Professional Documents
Culture Documents
Allshade being one of the largest shade port manufacturers in Greece maintains a high
standard of service to its customers through its good force of employees whom are
highly qualified and provide their skills and expertise for quality service.
Allshade is equipped with advanced machinery for production of all the parts needed
in the manufacturing of shade port structures.
Another policy is its training program “on and off the job training”. This stimulates
the employees to further qualifications and incentives within the company and makes
employees work wisely , efficiently and effectively.
By combining these two policies our company’s aim is to provide better service,
professionalism, customer care, quality and satisfaction. Using new policies correctly
within the company and in all the departments, the organization will have more
satisfied and loyal customers, better quality products and services, with a greater
growth potential. Allshade’s Vision, Mission and Goals can thus be reached in the
near future making it a leader within its industry.
1
I. INTRODUCTION
Allshade has over 10 years of experience abroad and specializes in the construction of
protection of shade structure systems. It has now transferred its activities to Greece
and represents exclusively to the Greek market. The flexible colourshade material
from Knittex which has unique qualities, increased resistance to U.V degradation and
is adaptable to stylish designs.
Our structures have been tested in all sorts of conditions and have been developed to
adapt for every special application and region.
Allshade has created its reputation with its steady commitment to conforming to the
highest quality standards and with its consistency in all sectors of its business
activities.
Allshade is situated in Chalkida/Evia and its factory located in Drosia can be visited
and viewed with its advanced machinery for the production of all material used for the
building of structures including the cutting, sizing and sewing of the material.
Vision
• Deliver high quality and cost competitive products and be the first choice of
customers
Mission
Objectives
2
• Sustain the right attitude amongst employees and facilitate them to excel in
their professional, personal and social life
ALLSHADE
COMPANY
MANAGING
DIRECTOR
EXECUTIVE
DIRECTOR
More than any other factor, is the know-how, skills and competence of our people
which will decide on the company’s success in the market place. Therefore, it is
crucial how we treat our people and each other within our company and how we
define our values and objectives.
Recognizing this, Allshade management has created this policy to address key issues
as to how we attract, retain and develop our people and to be committed to this.
We at ALLSHADE , believe that our employees are the most important resource. To
realize full potential of our employees, our company is committed to:
3
• Provide work environment that makes the employees committed and
motivated for maximizing productivity.
• Empower employees for enhancing commitment, responsibility and
accountability.
• Establishing systems for maintaining transparency, fairness and equality in
dealing with employees
• Encourage teamwork, creativity, innovativeness and high achievement
orientation.
• Provide growth and opportunities for developing skill and knowledge.
• Ensuring functioning of effective communication channels with employees.
Hard HRM
It emphasizes the need to manage people in ways that will obtain added value from
them and thus achieve competitive advantage. Thus it concentrates on quantitative,
measurable criteria, control and performance management.
Soft HRM
4
The soft model of HR is based upon treating employees as valued assets, a source of
competitive advantage, through their commitment, adaptability and high quality and
to be developed to ensure they are being used optimally.
• The need to gain commitment of employees giving them the ability to carry
out tasks.
In our company our employees are committed due to the fact that they
love their work and enjoy working there thus producing quality work.
• The interests of management of employees should coincide.
We coincide management interests with our employees for a far more
pleasurable and healthy working environment, achieving cost effective
methods, stimulating and motivating workers for business
performance.
• Integration and team work.
That is why everybody works together, being productive team
members having higher performing employees thus achieving goals
been set within the company.
Soft HRM has become a preference in Allshade due to its advantages and the benefits
it provides. However Allshades HRM structure does not always use the soft approach,
it may be integrated with some elements with hard HRM management. Soft HRM is
recognized as more popular and productive.
1. INCENTIVE POLICY
Description
Allshade employees are more likely to look at what our company pays rather than
what it says. In many ways people behave as they are rewarded and then willingly
commit themselves. Beardwell and Holden (1997) say that, “employees must have the
ability to carry out tasks and must believe in the quality of their work, and hence their
reward is directly related to and reflects the effort they put into the job”.
Therefore if quality is an important value for us, it should be reinforced through some
element of a compensation system.
5
Financial Incentive Assessment in Allshade
Our company provides its employees with direct financial incentive based on cash
payments i.e wages, salaries, profit sharing, bonuses, commissions and increments.
• BONUSES – Incentive payment that is supplemental to the base wage for cost
reduction, quality improvement, or other performance criteria. “Unlike
salaries, which are rarely reduced to reflect fall off in performance, bonuses
can easily have plus or minus adjustments of percentage or in total
pay.”(Dessler,1988)
To attract a worker and stimulate him to work, it can be financial or non financial to
stimulate human efforts to higher performance.
These incentive plans sometimes fail because workers usually do not believe that
effort on their part will lead to obtaining the reward or the reward is not important to
them. Specific problems are unfair standards, the fear of rate cut, group restrictions,
lack of understanding and lack of required tools or training.
6
In order to improve the company we review its business conduct to find cost effective
methods to stimulate and motivate workers for business performance, employee
involvement commitment and communication by introducing non financial incentives
which result to satisfaction from the job i.e reward to a worker other than extra pay:
• COMPANY CARS
• FREE MEDICAL CARE
• BIGGER BUDGETS
• BETTER OFFICE SPACE
• HOUSING
• WELFARE AND RE-CREATION
• SUBSIDIZE LUNCH
• REWARD FOR ADDITIONAL CERTIFICATION
• VACATION
• DAY CARE
• SECURITY PLANS, PENSION OR RETIREMENT BENEFITS
• PRAISE AND REWARDS
By introducing non financial incentive it can help build feelings of confidence and
satisfaction in employees. It can be very important for their long term effect.
Conclusion:
7
With this new policy we attracted and retained:
2. TRAINING POLICY
Description
ON THE JOB TRAINING: Training at work therefore learning and working at the
same time, one on one interaction.
The method of training we use at Allshade uses our more knowledgeable, experienced
and skilled employees such as managers and supervisors to give training to less
knowledgeable employees. Sitting by the senior and learning by doing. Disadvantages
are that the trainer (the more experienced employee) is not usually trained in the skills
and methods of training and therefore it is time consuming for newcomers as they
struggle to cope with the with the trainers explanations.(Beardwell, Holden,1997).
This policy of training takes place at the work place in an informal manner.
The participant observes more experienced, knowledgeable and skilled trainer who is
an employee.
Methods:
• Projects: employees join a project team which gives them exposure to the parts
of the business and allows them to take part in new activity.
8
The method, process and technique are well discussed before, during and after trainer
has explained about performing the task. When the trainer is prepared the trainee
starts performing on the work place.
The trainer provides continuing direction of work and feed back. The trainee is given
more work so that he accomplishes the job flawlessly.
Training not done to a sufficient standard due to the fact that the trainer has
insufficient specialist skills. The trainer is not given enough time to spend with the
employees to teach them properly which means sub-standard training has been
achieved and training has only been half done.
The trainer possesses bad habits and passes them on to the trainee, and trainers do not
understand the importance of close supervision within the training program.
As Ivancevich and Glueck (1989) say “Although his program is simple and relatively
less costly, if it is not handled properly the costs can be high in damaged machinery,
unsatisfied customers, misfiled forms, and poorly taught workers.”
This allows the trainee to learn and study theoretical information away from the work
environment which gives the opportunity to be exposed to new and innovative ideas.
(Beardwell, Holden 1997).
• Opportunity to mix with employees from other businesses and allow them to
network and perhaps drum up business.
• Can be a source to supply the latest information, current trends, skills and
techniques that may be bought back to the company.
• Makes employees feel more valued as they receive more quality training and
knowledge.
Conclusion:
9
With this new policy bought into the company it provides all the departments in the
company with higher skilled employees which provide:
By introducing the incentive policy and training program to Allshade and combining
the two together, our company’s intentions would be for a successful organization by:
REDUCING:
Costs
Time wastage
Low man power
Slow productivity
Material wastage
AND
INCREASING:
Strong competitors
Market shares
Increased volumes of sales
Increased profits
Increased productivity
Increased labour efficiency
Increased skilled employees
Increased time efficiency to meet targets
Being in touch with latest information, technology and ideas
10
TO PROVIDE:
Service
Professionalism
Customer care and satisfaction
Quality
V. HORIZONTAL INTEGRATION
We have found that these two policies have improved the productivity in all of
Allshades departments. The success of aligning the two policies and the effects it has
made on the departments and on the commitment and dedication of the employees is
shown below:
• HR Department
Incentives: Employees are highly motivated and satisfied. Quality of
employees and the development through incentive schemes make
employees far more productive and an asset to our company.
Training: Employees manage resources wisely, it unlocks their
potential and they realize excellence, inspiration and are more
developed adding value to the company.
• Sales Department
Incentives: Increase volume of sales due to the fact that if sales people
want to earn more money must work harder and smarter because sales
personnel usually work on a commission or an incentive basis.
Training: Employees work efficiently and effectively. Feel more
confident and self aware.
• Production Department
Incentives: Employees feel positive and are driven to work more
efficiently. There is less time wasted and productivity is increased.
Training: Product quality will be improved with less error making and
more positive self decision making.
• Finance Department
Incentives: Motivate executives to maximize the future growth and
profitability of the company with better management of long and short
term financial objectives.
Training: Resources are managed skillfully providing excellent
decision making employees.
• Marketing Department
Incentives: Due to the fact that employees are rewarded there will be
an improvement in sales and market share will increase. Give our
competitors a run for their money.
11
Training: Employees can maintain cost minimization and decrease in
production cost with an increase in profit margins
VI. CONCLUSION
The future contribution of human resource policies towards the company Allshade is
intended to create utility within the employees, therefore leading to a co-operative
working environment where employees feel comfortable on an everyday basis. By
introducing new policies results in a positive impact on the organizations’
effectiveness which thus sustains long term development. The development of
expertise in certain departments is important for the company’s success, ensuring its
growth on a continuous basis and therefore building staff to have personal attitudes
and professional skills enabling them to develop a long term relationship with the
company. With these policies used correctly within the company and in all the
departments, the organization will have more satisfied and loyal customers, better
quality products and services, with a greater growth potential.
Sustaining the right attitude amongst our employees and facilitating them to excel in
their profession will create an inspiring working environment. Unleashing our staffs
creative energy within our organization will contribute in making Allshade a leading
shadenet carport manufacturer and shadenet material distributer with an increase in
turn over and with a higher level of customer satisfaction.
Higher levels of safety will be maintained within the company, will be proactive in
conserving the environment and will be recognized as an excellent business
organization.
12
VII. BIBLIOGRAPHY
Internet sites:
13
14