako, G.K., 2011. Application of Frederick Herzberg's Two-Factor theory in assessing and understanding employee motivation at work: a Ghanaian Perspective.European Journal of Business and Management,3(9), pp.1-8. Forbes, D.L., 2011. Toward a unified model of human motivation.Review of general psychology,15(2), p.85. Gruman, J.A. and Saks, A.M., 2011. Performance management and employee engagement.Human Resource Management Review,21(2), pp.123-136. Kaur, A., 2013. Maslows Need Hierarchy Theory: Applications and Criticisms.Global Journal of Management and Business Studies,3(10), pp.1061-1064. Khattak, A.A. and Durani, A., 2011. MAXIMIZING EMPLOYEESPERFORMANCE.Abasyn University Journal of Social Sciences,4(2). Manzoor, Q.A., 2012. Impact of employees motivation on organizational effectiveness.Business management and strategy,3(1), p.1. Nickols, F., 2010. Six Major Theories of Motivation, Pp.1 Accessed on: 3rd January, 2016, Accessed from: https://www.nickols.us/SixTheories.pdf Panay, M., 2014. 5 Psychological Theories of Motivation to Increase Productivity, Accessed on: 3rd January, 2016, Accessed from: https://contactzilla.com/blog/5-psychological-theories-motivation-increase-productivity/ Rich, B.L., Lepine, J.A. and Crawford, E.R., 2010. Job engagement: Antecedents and effects on job performance.Academy of management journal,53(3), pp.617-635. Shantz, A. and Latham, G., 2011. The effect of primed goals on employee performance: Implications for human resource management.Human Resource Management,50(2), pp.289-299. Zhang, X. and Bartol, K.M., 2010. Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement.Academy of management journal,53(1), pp.107-128.

Review and Analysis of Recruitment - Selection and Induction Policy

Question: Critical Analysis of a policy and procedure framework for recruitment, selection and induction. a) Write a brief description of your organisation. Outline the nature of the business, its design and structure, the strategic and operational goals and the organisational climate. b) Identify opportunities to utilise specialists, e.g. recruitment agencies, remuneration specialists, vocational psychologist, staff who run security checks etc. c) Identify options for technology to improve the efficiency and effectiveness of the recruitment and selection process d) If any points i. to v. are not covered in the policy, then outline what needs to be included in revised recruitment, selection and induction policy and procedures. e) Use the Evaluation Checklist below, to critically analyse the organisations current Recruitment, Selection and Induction practices (attach this as Appendix 2 to your report). Answer: Brief Overview of the Organization Mattel Toys manufactures as well as sells high quality toys for children of 0 to 12 years. It is wholesales as well as retailer and operating in different parts of Australia. The organization was established in 1951 in Western Australia. Now, the company has shifted headquarter to Sydney. Additionally, it has expanded its operational activities in different parts of Eastern Australia and New South Wales. The major focus of the organization is to provide better quality toys to the children which will help in cognitive development of the children at the same time it will be fun to play with those toys. Offering differentiated product is the major aim of the organization. According to the positioning statement of the company, the organization has extensively focused upon manufacturing as well as selling of high quality toys for gaining huge market share and become market leader. Strategic and Operational Goals of Mattel Toys The strategic direction of Mattel Toys can be discussed by assessing the vision, mission as well as objectives of the organization. The organization has developed a strategic plan for the next five years in order to indicate the further movements and activities for achieving the objectives of the company. According to Gill (2006), vision statement of an organization assists in exploring the future direction of the company. The vision statement of Mattel Toys is to become the first preference for the children and parents through offering superior quality toy. The mission statement of Mattel Toys state the principle purpose of existence is to offer fun toys to the children as well as help in development of their cognitive skills though innovation. Additionally, it has been stated that the company wants to achieve market leadership. The goals of the company are set for achieving the vision of the company in long term. The goal of the company emphasizes on the need of the customers and d esigning products which will provide satisfaction to the customers. The company has identified the need of recruiting as well as retaining the workforce who is innovative as well as customer-centric. The employees of the organization are the major factor for contributing in the operational and expansion activities of the business. Human resource management is a major aspect for Mattel Toys and it has focused on establishment of effective policies for meeting the operational goals of the organization. Analysis of the Recruitment, Selection and Induction Policy Recruitment and Selection Policy Recruitment and selection is one of the important policies of Mattel Toys as it aims to become the first preference of the customers and market leader in Australia. Presently, Mattel Toys has an employee base of 800 in different locations. The recruitment and selection policy will be administrated by the General Manager, Human Resource. According to the policy statement of Mattel Toys, it is evident that the company focuses on designing the recruitment and selection activities in such a manner so that it conforms to the best practice standards (Bratton and Gold, 2000). Additionally, the organization emphasized on the compliance of the relevant regulatory and legislative framework. The major objective of the recruitment and selection policy of Mattel Toys is to communicate appropriate procedures for ensuring the human resource requirements are adequately catered for achieving the vision of the company. The commitment of the company to equal employment opportunity will ensure that the activities associated with the recruitment and selection activities do not encourage discrimination and ensures fair practice (Clayton and McKenna, 2002). Recruitment and Selection Procedure Recruitment First of all, the approval for recruitment is necessary. Respective managers requiring additional staff needs to fill Personnel Request Form and forward it to HR department along with job description. The HR department will fix salary for the new opening (Dessler, 2000). The HR executives, upon instruction from the HR manager will invite applications from the eligible candidates. In Mattel Toys, advertisements of vacancy are published in national daily. The advertisement can be broadcasted on air or in professional publication. Internal advertising will be published for receiving application from the existing employees. Additionally, the solicited as well as unsolicited applications kept in HR files can be considered. Outsourcing the workforce from an external agency is also a procedure of recruitment in Mattel toys (Gilmore and Williams, 2009). Therefore, the applications will be processed by the nominated Human Resource Executive. The department manager along with HR Officer will be responsible for screening the applications and short listing the name of candidates for interview. Selection The short listed applicants will be interviewed by the department manager and HR Officer. Behavioral interview, psychometric tests etc will be the part of selection procedure. Selection panel will be responsible for controlling the selection procedure (Dessler, 2000). The applicants will be treated in an unbiased manner and consistently. The questions regarding the principles of EEO and the OHS will be included in the interview questions. The documents and information of the applicants will be kept confidential as per the privacy policy of the company (Gilmore and Williams, 2009). The selected and disqualified candidates will be notified. Offers letters will be sent to the selected people and they need to sign it back in order to express their acceptance (Hancock, 2002). Induction Policy The newly appointed employees in Mattel Toys will undergo an induction procedure related to toy manufacturing as well as selling practices adopted by the organization. The induction procedure will focus on providing an overview of the company, organizational goals and its activities (Mathis and Jackson, 2003). Induction Procedure The induction program will be conducted for all employees for 4 days. An overview of the organizational history. Discussion of the organizational vision, mission and organizational goals. Allocation of an employee mentor (Mondy, Noe and Gowan, 2005). Providing training materials and guide for performing the job roles successfully. OHS related training and instructions will be provided in this phase. Connection between Recruitment, Selection and Induction Policy and Organizational Strategy The recruitment, selection and induction policy of Mattel Toys are correlated with the organizational goals and strategy. It focuses on recruiting as well as retaining the talents for the further growth of the organization. The recruitment policy and procedure significantly focuses on adoption of best practice for identifying a vacancy and communicating with the target audience. The selection process focuses on choosing best employee for the company who will be customer centric and innovative (Sadler, 2003). The induction policy was effective and focused on familiarizing with the organizational activities. Relevant Legislation Mattel Toys focus on complying with the legislative framework of Australia while undertaking the recruitment, selection and induction activities. The recruitment and selection procedure of Mattel Toys conform to the Public Service Act 1999. This law emphasizes on getting the best person who are available for that particular job. Additionally, Public Service Commissioners Directions 1999 are followed. Apart from these two acts, Mattel Toys consider Administrative Decisions Act 1977, Australian Human Rights Commission Act 1986, Fair Work Act 2009, Age Discrimination Act 2004, Freedom of Information Act 1982, Privacy Act 1988, Disability Discrimination Act 1992, Racial Discrimination Act 1975 and Sex Discrimination Act 1984 (Apsc.gov.au, 2015). Opportunities for Utilizing Specialists Mattel Toys can take aid from the external specialists for conducting the recruitment and selection process effectively in order to achieve its objectives. It has been found that the consultancy firms can be appointed for providing talent pool to the organization on the basis of specific requirement. Additionally, Mattel Toys can hire HR solution provider for carrying out the induction program effectively (Bratton and Gold, 2000). Technology Mattel Toys can launch a portal where it will post the vacancies and the eligible candidates will be able to apply for the job online. It will make the recruitment and selection process easier as well as convenient. Increasing database need to be managed effectively in order to undertake the recruitment and selection activities efficiently. Human Resource Information System will provide access to all relevant information to the concerned authority (Gilmore and Williams, 2009). Recommendation Reviewing and analyzing the recruitment, selection and induction procedure of Mattel Toys, it can be identified that the company has been managing the human resource activities effectively for achieving the organizational goals. However, it has scope to improve the current recruitment, selection and induction policy. The recruitment and selection process must include a phase where the applicants will be asked to send their feedback regarding the recruitment process. The applicants who will be selected in the interview round will be asked to provide reference for validation purpose. All the relevant documents of the candidate need to be verified before sending the offer letter. Additionally, an e-portal should be launched so that jobs can be directly posted on the site and the applicants can revert to it. Employee referral program can be initiated and upon selection of that candidate the employee who has referred him, will get a reference bonus. The salary structure must be negotiable for the right candidate. If these changes are implemented in the recruitment, selection and induction policy of Mattel Toys, the organizational performance will be improved. References Apsc.gov.au, (2015).Australian Public Service Commission - Recruitment and selection in the APS: The legislative framework. Bratton, J. and Gold, J. (2000).Human resource management. Mahwah, N.J.: Lawrence Erlbaum. Clayton, A. and McKenna, C. (2002). Effective Recruitment and Selection.LIM, 2(02). Dessler, G. (2000).Human resource management. Upper Saddle River, NJ: Prentice Hall. Gill, R. (2006).Theory and practice of leadership. London: SAGE Publications. Gilmore, S. and Williams, S. (2009).Human resource management. Oxford: Oxford University Press. Hancock, C. (2002). Effective Recruitment and Selection.LIM, 2(02). Mathis, R. and Jackson, J. (2003).Human resource management. Mason, Ohio: Thomson/South-western. Mondy, R., Noe, R. and Gowan, M. (2005).Human resource management. Upper Saddle River, N.J.: Pearson Prentice Hall. Sadler, P. (2003).Strategic management. Sterling, VA: Kogan Page. Appendix 1: Recruitment, Selection and Induction Policy of Mattel Toys Recruitment and Selection Policy of Mattel Toys Policy Statement The recruitment and selection of new employees at Mattel Toyswill at all times conform to best practice standards and comply with relevant legislative and regulatory requirements. This policy covers activities such as recruitment and selection methods, outsourcing, advertising, notification of selection outcomes and feedback to all candidates, and remuneration offers. Policy Objective The purpose of this policy and related procedures is to ensure that Mattel Toys is adequately and appropriately staffed by people who best meet the requirements for vacant positions. Commitment to Equal Employment Opportunity (EEO) ensures that all activities related to recruitment and selection is free of direct and indirect discrimination and harassment. Procedures Recruitment Approval for recruitment When the requirement to replace or appoint additional staff is identified, the manager to whom the position reports (Department Manager) must complete a Personnel Request Form and forward it to the Human Resources Department. A job description must be written or reviewed by the Manager in conjunction with HR to ensure that it is accurate and current. The HR Department will establish an appropriate salary level for new and revised positions. Commencement of recruitment activity On receipt of the appropriately authorised Personnel Request Form, the HR Department will initiate recruitment activity to fill the vacant position. HR Department representatives will liase with the Department Manager to determine the most appropriate sourcing of external applicants. Recruitment methods may include: advertising the vacant position in metropolitan or national newspapers radio advertising advertisements or advertorial input in trade or professional publications internal advertising Review of previously received applications (both solicited and unsolicited) held on MATTEL TOYS HR files. Advertising Advertisements for vacant positions should adhere to relevant legislative requirements. These advertisements should be placed in appropriate metropolitan newspapers with due regard for effectiveness of timing, placement and cost. The Department Manager should approve all advertising orders. Outsourcing In certain circumstances it may be advisable to consider outsourcing the recruitment of particular positions to an external recruitment agency. These circumstances may include: where the number of positions to be filled requires time and resources not available within Mattel Toys HR Department when a suitable candidate for a position cannot be found within a reasonable time using standard search methods for high-level positions, eg General Manager to CEO if the position(s) to be filled requires the recruiter to have a particular or specialist knowledge of the requirements of the vacant position not otherwise available within MATTEL TOYS, eg IT Design Specialist. if it can be demonstrated that an external agency may have access to quality candidates not otherwise available to MATTEL TOYS. if it can be demonstrated that outsourcing the recruitment for a position would be more efficient and cost effective, while still ensuring that process quality is maintained or improved. Mattel Toys will only use external recruitment agencies that guarantee EEO compliance. The HR Department will coordinate the use of all such agencies. Processing applications All applications will be forwarded to the HR Department. A nominated HR Officer will be responsible for handling an approved vacancy and liasing with the Department Manager and applicants. The HR Officer will assist the Department Manager by screening the applications and identifying a short list of suitable candidates for interview. Unsuccessful applicants will not be notified until after the first round of interviews has been successfully completed. These applicants are to be notified briefly, in writing, without justification of the decision regarding their application. Selection Selection processes Short-listed applicants will normally be required to participate in a selection process. Selection processes will be determined by the HR Officer in consultation with the Department Manager, and may include: behavioural interviews competency assessment, eg role-plays, case studies, written or verbal occupational tests psychometric testing (to be approved by the HR General Manager). Selection panel Wherever possible the Selection panel should consist of at least two people the Department Manager and the HR Officer. The HR Officer will brief the other members of the panel on selection techniques. At least one member of the Selection panel will have attended interview and selection skills training and/or EEO-awareness training. This person is responsible for controlling the selection process. Consistent treatment of applicants All applicants should be treated consistently, using the same specifications and job-related questions and assessment criteria. Interview questions Questions on EEO principles and occupational health and safety relevant to the position requirements will be included in all interviews for management and supervisory positions. Documentation Assessment of the applicants together with the Selection panels recommendations must be documented on the Selection Panel Summary Form and returned to the HR Department, where they will be handled in accordance with MATTEL TOYSs Privacy Policy. Reference checks Following selection processes and before a job offer is made, reference checks must be conducted on all recommended applicants by the HR Department. Notification of selection outcomes When notifying candidates of the outcome of an application, rejection letters should not be sent out until after the first round of interviews with candidates have been held. No feedback is to be given to unsuccessful candidates regarding the quality of their written application or interview performance, or the reasons for the decisions made by the Selection panel. Offers of employment will be made in writing when all selection procedures have been completed. The letter of offer will contain details of standard conditions of employment and any special conditions relating to the position. The applicant must return a signed copy of the letter of offer formally accepting the position. Salary offers in most cases will be determined by the HR Department and must clearly demonstrate equity in relation to positions at a similar level. Induction Policy of Mattel Toys Mattel Toys INDUCTION POLICY AND CHECKLIST POLICY STATEMENT GENERAL Mattel Toys believes that all new employees MUST be given timely induction training. This training is regarded as a vital part of staff recruitment and integration into the working environment. This policy, associated procedures and guidelines define the Mattel Toyss commitment to ensure that all staff are supported during the period of induction, to the benefit of the employee and Mattel Toys alike. AIM It is the aim of the Mattel Toys to ensure that staff induction is dealt with in an organised and consistent manner, to enable staff to be introduced into a new post and working environment quickly, so that they can contribute effectively as soon as possible. This induction policy, associated procedures and guidelines aim to set out general steps for managers and staff to follow during the induction process. It is expected that all managers and staff will adhere to this policy. The Mattel Toys expects that the implementation of good induction practice by managers/supervisors will: Enable new employees to settle into the Mattel Toys quickly and become productive and efficient members of staff within a short period of time. Ensure that new entrants are highly motivated and that this motivation is reinforced. Assist in reducing staff turnover, lateness, absenteeism and poor performance generally. Assist in developing a management style where the emphasis is on leadership. Ensure that employees operate in a safe working environment. Will reduce costs associated with repeated recruitment, training and lost production. THE MATTEL TOYSS COMMITMENT The Mattel Toys Human Resources Department / Head Office will: Issue guidelines to familiarise managers and staff with the induction process. Maintain and update the Induction Policy. Provide a checklist for managers and staff to follow during the induction period. Ensure there is effective monitoring of the induction process particularly in the first three months. Deal with any problems promptly providing an efficient service for both managers and staff. Review all policy, procedure and guideline documents on a regular basis. Provide relevant formal training courses necessary to assist the induction process. GUIDELINES FOR MANAGERS/SUPERVISORS GENERAL Starting a new job is a demanding and often stressful experience. Quite apart from the obvious challenge of tackling new tasks, there is also the need to become accustomed to a new organisation, a new environment and new colleagues. The purpose of induction is to support new employees during this difficult period and to help them become fully integrated into the Mattel Toys as quickly and as easily as possible. Induction has benefits for all involved in the process. Employees who settle quickly into the Mattel Toys will become productive and efficient at an early stage and in turn will experience feelings of worth and satisfaction. It is generally recognised that new employees are highly motivated and an effective induction process will ensure that this motivation is reinforced. BENEFITS OF INDUCTION The advantages of an effective and systematic induction process are as follows: To enable new employees to settle into the Mattel Toys quickly and become productive and efficient members of staff within a short period of time. To ensure that new entrants are highly motivated and that this motivation is reinforced. To assist in reducing staff turnover, lateness, absenteeism and poor performance generally. To assist in developing a management style where the emphasis is on leadership. To ensure that new employees operate in a safe working environment. To reduce costs associated with repeated recruitment, training and lost production INDUCTION CHECKLIST The Induction checklist is a very useful way of ensuring that information is imparted to new employees when they are likely to be most receptive. It avoids overloading employees with information during the first weeks whilst ensuring that all areas are covered. Managers/supervisors should ensure that these matters have been properly understood whilst the checklist is being completed, perhaps in the form of a weekly chat with the new entrant. Arrangements should also be made for the employee to visit any relevant departments with which they have regular contact in the course of their duties. At the end of the process the induction checklist should be signed by the relevant parties and placed in the member of staff's personnel file. FIRST DAY OF EMPLOYMENT Preparations should be made for the arrival of the new entrant well in advance, for example, arrangements should be made to provide desk, equipment and lockers etc. Most new employees tend to be concerned primarily with two matters: a) whether they can do the job and b) how they will get on with their new colleagues. It is therefore important to introduce them to their new workplace and colleagues at the earliest opportunity. An introductory talk will be appropriate at this time and can be combined with the provision of general information and exchanging any necessary documentation. This talk should be as brief as possible, because the employee is unlikely to be receptive to detailed information at this stage, and should be conducted by someone who is well prepared and has sufficient time available. Managers/supervisors should refer to the Induction Checklist and use it as a basis for discussion thus ensuring all documentation is complete. A tour of the workplace should be arranged for the new entrant allowing the Mattel Toys / Division to be viewed as a whole and the recruit to see where he/she fits into the organisation. The new entrant will want to get to know his/her colleagues and quickly become part of the team and time should be made for this process. Colleagues should be briefed on the new entrants arrival. If possible one of the new entrants colleagues should be nominated to ensure that he/she has every assistance in settling in quickly. INDUCTION PROGRAMMES Induction programmes must be geared to the individuals needs. Some of the more obvious new members of staff requiring special attention are as follows: School Leavers For most new employees, induction is concerned with getting accustomed to a new job. For school leavers, however, it is about adjusting to a whole new way of life - the world of work. Consequently, school leavers are likely to need more support than other groups. Wherever possible, induction and subsequent training should relate to knowledge and skills which go beyond the employees own particular job. School leavers will need guidance on wider issues, such as career planning, acquiring qualifications, coping with the routine and discipline of work and managing money. It would also be helpful for school leavers to be introduced to an approachable person to whom they could take any queries they might have. Graduates Graduates tend to have a high level knowledge but may not have the skills relevant to the job. They will want to feel that they are making a contribution from early on and to understand the organisation of the Mattel Toys and their role within it. Also they will want to have a clear picture of future career prospects and to gain broad experience with this in mind. The Trust should provide the graduate recruit with an adviser - such as a senior manager - who can organise the necessary breadth of experience and offer advice and support in relation to career progression. Managers Whilst many of the points in the checklist apply equally to all new managerial staff, in most cases individual induction programmes will be necessary. These should be drawn up in consultation with new managers, taking into account their backgrounds and experience and the nature of their new roles. Priority should be given to helping new managers establish and maintain relationships with management colleagues and opportunities should be provided for them to spend time in other relevant departments to facilitate this process. This will help managers quickly to gain an understanding of the Mattel Toyss philosophies, strategic plans and business plans. Ethnic Minorities In some cases, it may be necessary to design induction programmes with the special needs of ethnic minorities in mind. Language problems and attitudes amongst existing staff may be areas requiring particular attention. This is preparation that should be completed before any member of staff joins the Mattel Toys. The Mattel Toys will not tolerate racist or prejudiced behaviour in any form. Long-term Unemployed Previously long-term unemployed people who have been recruited may have been absent from the working environment for some time so it will be helpful to recap on some of the issues relating to school leavers. these should, of course, be adapted to suit older workers, who may need to build up confidence and the induction process can be used to update knowledge of basic office technology (photocopiers, fax machines, telephone systems, etc. as well as computers). Other Groups Other groups that may need particular consideration include disabled employees and women returning to work after having raised a family. These groups will also require the induction procedure as women returning to work may, like the long- term unemployed, be out of touch and lacking in confidence. Disabled employees may have all or a combination of induction needs, but these needs may be compounded by their disabilities. Part of the induction process for disabled employees will involve checking such things as wheelchair access to parts of the workplace, toilets and lifts etc. The necessary reasonable adjustments to the workplace required to accommodate the disabled individual should be completed prior to them commencing, and carried out in discussion with the individual or their adviser. COMPLETING THE INDUCTION PROCESS Induction can be said to end when the individual become fully integrated into the organisation. Of course, there is no set timescale within which this will happen and follow up is essential. Giving new employees the opportunity to ask questions several weeks into employment can be useful, and the induction checklist will provide this opportunity. In some areas, such as understanding wider aspects of the organisation, follow up after a number of months may be appropriate. MATTEL TOYS NAME INDUCTION PROGRAMME FOR NEW STAFF DEPARTMENT ...................................................................... NAME OF EMPLOYEE ........................................................ JOB TITLE ...................................................................... DATE COMMENCED ........................................................ This is a checklist of information for Induction which managers / supervisors should use with new staff as part of their induction programme within the first few days, and certainly within the first two weeks of employment. Health and Safety items should be identified immediately. The new employee should be asked to tick each subject as he/she has been informed about it, and sign the end of the form. The manager / supervisor then sends the form to the Personnel Department / Head Office for inclusion in the employees personnel file. Not all the following subjects are applicable to all departments. Should this be the case, record N/A. Please read the guidance notes below before completing this form. Guidance Notes Certain groups of staff have specific induction needs. the main groups are detailed below, with particular points to take account of, highlighted. ITEMS SPECIFIC TO THE FOLLOWING GROUPS OF STAFF Staff with Disabilities Disabilities include for example physical handicap, deafness, blindness, mental handicap. consider the following for discussion: Confirm the nature of the disability. Clarify if the employee has any special needs relating to disability. Check whether employee has any particular concerns regarding the workplace. Graduates and College/School Leavers These staff may have no previous work experience and will need careful integration into the department. Discuss the following: Role within the department. Reporting responsibilities. Allocation and prioritisation of work. Staff Returning to Work after a Period of Absence This includes staff who were previously unemployed, women returning after starting a family, or after any other prolonged period of non-employment. Discussion should include, for example: The difference between the employees previous working environment and this new one. Changes in skills required for this area of work. 3.Requirement for training to update skills. Managers and Professional Staff These staff need a broader induction to put their post in context. Structure and culture of department. Role in relation to Department / Mattel Toys as appropriate. Training course in supervisory and management skills, if required. ITEMS TO COVER WITH EACH NEW EMPLOYEE The Department Complete 1. Department function 2. Introduction to colleagues 3. New entrants own job 4. Supervision 5. General layout - entrances and exits 6. Telephone system, bleeps and intercom systems Conditions of Employment 1. Information on hours of work, including duty rotas, shift systems "on-call" breaks 2. Time recording, flexi-time 3. Bonus scheme, allowances 4. Probationary periods of employment 5. Mattel Toys Pension scheme and eligibility 6. Reporting in when sick including when on leave 7. Arrangements for requesting leave: annual leave, unpaid leave, compassionate leave 8. Issue of uniforms, and uniform policy, protective clothing, replacement, laundry arrangements Health and Safety, Security, Fire 1. Health and safety information relevant to the department 2. Issuing of fire instructions and procedure 3. Location of fire-fighting equipment 4. Accident reporting 5. First aid facilities/pre-employment health screening/role of Occupational Health / Mattel Toys Doctor 6. Loss of personal effects 7. Security of department/building 8. Arrangement for keys, passes, ID Badges etc. 9. Violence and aggressive behaviour 10. Management of monies/valuables 11. Major Incident procedures Conduct 1. Personal presentation 2. Disciplinary procedures 3. Courtesy to the customer and the public 4. Confidentiality 5. Noise Control 6. Acceptance of gifts 7. Statements to the Press 8. Local rules regarding smoking 9. Private use of telephones 10. Standards of Business Conduct Facilities 1. Cloakroom, lockers, lavatories 2. Canteen Education, Training, Promotion 1. Study leave 2. Means of advancement, promotion opportunities 3. Employee appraisal, review systems Employee Involvement and Communication 1. Employee or Trade Union representative 2. Communication arrangements 3. Information sources, e.g. notice boards, circulars etc. 4. Food and Health Policy 5. Handling Complaints Items Specific to Department 1. Pay 2. Notice of termination of employment 3. Sick certificates 4. Waste disposal 5. Control of infection 6. Lifting and handling OTHER RELEVANT ISSUES SPECIFIC TO DEPARTMENT I have been informed about and understand the above items. Signature:................................... Date:.............. I confirm that the above Induction Programme has been completed for the above member of staff. Signature of Head of Department/ Designated Officer:................................... Date:.............. Appendix 2: Evaluation Checklist - Evaluation of organisations Recruitment, selection and Induction practices Criteria Information, systems and processes reviewed Who was consulted What training and support is provided to relevant staff. Who provides this training? Findings (summary of gaps and opportunities for improvement). These will help to form the recommendations in your report. Ensure current position descriptors and person specifications for vacancies are used by managers and others involved in the recruitment, selection and induction processes Yes HR Manager Senior HR Officer Satisfactory Ensure that advertising of vacant positions complies with organisational policy and legal requirements Yes General Manager, Human Resource No Organization must introduce e-portal Ensure that selection proceduresare in accordance with organisational policy and legal requirements Yes General Manager, Human Resource No Satisfactory Ensure that processes for advising applicants of selection outcome are followed Yes General Manager, Human Resource No Reference validation is required. Ensure that job offers and contracts of employment are executed promptly and that new appointments are provided with advice about salary, terms and conditions Yes General Manager, Human Resource No Job offers are not provided promptly Check that induction processes are followed across the organisation Yes HR Manager Yes Senior HR Officer Satisfactory Oversee the management of probationary employees and provide them with feedback until their employment is confirmed or terminated Yes HR Manager Satisfactory Appendix 3: Implementation Plan