Solution From the financial and non-financial analysis of the Yu group, in order to be ranked in the FTSE 100 Company, they need to expand their scope of operations and equally target to provide oil and gas products to the government and also private citizens in the UK. Currently, the organisation only supply electricity, gas, water and other utility solutions to business suppliers and as such does not target the government and private organisations (Yu Group PLC, 2019). Additionally, the ide...

Solution 3.0 Yu Group PLC Corporate Governance Compliance The corporate scandals such as the misrepresentation of Shell oil reserves and bursting of dotcom bubble in UK, the demand for corporate governance compliance has increased. According to MacMillan et al. (2004), corporate governance is influenced by the mechanism in which relationships with business are directed and controlled.  In regard to the Yu group, the corporate governance includes the intention of regular achievement of regu...

Question 1. Analyse the performance of your chosen company using relevant financial and non-financial ratios (5 years). Your analysis should include profit ratios, efficiency, liquidity and other ratios that you consider relevant. Section B 500 words 1. Critically evaluate the company’s corporate governance compliance and its impact on the brand and reputation as reported in the press (print, online and social media) 2. Discuss the proposed medium term financial strategies for your se...

Question The purpose of this assessment is to produce a marketing audit that would support a marketing plan. The audit should be produced for a company (or business unit) of your choice in one sector from; food retail, gaming, fragrance or charity and should focus on one country only. Assessment Task Conduct independent research using quality sources fully referenced to provide the evidence to support your analysis e.g. Mintel, MarketLine Advantage, ABI Global, newspapers, journals, com...

Solution Executive Summary This report explores ways through which an organisation can promote its grievances management system. The report is centred on the consultancy for an organisation that has reported opportunities for employees to raise a tribunal or grievance, but the business is not interested. Also, the employees are working more hours per week than required. This report proposes a tighter grievance approach that comprises of six stages. These include attempting the informal process...

Solution Executive Summary This report examines the relationship between employee relations and organisational performance. Also, the impacts of employee relations on staff engagement and commitment are explored. Drawing from the analysis, it is apparent that employee relations, which entail the relationship between the employee and employer, transcend the simple link to include other factors such as performance management and employee engagement. These factors are crucial in establishing a su...

Solution Global organisations are tasked with understanding how the employment laws differ across jurisdictions. This demonstrates the global human resources practices. In an international environment, the human resources management (HRM) concepts, including staffing and employment relations, should demonstrate an understanding of the role of diversity in the workforce. According to CIPD (2020), the term employee relations replaced industrial relations in promoting the interaction between the...

Solution The workforce is a critical part of the organisation. Notably, employees require a supportive working environment that is characterised by profound communication and relationship with leadership and management. This ensures the individual is motivated and satisfied with the job. Employers, therefore, need to manage workplace relationships to ensure smooth running of the firm’s functions. Employee relations entail the organisational endeavours on managing the relationships between emp...

Solution 5RST Part C 2.1 Principles of Effective Workforce Planning and the Tools Used in the Process Workforce planning is defined by CIPD (2019a) as an initiative intended to ensure an appropriate number of people possessing the right skills are engaged in the right positioning and at the right time. This is intending to deliver set short and long-term organisation objectives (see figure 1). Figure 1: Workforce Planning Phases The principles of workforce planning include; A...

Solution Labour Market Trends making it hard for a company in recruiting and retaining staff needed and developments changing the situation According to CIPD (2019a), the labour market trends are identified as the indicators of labour market activities which are applied to shape the scope of the extent in which organisations practice recruitment, retaining and individual development. For instance, taking into account the UK labour market, there exist a gradual increase in the qualified s...