Human Resource Management of Bath & Body Works : Bath & Body Works, LLC, is an American retail store under the Limited Brands umbrella. It was founded in 1990 in New Albany, Ohio and has since expanded across the United States and Canada.[1] It specializes in lotions, bath items, personal care items, and home fragrances.

The company launched both a seasonal catalog and a website in 2006. In November 2006, Bath and Body Works launched its first television commercial advertisement.[2] Net sales as of January 28, 2006, were US$2,285,000,000, significantly higher than all other Limited Brands, except Victoria's Secret.

In July 2008, the company announced that it was opening six locations in Canada. With the company acquiring Canadian-based La Senza, they felt it was the opportunity to move into a growing Canadian market, with The Body Shop being its main competition.[3][4]

In January 2009, they introduced the new packaging for the Signature Collection. The labels have also changed for the Signature Collection bodycare products, as well as the Slatkin & Co. and Bath and Body Works Signature home fragrance scents, including plug-in Wallflowers, Scentports, candles, room sprays and fragrance oils. They have also begun offering shipping to Canada. Bath and Body Works operates more than 1,600 stores

‟s is divided in to five regions in the world, which are further divided into sub regions. As this organization is internationally owned, so all its decision is taken from the head office, but they are somehow changed to suit the different cultural backgrounds of the region. As an organization is known by its well groomed and intelligent staff at to support and maintain its best quality at every level, So is also very careful when hiring for an employee. For that reason, its HR department is very efficiently working to make sure the best is hired. Here 95%of the workforce is restaurant based while 5%of it is in the official running of the organization.

is a responsible company, who believes on EEO laws and is an equal opportunity employer committed to a diverse work force. might be a global business but it is made up of individuals, Equal Employment Opportunity Laws everyone of whom brings their own unique skills and qualities to the team. There is no limit to how far you can progress here without gender discrimination.

As HR activities grow in scope and complexity, many duties, such as recruitment and selection, performance appraisals, training, Job Analysis: discovering unassigned duties are delegating to the HR department. But HR specialist does not know the details of job as well as operating managers do. Knowledge about job and their requirement must be collected through a process known as job analysis.

Position : Assistant Manager - Marketing Vacancy Location: Lahore Candidate Profile: MBA / MBIT with specialization in Marketing must be willing to travel. Must have 2-4 years of experience in the areas mentioned below preferably from the retail industry. Job description: Identify priority restaurants, develop sales building plans and evaluate results for priority restaurants, map business opportunities and challenges for restaurant, event marketing, assist with the development of mini-market marketing plans, provide input on marketing needs from customer viewpoint, monitors the proper execution and impact of all marketing activities.

Job Analysis in ‟s:

As job analysis is the process to understand the responsibilities of the job and in ‟s it is done in these different ways: Questionnaire Employees fill questionnaires in every 2nd month to know the performance of the restaurant so that information about duties, responsibilities and activities of a job can be gathered. Observation Observation is also a way to gather the information about a job and to achieve different satisfaction levels. Once the firm has determined its staffing needs, it takes every possible step to hire the best employees so as to fill the available

The rapid and ground-breaking developments in technology and globalization and the development of a knowledge-based economy over the past few decades have necessitated tremendous, concomitant changes in the human resources (HR) space.

The role of HR management has changed significantly in the modern business context. What was better known as Industrial Relations/Personnel a few decades ago began to be called HR, and is today becoming better known as Human Capital Management (HCM). This, however, is not merely a change in euphemism for the department that manages employee-related issues—it is representative of a significant metamorphosis, or evolution, of the HR function into an entity that is increasingly being considered a strategic part of organizational development and success. The previous HR focus on process and administration of the organization has now shifted to employee engagement and obtaining the most effective performance from employees. Thus, enhancing human capital is the future face of HCM.

The most significant factor that has contributed to this change is the transformation of the nature of work itself. Over the span of just a few generations, society has moved from being largely agrarian to industrial to knowledge-based. Thus, from a requirement for manual skills, we have moved to the need for knowledge (the sum total of a person's experience, education and expertise).

Let us define the HR executives of the future—they need to be proactive handlers of the global talent pool, knowledge experts on talent sources, coaches to the organization on linking business outcomes to human capabilities, managers of organizational partnerships (outsourcers), facilitators of organizational transparency to all stakeholders and teachers to incoming talent (which means that they are likely to themselves be highly educated individuals)
 
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Advantages of Human Resource management

1) Manage the conflict of employee

2) Maintain internal communication

3) Helps to build healthy environment
 
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