Customer And Competitive Analysis Icelandic Glacial Marketing Essay

Customer And Competitive Analysis Icelandic Glacial Marketing Essay Icelandic Glacial is a Brand of Bottled Natural Spring Water from Olfus, Iceland. This company was established in the year 2004 and its headquarter is in Hlidarendi, Olfus, Iceland. The company is a sole proprietor company and dealing with the production and selling of the bottled water across the world. With its initiation, the company started the business in Iceland only and in the year 2005, it started exporting the branded bottled water to various other countries like USA, Germany, France, Mexico, UK and Canada. The company has very strong credentials and the bottling plant and the product finished by the company is accredited by NSF International. According to the company, customers buy Icelandic Glacial as their best choice because of the source of unparallel purity which is free of contamination, high quality bottle design which is absolutely recyclable; it is considered to be affordable luxury, it is environmentally friendly and last, but not the least, it is NSF certified. Target market for the product/service in the home market Home market for Icelandic Glacial Packaged drinking water is Iceland from where the product is produced. Target market for Icelandic Glacial is mainly schools and college canteens, various offices and households (especially bigger bottles), several grocery stores, etc. If segmentation of the target market of Icelandic Glacial is done, there are mainly three segments that can be identified clearly. These are as follows: Foreign tourists: These are the people who really do not like to drink the normal water from anywhere because of the health safety purpose. Domestic tourists: These are the people who really do not waste time in finding water from here and there and would spend money and devote their time in roaming around. Health conscious people and fashionable people: These are people who do not like to drink normal water ever and give priority to mineral water. Mineral water has also become a brand recognition as several people consider it a symbol of high class. Especially, people of age group 20 to 35 years is the main target market for Icelandic Glacial in the home country i.e. Iceland. The main motive of Icelandic Glacial was to produce high quality bottled water not a low quality product which most of the other companies produce. Brief summary of the products/services competitive strategy, marketing program, and positioning in the home market Competitive strategies of Icelandic Glacial Competitive strategies of Icelandic Glacial include a high focus on packaging quality and a cautious placement of the product as a preferred brand in the market. However, the company had a spoilt image in other countries, not because of its product quality but a spill-over effect of the bad name associated with Iceland. This had given a huge advantage to the competitors. To overcome this problem, the company came up with a different bottle with an art work on it and it really worked. It looked as if there is an ice formation on the bottle which really attracted the people. It created a landscape kept in the shelves of the stores just through change in the style. Marketing Programs of Icelandic Glacial In order to get an edge in the market, the owner of the company used his contacts in the business and the film industries which resulted in Icelandic water to be present in every party and even at every film festivals (Birchal, 2007). Promotional video has been on the website of the company with two very beautiful women showing the bottle of Icelandic Glacial on the main page of the website to attract customers Marketing Positioning of Icelandic Glacial Icelandic Glacial positioned the packaged drinking water in the market through various successful marketing strategies. In order to position the product in the market, the company used some very powerful slogans such as: Icelandic Glacial is the purest water; it is eco-friendly; it is certified by NSF; the bottles have the best physical structure; etc. Evaluation of the marketing program: S.W.O.T ANALYSIS There are more of strengths of the marketing programs which have been implemented by the company than its weaknesses. Strengths Icelandic Glacial is the purest bottled water in the world; It is eco-friendly and has zero carbon footprints; It is certified by NSF; the bottles have the best physical structure and are recyclable; Company has gained recognition in the global market; People got very much attracted by the bottle designs It was seen in the film festivals which really helped a lot to increase the sales of the product Weaknesses Company had to spend a lot of money to gain the recognition in the market Company has not established vast and firm global presence; Company has no presence in the UAE beverage or bottled water market. Opportunities UAE is a very rich country with very high per capita income; Large and very active demand for quality bottled water Unsaturated market expansion possibilities to other GCC countries Threats Competitors in the market size and strength Government protection of domestic suppliers Company Analysis for ENTRY market Analysis of the companys capabilities in entering new market Icelandic Glacial is marketed and distributed in large countries such as the USA, Germany, France, Mexico, UK and Canada. The company entered US in the year 2005 where after being a bad reputation of water being associated to Iceland, company made a stunning reputation. At present scenario, American company, Anheuser-Busch has around 20 percent stake in Icelandic Glacial. Icelandic Glacial is capable of producing 30,000 bottles in an hour. A separate type of distribution takes place in Canada, UK and Netherlands. Recently, Icelandic Glacial entered into the market of China. This packaged drinking water is known for its purity and zero carbon footprints and very much renowned in Europe and North America. It is now entering into the beverage market of China to increase its footprint all across the world (Icelandic Glacial Enters China Beverage Market, 2010). China Water and Drinks is the company which is the subsidiary of a US company Heckmann Corporation Inc. which is taking the responsibility of distribution of Icelandic Glacial in China. It is distributed to all the mentioned companies by various very renowned companies in the sector of water supplies. With such a huge and increasing global distribution and recognition as the purest bottled water in the world with zero carbon footprints, Icelandic Glacial has the capable of launching its product successfully in the UAE which could prove a big market for Icelandic Glacial. UAE, being one of the fast developing countries of the world can easily welcome the product with a huge sale all across the country. There is a huge opportunity for Icelandic Glacial to enter the UAE beverage market and compete with the existing products in its field. Icelandic Glacial could find UAE to be a very successful place like the USA. Identification of the business model Business Model which can be used by Icelandic Glacial for expanding its business in UAE is Distribution Business Model in which the company which has started its business from Iceland, and expanded its business to various countries of the world by distributing its product in the foreign market. UAE will be the next foreign branch of the company in which it will expand its distribution services. Main cost drivers for Icelandic Glacial in UAE for setting up its feet in the market could be huge promotional cost, plant setting up cost, cost of distribution channels, etc. Customer Analysis for ENTRY market Identification of 360-degree profile of customer segments There are almost every company which has its office in UAE and huge number of hypermarkets and shopping complexes. Regular Population Foreign tourists Customer Characteristics Demographics 7.5 Million 10 Million per year Psychographics Treat it as necessity and many treat it as hygienic Do not trust on regular water Location Urban as well as Rural Urban and sub urban Purchase Characteristics Purchase Occasion Very often (purchase it as a regular product) Almost regular Benefit Sought Value in the market Value in the market Product Usage hygienic concerns Necessary Product Evaluation of potential segments and selection of target market Potential Segment for Icelandic Glacial in UAE bottled water industry could be huge numbers of foreign tourists coming, increasing population in UAE. College and school canteens, health conscious people, offices, households, etc can be considered as the target market for the company. Volume potential Bottled water business in the country accounts for more than 40 percent of the total drinking water which gives up a business of AED 570 million (UAEs Bottled Water Industry Set to Sustain Growth by Boosting Capacity, 2009). Demand for drinking water in the country is going to increase in future due to increase in population and tourism. Present companies, for example, Al Ain is planning to expand its business in UAE. This means that there could be a huge projected growth for Icelandic Glacial in the country once it finds a good place in the market. Most of the well established brands in the country produce 15,000 of 1.5 l bottles in an hour. Thus, we can assume that at the starting we could produce 5,000 to 7,000 and in future could easily compete with the competitors. Margin potential The industry is not that price sensitive but price should not be very high or very low. It should be kept as the industry average. The industry average for 1.5 liter packaged drinking water in UAE is between AED 5 to AED 7 for a 1.5 liter bottle. Persuasion potential There are a huge number of competitors in the market like PepsiCo Aquafina, The Coca Cola Company Kinley, Nestle Purelife, Masafi mineral water, Al Ain Mineral water, Gulfa, etc which absolutely satisfy the needs of the customers with Al Ain being the topper in the list with 40 percent share in the market. I would highly recommend Icelandic Glacial to enter into UAE market because there is high need of water market in the country and this is also a fact that almost 40 percent GDP of UAE is based on this business. In spite of the fact that there is a high level of competition in the market, but still market is so high that surviving is very easy. But in order to gain a considerable amount of market share, it is necessary for the company to pursue the customers to buy the product which could be done by high level of promotion of Icelandic Glacial in the local market as taglines like the purest water on earth, etc. Identification of value drivers for the target market Benefits: UAE is a country where there is a huge need for drinking water. It is a market which earns the highest per capital income from packaged drinking water as compared to any other part of the world. Point-of-resistance: There will be huge competition in the market. Almost each and every international brand is present and along with that there are several big and small local brands as well. Industry and Competitive Analysis for ENTRY market Industry analysis Product i.e. Bottled water market is in the maturity stage and this is the reason that Icelandic Glacial is confident enough to enter into the market and get a considerable amount of success. But as the product is in maturity stage it is really difficult to gain a huge amount of market share as there are still companies who have made their brands for the past many years. Porters Five Force Model Bargain power of the Suppliers: It totally depends on the geographical location of the country. There is a huge problem of drinking water in the country as there is inadequate supply of water. Substitute Product: Cold drinks, tea, coffee, juice, etc. can be considered as the substitute products Bargain power of Buyers: Customer has a lot of choices in the market as there are a lot of brands of packaged drinking water exist in the current market New Entrants: Market is in its maturity stage, hence there could be just entrants in the market Rivalries: There is an oligopoly competition in the market as the market is in maturity phase (Bottled Water Industry and Competitive Environment Analysis, 2009). Identification of major competitors and the competitive strategy used by each Major competitors for Icelandic Glacial in UAE could be PepsiCo Aquafina, The Coca Cola Company Kinley, Nestle Purelife, Masafi mineral water, Al Ain Mineral water, Gulfa, etc. Strategies Used by each PepsiCo Aquafina: This Company uses natural and underground water which makes it different from the other brands available in UAE Nestle Purelife: Purelife is imported in the country from Saudi Arabia and it promoted with a statement on it label that Purelife is water coming from natural spring and deep well. Masafi mineral water: This is a local company in UAE which is situated in Ras Al Khaimah. It positions itself in the market by its superior quality product with ISO 9002 and ISO 9001:2000 certifications. Al Ain Mineral water: Clear leader in the cities like Abu Dhabi and Al Ain with more than 40 percent share in the market. It positions itself with great quality product and high customer loyalty. Marketing audit of competitors Analysis of Marketing Program There are several marketing programs done by various brands in the country. For example, Al Ain, which is the brand with maximum percent share in the market, is sponsoring Al Ain International Aerobatics Championship of 2008 (Al Ain Mineral Water, proud sponsor of the Al Ain Air Show introduces bottle recycling programme , 2008). Misafi Mineral Water came up with a flavored mineral water in order to give customers a combination of sweet drink and pure water. There are some other efforts made by several companies for establishing their brands in the market through television ads, newspaper ads, banners, etc. All the market programs done have succeeded only because of the fact that there is huge need of drinking water in the country. Companys Ability to Support Marketing Programs Icelandic Glacial is a company which promoted its water in Film award function in the starting of its business in US. This totally implies that Icelandic Glacial is capable of doing its marketing program in UAE due to the huge organizational as well as financial infrastructure available with the country. Positioning of competitors product/brand There are a very large numbers of competitors in the market but in spite of that there is a huge scope for Icelandic Glacial to sustain in the market because of the fact that need for this product in UAE is huge. At present, there are almost all the international big banners in the field of packaged drinking water present in UAE with enormous number of local manufactures. Among them Al Ain is a company which takes the maximum position in the market with 40 percent of the marker share. Assessment of industry attractiveness and competitors strengths and weaknesses UAE is a country which is very much attractive for a business of packaged drinking water. According to some previous statistics, UAE has the highest per capita income through the packaged drinking water business. This means that market for Icelandic Glacial is to a high degree certain and there is no doubt about that. Competitors for Icelandic Glacial in UAE have the strength that they are well established in the country especially Al Ain, which has huge share in the market but these companies have the weakness that there are so many companies in this industry that it could be possible that the qualities of zero carbon footprint, eco-friendliness and purity of the water could enable Icelandic Glacial to establish a niche in the market.

The Impact of Weak System Security

In addition to this, it is not just the organization itself that can feel the brunt of the impact of weak security. Employees whose responsibility it is to ensure that there are no weaknesses an also be hit hard. Generally, it is up to managers to ensure that there are no weaknesses in a systems security; or at least to reduce the risk of negative impact/damage on the company. This means that if there is a major weakness is found in the system of an organization, managers could lose their jobs as a result of negligence etc.This then puts the managers in a situation where they are losing money, not just the company. Loss of Customers- Weak system security can also result in the loss of customers as people will not want to use a business that has problems with their security s their personal details or information may be at risk. For example, if a bank has a weakness in its security, and this weakness is exploited by hackers; then customers' information may be stolen and used to purcha se goods under their name.This goes against the organization's key responsibilities to its customers as they have a responsibility to keep their customers data safe and hidden from unrestricted access. This means that if people's data is stolen or lost then they will more than likely move to a rival organization where they think that their data will be safer. This will result in the loss of customers from the company and a massive lost in trust; possibly resulting in the loss of jobs as there aren't enough customers to make a profit for the company.Increased Costs- An increase in costs can also be incurred from the weakness in a systems security. This can be caused as a result Of needing a specialist engineer etc to come in to the company to see where the weakness in the systems security is. This may cost a lot of money as it is; and more money will need to be spent in order to get another specialist to come out and fix the problems that are there. In addition to this, customers may wish to receive mom sort of compensation as payment for the information that the company has lost about them. Or Image- A poor company image can be another nasty effect of weak system security. If a major company has even one or two system weaknesses it can reflect very badly on its image as people will start to lose trust in the overall protection that the company offers to its customers. A poor company image can have a massive impact on the ability for a company to make enough money to actually make a profit on the goods they are making/selling. A poor image may then result in the loss of customers and earnings from the many.It is therefore vital that the company ensures that there are no weaknesses in its security so that their company image stays strong. All of the above impacts can be related to the organizations key responsibilities to their Customers. The Organization has a massive responsibility to ensure that all of their customers' personal data is kept secure, and that o nly the people who are authorized to access it are able to and only at the right times. This links in with the data protection act of 1998, as companies must provide suitable means of protecting customers' data.

Developing Yourself as an Effective Hr Practitioner

Developing Yourself as an Effective Human Resource Practitioner The CIPD Human Resources Profession Map The CIPD is the professional body for those working within a HR related role, to â€Å"manage the employer-employee relationship and align an organisation’s culture with its people† (CIPD). Researched through collaboration with business leaders the CIPD has developed a map of the activities, knowledge and behaviours required by the different HR roles to meet current business needs (diagram 1).The map consists of ten Professional areas, four Bands and eight Behaviours. Each area has an extended definition to clarify the key requirements of people who work in that area. Diagram 1 Diagram 1 At the core of the map lie ‘Insights, Strategy and Solutions’ and ‘Leading HR’. These two core elements are considered key areas as they extend across all the elements of the HR profession. Also read: HR Profession Map EssayInsights, Strategy and Solutions relates to the need for a successful HR professional to present and develop strategies and solutions based on a firm understanding of the business, it’s internal environment (vision, values, culture, structure and strategy) and its external challenges (competition, world economy, work/life balance, changing demographics of its workforce, changing legislation etc. ) It demonstrates the profession as a recognised business discipline with people and the organisation at its heart.Leading HR is defined as providing ‘active, insight-led leadership: owning, shaping and driving themselves, others and activity in the organisation’ (CIPD). Great leaders can be found across three main areas of leadership – personal leadership, leading others and leading issues. The ten Professional areas relate to the different roles within HR profession e. g. the requirement of someone operating within an Employee Eng agement role is defined as being responsible for ensuring â€Å" †¦ ll aspects of the employment experience – the emotional connection that all employees have with their work, colleagues and to their organisation (in particular line manager relationship) is positive and understood, and that it delivers greater discretionary effort in their work and the way they relate to their organisation†. The four bands of professional competence define the different levels of work activities and the corresponding responsibilities within each professional area, ranging from administrator to board level.Within the HR Map there is also a useful section on the knowledge and . activities required to transition from one band to the next. Finally the eight behaviours describe how the work activities should be carried out within each professional area. The Agency The Agency, despite being less than two years old, has grown from a team of five to 21 employees – 15 Consultants an d six Compliance Officers. The office is very fast paced and competitive, with Consultants urged to secure new posts for high calibre candidates as quickly as possible.Prospective candidates are invited to come into the branch for a registration interview, where they meet the Consultants who will try and place them within schools. Vivien is an experienced Compliance Officer, supporting three Consultants on her pod. Her role is to meet and greet new candidates when they come in for the registration interview, and check they have supplied the necessary paperwork to meet strict safeguarding guidelines before handing them over their consultant for interview. She works alongside Hans, the lead consultant in her pod.They have a very poor relationship, arguing frequently and demonstrate very little respect for each other’s point of view The Candidate proves to be outstanding and Hans manages to place the candidate in a school within two days. Hans is overjoyed and celebrating loudly in the office, at which point Vivien points out to him that she has Vivien has not completed all the necessary vetting procedures so the candidate does not yet meet the safeguarding requirements to begin work. Hans must now contact the school and delay the candidate’s start date, which inconveniences the school and reflects poorly on the agency.HR CUSTOMERS Consultants Need to meet targets to place high fully vetted high calibre teaching staff in school Consultants Need to meet targets to place high fully vetted high calibre teaching staff in school Managing Director Needs to ensure the company’s strategic objectives are met Managing Director Needs to ensure the company’s strategic objectives are met EMPLOYEE RELATIONS OFFICER EMPLOYEE RELATIONS OFFICER Compliance Officer Need to process high volume of new candidates quickly and accurately Compliance Officer Need to process high volume of new candidates quickly and accurately Diagram 2) (Diagram 2) HOW TO PRIOR ITISE NEEDS ‘Customers do want an HR function with strategic business impact, but this is about solving problems that are strategically important for the business, not about separate HR strategies’ (Hirsh et al) As a result of this lapse in correct protocols the school has threatened to end their contract with the agency, which would have a big impact in the revenue brought in by the pod. Hans is a very successful consultant, and part of his success he will interview a high volume of candidates, averaging 6 interviews per day.Hans has accused Vivien of not processing files quickly enough, letting them pile up on her desk. Vivien responds by telling them she can’t process files when she’s interviewing candidates consistently throughout her day for all three consultants. Vivien has asked in the past to change pods as hers is the most successful so she feels overworked whilst the other Compliance Officers are far less busy. The issues identified in this scena rio are a breakdown in communication, imbalance of workload, and damage limitation to one of the agency’s clients.They order in which they are prioritised – their significance, importance and urgency – must be taken in view of the company’s organisational needs and requirements. When faced with such competing priorities, Stephen Covey’s Grid is a useful tool. In this scenario addressing the school’s needs will fall into Quadrant 1, whilst addressing the poor relationship between Hans and Vivien may fall into Quadrant 2. Good communication is the lifeblood of any successful organisation, the results of which can be detrimental (as in the above scenario).There are many ways of communicating within an organisation, and the method and significance of the message can often determine the best method. TYPE OF COMMUNICATION| ADVANTAGE| DISADAVANTAGE| ELECTRONIC| Provides a record for referral follow-up| Can be impersonal and open to interpretation. | WRITTEN/ POSTER| Easily accessed and visible| The Sender does not know if the communication is received unless a reply is required| VERBAL – FACE TO FACE| Allows immediate feedback | Poor communication ability can interfere with how the message os received. Key elements in providing an effective HR Service. Having an understanding and awareness of the strategic purpose of the company will enable the HR professional to operate in an advisory or educational role, assist in decision making, be proactive by applying an overseeing (or policing) role. Senior managers particularly look to the HR function to have an independent, and challenging, view The key elements of effective HR as identified as: Effective service deliveryChallenges the way in which things are done, to find solutions that are better, cheaper or faster as well as an administrative role in implementing relevant processes and practices. Handling and resolving complaints, informal methods, formal methods, appeals a nd escalation (if required) Effective HR services for employees are seen as supporting, not diluting, the responsibility of the line for people management, and the ability of HR to coach line managers, especially around managing performance, is highly valued.Reinforces the compliance role of the HR/personnel function (both legally and ethically) when it is necessary Building and maintaining good relationships A HR professional needs to have its finger on the pulse of what employees are feeling and how well they are working, balancing the interests of employees with the needs of the business. Delivering service on time with any budget implications Affective time management skills, keeping interested parties ‘in the loop’ Dealing with difficult customers Continuous Improvement Keeps in touch with their ‘customers' through networking in order to understand the business better, reacts to feedback and proactively develops (or contributes to the development of service i nnovations which yield ‘customer' advantage in order to provide continuous measured improvement (Kaizen concept).References: CIPD – The Truth about HR http://www. cliffsnotes. com/study_guide/Methods-of-Communication. topicArticleId-8944,articleId-8919. html Employee communication – Richard Croucher, Human Resource Management , A case study approach Michael Muller-Carmen, Richard Croucher and Susan Leigh. 7 Habits of Highly Effective People, Stephen Covey ï » ¿Developing Yourself As An Effective HR Practitioner I am doing this HR course to further my career at work. I am supervisor.I am involved in HR in my job, as we do not have an HR department. I work with my Manager at present to help conduct annual appraisals, disciplinary procedures and inductions. I have also been involved with redundancies.We are a medium sized company, which has expanded since I joined in 2000 but as we are growing we feel the need to have 1 person to take on the HR role so that all staff have someone official that they can go to with any problems that they may have.HRPM: this is an easy to use table containing behaviours, professional areas and bands of competence. It allows users to assess their capability in the HR role they have chosen – whether it is general or specialist.The two core professional areas are insights, strategies & solutions and leading HR.As an example of insights in my role at work there are quite a few members of staff who are nearing retirement age and will retire within around two ye ars of each other so we will be losing all the experience and knowledge that they bring to their roles within the business whether that be manufacturing cables or within our quality assurance department, So I have suggested that we employ younger people who we can train working closely with these people so that their knowledge can be passed on. This has been proven to work as we have two members of staff who joined us around 6 years ago straight from school and are some of our best operators as we have trained them in the way we work.The core of the map is about developing an understanding of the organisation that the user is working in, clerk of the works, contracts manager, and architect.Performance and reward – this allows individuals within a work place to use their own skills, behaviours and experience by using a reward scheme such as bonuses.Learning and Development: Build individual and organisational capability and knowledge to meet current requirements – in ma ny industries it is necessary to train an re-train employees as companies become more diverse to keep up with competitors for example, at my place of work we are starting to build completely different types of cable harnesses to what we would have been building one year ago so there is a lot of re-training required for all shop floor staff.Band 1 of the HRPM is most essential in the company I work for, as it is customer orientated.When I am doing the HR role full time my main customers will be shop floor staff although I will be working for others such as Engineers, Our Receptionist and the Managing Director.There are 8 behaviours on the HRPM.Curious: This person is open minded and focused on the future of the business they are in, inquisitive and is always thinking of ways to add to their organisation, focused on the future of the business they are in and is always thinking of ways to add value to their organisation.Decisive Thinker: This person takes in data and information and is a fast learner. They use the information they receive in a structured way to identify options and make recommendations.Skilled Influencer: This person can influence stakeholders to gain commitment and support within the company/industry they work within.Personally Credible: This person uses professionalism to bring value to the whole company they work in including stakeholders and peers.Collaborative: This person works very well with other people within and outside of work.Driven To Deliver: This person is determined and resourceful and uses these skills to deliver the best results for their company.Courage To Challenge: This person will speak up for what they believe in even if confontated with resistance and unfamiliar circumstances.Role Model: This person always leads by example, has integrity and independence and balances personal organisational and legal matters very well.Activity 2In my HR role, I have 4 main customers. These are shop floor staff which includes inductions for new members off staff, Engineers and Our Receptionist. Shop floor staff: I sit in on (and will conduct) appraisals. We have a written assessment, which the shop floor staff must fill out before attending the appraisal. This includes questions about personal development. In the appraisal we discuss the types of work they would like to do in the future, any pay/skills upgrades they may be getting and when they can expect to get them by. We also discuss any problems they may be having although we always encourage them to come to us (our manager, the other shop floor supervisor or myself) with any problems as they come up rather than waiting for the appraisal.The shop floor manager currently  conducts the appraisals and I sit in on them and take notes then type up all the outcomes of the appraisal with a copy to be given to the employee. I conduct Return To Work interviews for employees who have had any unauthorised absence(s). This is conducted using a form with set questions asked and recorded by my-self about the nature of the absence. The Employee and myself then sign it and it is then scanned into their personnel file. I have sat in on and taken the minutes for redundancy meetings. I have had a limited role in these. As well as taking minutes, I am there for moral support, as I know all of our employees personally due to My job as a supervisor and the number of years I have worked there.Engineers:When I am a full time HR practitioner, I will be able to support the engineers with any problems they may have with other members of staff such as conflicts about the way the engineers plan jobs and the way they are actually built on the shop floor. This can be an issue for both the engineers and shop floor staff as the engineers quote the times for each job but they are not always accurate so this means that the shop floor staff may appear to not build cables in the allocated time.New Employees:I will be conducting all inductions for new Employees – This i ncludes a walk around the factory introducing them to key members of staff such as our other supervisor, first aid, fire marshals and the other members of staff who they will be working closest with. I will also show them the fire exits, evacuation points and show them the fireboard with everybody’s names on. I will tell them when the fire alarm is tested and register them on out hand scanner, which clocks everyone in and out of the building and is also used for payroll. I will show them where the toilets are and what times their breaks and lunch breaks are. New Employees have to read our health and safety handbook thoroughly.Conflicting Needs:I prioritise these by consulting with my manager and shop floor staff so that I am able to decide what to deal with first. For example, I would deal with a conflict between two or more employees by speaking to them separately away from their normal work environment and if appropriate, I would get them together to talk about the problem. This would take priority over an appraisal or other day-to-day activity.Communication:I use email to communicate at work. The advantage of this is that everything that is said between Myself and the person I am communicating with is in writing and can be referred back to if necessary. The disadvantage of this is that if it is something urgent, the person I am communicating with may not see the email straight away, as many members of staff are not desk bound. Verbal communication: this has the advantage of getting the message across immediately and being able to get an instant reaction both verbally and assessing through their body language. The disadvantage of this is that you would not be able to accurately refer back to the conversation at a later date, as verbal conversations are not always accurately remembered.Printed memo:I use these to communicate anything I need to tell the whole shop floor as they do not have access to email in their workplace. The advantage of this is tha t I can carefully think about and word the memo exactly how I want it to be put across. It is also good because it is in writing and can be referred back to at a later date. The disadvantage is that I cant always get an instant reaction to it as everyone gets it at the same time so will not necessarily inform me of any feedback unless I ask them.An example of all the above methods of communication is that when we unfortunately had to make redundancies some time ago, there was a memo given to every member of staff from their manager to let them know that everyone was at risk of being made redundant. My Manager and I then had to liase with our legal specialists via telephone and by e-mail. We then sat with each individual and let him or  her know if they were being made redundant or not. We felt that sitting down with everyone individually, they would be able to speak about any concerns they had whether they were being made redundant or not.

Environmental Concerns Of The Energy Industry - 1495 Words

Over the past 70 years, energy use and energy sources alike considerably shifted in the United States. With these shifts, the environmental concerns associated the energy sources changed as well. Whether it meant regulating coal use to minimize air pollution or funding alternative fuel source research, the government has played a significant role in how the energy has been used. In addition, worried consumers attack the industries by rallying for them to eliminate pollution. This dual sided advance on the energy industry sometimes leads to slow advancement, such as the case with nuclear energy. Typically, energy policy has shifted to minimize the effects on the environment. However, there were situations in which the government actually†¦show more content†¦Not long after the clean air act and the environmental impact standards were passed, the Arab countries placed an embargo on petroleum products to the United States. This was due to the United States’ support of Is rael. As a result of this political debacle, the United States actually began ordering electrical utilities to continue or resume using coal as a source instead of petroleum. Although only 15% of electricity produced in the US at the time originated from petroleum products, this was still the use of more than 1 million barrels per day. Eliminating this use of petroleum would allow the United States more independence from the world oil market. Clearly, this contradicted the clean air measures put into place in 1967. However, after the embargo was lifted, the government provided large new amounts of funding for alternative fuel sources. Among the energy sources they were researching was nuclear energy. Although a very clean source of energy with regards to carbon emissions, concerns about radiation emissions exist when discussing nuclear energy. 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