Analysis of the effects of recruitment

Analysis of the effects of recruitment This Report will analyse and reflect different aspect of recruiting, training, motivating and rewarding staff in Marks and Spencer. One of the Biggest challenge in any business is recruiting, motivating and retaining employees. This is also true for Marks and Spencers recruitment procedure. To analyse the recruiting, training, motivating and rewarding staff in Marks and Spencer the following points are discussed in this report. Method use by Marks and Spencer for Staff recruitment, training, motivation and reward system. Marks and Spencers strategic fit with its current HR practices in the design and delivery of its staff rewarding system. Identifying the current practice at Marks and Spencer regarding HRM strategy and theory. Cost implications for Marks and Spencers current HRM policies particularly in relation to recruitment, training, reward system and their impact on stakeholder. Recommendation for most appropriate and effective motivational and reward system strategy for Marks and Spencer. Suggested budget and evaluation method deploy the new and improved motivational and rewarding system at Marks and Spencer. Table of content Executive summary 1 Table of content 2 Information Gathering 3 Introduction 4 Marks and Spencers Organizational Background 5 Approach to Recruitment Planning 5 Recruitment and Selection Methods 6 Marks and Spencer Recruitment 6 Training and development 7 Reward and Performance Management 8 Discussion and Comment on Current HRM strategy and Practice 8 Cost Implication of current HRM policies 10 Recommendation and Budget suggestion 11 Conclusions 12 Appendix 13 Brief Background of Marks and Spencer 13 Structure 14 Culture 15 References 16 Information Gathering: To prepare this report several resources, tools, technique, and methods are used. Resources used in this report are from newspaper articles, reports, organizations accounts, charts, financial documents and many others. Primary information gathered from libraries as well as world wide web resources. The steps and methods used while gathering information to produce this report are: Interviews Analysing organizational charts Document overview Website surveys Research Documentation The primary document used to create this report is mainly the annual reports of Marks and Spencer. History and background of the company are gathered from world wide web and several other resources. Introduction: In this report I will be discussing Marks and Spencers general approach to employee recruitment procedure. In particular its approach to human resource planning, its recruitment and selection methods, and its rewards and performance management practices and how issues of employment diversity are managed. Firstly, I will be discussing the companys brief background, HRM strategy, culture and structure. Then I will discuss the Method use by Marks and Spencer for Staff recruitment, training, motivation and reward system, strategic fit with its current HR practices in the design and delivery of its staff rewarding system, Identifying the current practices regarding HRM strategy and theory, cost implications of current HRM policies particularly in relation to recruitment, training, reward system and their impact on stakeholder. Finally I will give some recommendation for most appropriate and effective motivational and reward system strategy and suggested budget and evaluation method deploy the new and improved motivational and rewarding system. Marks and Spencers Organizational Background: With over 120 years of strong heritage, Marks and Spencer is one of the best retailers in the United Kingdom. The organization has over 450 stores within the UK and have more than 65,000 people working for them in store and management. It also runs its business outside the United Kingdom border where it has a widespread business in places as far as Hong Kong. Now a days, the UKs retailing market has been identified by its super intense competitions. Customers are becoming more and more conscious of where and how they want to shop. They also understand what kind of shopping experience they like. This idea has made it much more difficult for retailers to survive. The end result of this was that M and S had to invent a new business plan and strategy which focused on the their business values, quality, and services. (www.thetimes100.co.uk) Approach to Recruitment Planning: Marks and Spencer use a systematic approach known as strategic planning to their human resource planning which determines its plan of action based upon the values, culture and mission of the company. It is important to Marks and Spencers employees as it helps them to understand the process of the strategic planning to see how their work objectives and individual responsibilities directly affect the companies mission. The systematic approach has six steps which are, to remember the mission, identify the opportunities and threats of the company, to determine the strengths and weaknesses of the company by evaluating employees skills, facilities and organisation structure, to forecast capabilities and opportunities by evaluating any upcoming changes before forecasting future opportunities, to develop goals and objectives and to implement the goals by evaluating the results and revising the plan as they move forward. Recruitment and Selection Methods: To match it business strategy, Marks and Spencer develops existing staff within the organisation. It also recruits managers at three different levels: Trainee managers with A-Levels undertake twenty-four months of training Graduates who join the organisation form university have twelve months of training Experienced managers who have retail experience undertake up to three months of training when they join Marks and Spencer to help them understand how Marks and Spencer operates. Marks and Spencer Recruitment: Internally by recruiting within the company which includes advertising media on notice boards either paper or electronic for example via their corporate intranet, in-house journals, memoranda to supervisors/managers soliciting recommendations and observation and word of mouth. Most of these methods they use incur little extra cost, being based on existing or easily accessible information about the candidates abilities, attitudes and so on. Externally by recruiting people from outside the organisation. Marks and Spencer use agencies for graduates of schools and training institutions such as job centres and career services. Employment agencies are another method of recruitment they use which provides temporary workers for one-off requirements and short-term cover. The Internet is a major external method used by Marks and Spencer, through online recruitment agencies. Marks and Spencers website enables people to apply online via their online application form. Marks and Spencers online application form is very convenient for a disabled person or an immigrant who would find it difficult to find work. This is because Marks and Spencer takes pride in creating jobs under the Equal Opportunities policy which makes the jobs available to everybody, whatever their ethnic origin, race, sex, age, etc. The Marks and Spencer personnel staff can use the information on the application form to create a short list of people to invite to th e interview. This form can be very useful once the candidates have been short listed too. Training and development: Once the new employee has been selected for the job, they will probably need an induction training in order to help them settle into the new job. This training at marks and Spencer goes with the basics of the employees task, as well as some background details for example the history of the business and number of employees and the range of different goods and services produced by the business. At Marks and Spencer training is not just for the new employees. Training courses at Marks and Spencer are targeted at all employees in the business at different stages in their career for example management training courses, training on how to use new machinery and technology. There are many reasons for the huge amount of training used for the employees in Marks and Spencer: To improve employee productivity. To create more efficient and flexible workforce. To increase job satisfaction and motivation of the employees. And training employees increases their chances of promotion as well. Reward and Performance Management: Marks and Spencer use reward management within their company through rewarding their employees for their efforts towards the company. Marks and Spencer has a benefits package to help attract and retain staff by the generosity of benefits offered and by facilitating career longevity and work-life balance. The benefits package includes everything from subsided healthcare and performance-related pay rewards to their employee discount. The benefits package encourages commitment to the companies own products and demonstrates corporate social responsibility by giving above statutory levels of sick pay, paternity leave, pension provisions, employee assistance and so on. Discussion and Comment on Current HRM strategy and Practice: Marks and Spencer use the theory of Maslows Hierarchy of Needs, they ask their workers to rank their needs in order of importance using a points system and then analyse their current situation against the points system. Marks and Spencer through performance management carry out regular interviews with employees to assess them for further training or promotion. This is a major motivating factor for Marks and Spencer workers and the company need to be aware that this is a possible area for conflict and de-motivation. According to Maslow, Marks and Spencers workers are at the basic or safety needs level, the aim is to make more workers want to achieve a higher level of needs such as social or esteem needs. Marks and Spencer therefore train workers every now and then to keep these workers motivated. The personnel department find out which workers need more training by keeping track records on each employee, Marks and Spencer do this to increase their skills of the workforce in general bu t to increase the skills of the de-motivated employees more to increase motivation. Herzberg (1957) devised his motivation hygiene theory which stated that two groups of factors affect employee motivation. Herzberg said that certain elements in a job motivate people to do better; he called these elements, satisfiers. Herzberg suggested that satisfiers such as achievement and recognition motivate employees rather than hygiene factors such as pay and working conditions. Marks and Spencer agree with this and have introduced performance related pay within the last few years. Employees who work hard receive a higher wage than those who do not which encourages all employees to work as hard as possible in order to gain extra pay. They also use appraisals as a form of performance management to analyse which areas the employees need to be motivated on. In many companies, appraisal takes place once or twice a year but Marks and Spencer carry it out every three months, the more frequently appraisals are carried out, the better. Performance management allows Marks and Spencer t o ensure that all of their employees are properly trained as a properly trained employee will be more confident in their job and will be better motivated to perform more efficiently. Marks and Spencers selection is based purely on talent screening, they recruit suitable individuals regardless of their age. Individuals apply online and are screened initially on a number of killer questions such as, do you have a permit to work in the UK. Those that are successful at this stage are then screened using online talent screening, this test assesses their skills and experiences against that required for the role they are applying for. Those who pass this test are then invited for an interview. They analyse data from the online recruitment process to ensure that the use of the internet does not discriminate against any particular age group. The company runs training for recruiters about new legislations; the training is designed to ensure that those individuals who conduct selection interviews do not discriminate on the grounds of age. They also ensure that the chairs of assessor teams in assessment centres are well informed about the legislations. An examination of Mark s and Spencers criterion-based selection processes shows not only the use of criterion-based selection but also the use of online selections for initial screenings; this ensures that age is not a factor, as this screening is conducted electronically without reference to the candidates age. Those candidates who are selected for interview have therefore satisfied a number of criteria for the job without their age being known. The use of trained assessors and the provision of training on age for recruiters also minimises the likelihood of age being used as a factor in the selection process at interview or assessment centre stages. Cost Implication of current HRM policies: Marks and Spencer has a diverse range of employees committed to an active Equal Opportunities Policy. This covers their recruitment and selection procedures as well as its training and development, appraisal, promotion opportunities and retirement. They promote an environment free from discrimination, harassment and victimisation which they work hard to ensure everyone receives equal treatment. All the decisions they make relating to employment practices are objective, free from bias and based solely upon work criteria and individual merit. Not only are they responsive to the needs of their employees and customers but also take pride in the role they play in the community because of this they value diversity highly and it is important to them that they recognise and make full use of the wealth of talent they have within their organisation. Marks and Spencer places a lot of emphasis on developing initiatives and procedures that ensure equality for every member of the Marks and Spencer team. Marks and Spencer has a responsibility under UK domestic and European legislation to ensure the health, safety and welfare of all employees, customers and contractors on their premises. Managers have a responsibility to ensure that employees are aware of health and safety regulations and the requirement to report all accidents and dangerous occurrences to the appropriate person/department. Marks and Spencer operates a system that ensures workplace health and safety is safeguarded and they provide a range of occupational health services to their employees. Marks and Spencer abide by the legal framework on selection. The legal framework on selection states that application forms should not include questions which are not work-related (such as marital or domestic details) unless they are asked of all applicants. Marks and Spencers application form only asks questions based on what is needed for the job. Recommendation and Budget suggestion: Marks and Spencer deploys a systematic steps to their human resource planning known as strategic planning which set forth its plan of action based upon the values, culture and mission of the company. It is very important to Marks and Spencers employees as it helps determine them to understand the process of the strategic planning to see how their work objectives and individual responsibilities directly affect the companies mission. The systematic approach has six steps which are- To remember the mission, Identify the opportunities and threats of the company, To determine the strengths and weaknesses of the company by evaluating employees skills, Facilities and organisation structure, To forecast capabilities and opportunities by evaluating any upcoming changes before forecasting future opportunities, To develop goals and objectives and to implement the goals by evaluating the results and revising the plan as they move forward. Because of these Special HR planning approach used by Marks and Spencer, their recruiting, training and rewarding system is very highly effective. Thats why I think there is not much of recommendation left for Marks and Spencer to implement. The most effective approach they can take is to tweak the online recruitment methods and the advanced training facility upgrade. Because of their efficient HR planning and recruitment policy Marks and Spencer do not have to increase that much of their budget to recruit, train and motivate their human resources. So the even if they deploy new strategy for HR recruitment policy Marks and Spencer will be evaluate these thing within limited budget. Conclusion: In conclusion Marks and Spencers overall approach to employee resourcing is one that focuses on attracting and retaining the right people they need to be successful by offering employees competitive rewards and benefits and providing their employees with guidance and information about their values. Also focusing on attracting and retaining people from a culturally and socially diverse workforce that allows them to recruit the best people from a wide pool of talent, marks and Spencer also is concerned with ensuring that the health and safety of their employees and people are protected by well managed systems in all their places of work which all these concerns reflecting within their companies strategy. Appendix: Brief Background of Marks and Spencer: With over 120 years of strong heritage, Marks and Spencer is one of the best retailers in the United Kingdom. The organization has over 450 stores within the UK and have more than 65,000 people working for them in store and management. It also runs its business outside the United Kingdom border where it has a widespread business in places as far as Hong Kong. Now a days, the UKs retailing market has been identified by its super intense competitions. Customers are becoming more and more conscious of where and how they want to shop. They also understand what kind of shopping experience they like. This idea has made it much more difficult for retailers to survive. The end result of this was that M and S had to invent a new business plan and strategy which focused on the their business values, quality, and services. (www.thetimes100.co.uk) Marks and Spencer invented a promotional campaign that stated Your MS. This helped the organization to connect with the customer and the heritage of the organization. It also connected the business in the minds of buyers with 2 other values, trust and innovation. Their revamped and new business policy focuses on 3 main areas: Ensuring value for money products that consumers want. Development and Training brought new skill sets which help to add more value to its services and products, for example by reducing costs of products, this ensures Marks and Spencer to keep prices very low to really benefit the consumer. Improving the work environment within the organization, by having improved skills in sales and stock management means that staff can use the store to better advantage resulting in higher sales and profitability. Ensuring good customer experience, to look after customers if staff have improved communication skills, this can have a profound impact on customer experience. These simple changes have established a business environment with more challenges for MS Staffs. Managers had to prepare Staffs for whatever role they play in this new environment. The answer was to create new career paths for member of staff through training and development at Marks and Spencer to help staffs cope with the challenges they faced and build a career path for them. It is an important part of the Marks and Spencers business plan to attract, train, develop and retain a greater pool of talented individuals in all levels within the organization. The level of rewards and benefits they are able to offer is a key factor in successfully achieving this objective. The organization sets out to provide highly competitive salaries and benefits for all its employees consistent with its growth, strategy and increasingly international territories. Structure: Marks and Spencers has a flat organisational structure. The business lost a number of layers of authority through decentralizing which means that staff throughout the business have more responsibility. This enables them to make quick decisions and justifying actions that have been taken. (www.thetimes100.co.uk) The new structure led to a need in more training. In a flatter organisational structure, many employees have bigger jobs. There are higher expectations that staff can contribute more to its organisation. Marks and Spencer keeps its staff well-trained and able to respond to the businesses needs. There is also a need for succession management, when individuals either retire or move from one job to another Marks and Spencer management plans their replacements so that experienced staff with the right skills and competencies are selected. Culture: Marks and Spencer has a theory Z approach to its culture environment. The main aspect of a theory Z organisation is the test of collaboration between employees and managers. Businesses that successfully implement a theory Z approach to its culture find that employees have a sense of belonging and involvement. Views are shared across the organisation and from this shared norms and values emerge, which help the organisation to improve and move forward. (Ouchis theory Z culture)

Green Mountain Coffee Roasters and Keurig Coffee

How government political system and economy influence each other? There are many countries in a world, and each country has its specific government system, also different government systems leads to diverse economic results. Otherwise, the economic output shapes the certain government system as well. As a consequence, government system interacts with economic results, and vise versa. Such as the relationship between centrally controlled political system or decentralized political system and economic income. Next, more details information will be given and bring a discussion about how they influence each other.Through searching on the internet, political system is â€Å"a system of politics and government. It is usually compared to the legal system, economic system, cultural system, and other social systems. However, this is a very simplified view of a much more complex system of categories involving the views: who should have authority, how religious questions should be handled, and what the government’s influence on its people and economy should be. † (Almond, 2011) Different countries from all over the world owe their own specific political system and economic results.For example, China’s remarkable economic success rests on reforming political government system foundation. In article â€Å"Federalism, Chinese Style: The Political Basis for Economic Success in China†, it referred that the government political reform provides significant degree of available commitment to markets and lead to the successful economy in China. What’s more, a special type of institutionalized or organized decentralized is reflected by this reform, and author call â€Å"federalism, Chinese style. In addition, Montinola who is the author of this article claimed there are three consequences: at first, it helps to promote competition, not only just in product markets, but also among labour and foreign capital of local governments. And without any dou bt, the competition also lead new forms of enterprises, regulation, and economic relationships are promoted by government trying and learning. After that, it provides incentives for local governments to encourage local economic prosperity. At last, there are considerable amount of protection for local governments and enterprises which come from political intrusion by the central government. 2011). This article describes how the government political system impacts the economy output. On the one hand, China reform the political system depends on the national conditions, and take advantages of this system to develop economy and achieve successful goal. On the other hand, China already got wealthy benefits from the existing political system. Moreover, in article â€Å"US Political System Gets Downgraded, Failure to Deal with Economy the Reason†, Dayen said â€Å"To the extent that there’s any fallout from the political gridlock in Washington, it’s that the country cannot execute the simple, fundamental steps to improve economic performance. (Aug 3, 2011) And also talked about a Chinese rating agency did actually downgrade US debt all the way, which could resonate with their sovereign wealth funds. This agency appeared to not so much downgrade the credit rating as the political system. It discussed if there was not existing good and suitable government political system, and there is no way to develop economic as expect. In other words, instable and inadaptable political cannot help to further the development of economic outputs. Meanwhile, there is no doubt that if there is existing terrible economy, the new type of government system need to form.Government agencies influence the economy through a variety of policies all the time. â€Å"Political system has helped initiate new industries, cushion the effects of economic depression, create a sound economic infrastructure, and protect the living standards of the citizenry. † (n. d. ) Japa n is such a typical country. Japan through adjusting the relationship between government political system and economic income in order to set up the most suitable government and increase economy as much as possible. They focus on enterprise.In other words, Japan's economic development is primarily the product of private entrepreneurship. There is no doubt government make a significant contribution to nation's prosperity. In a word, the enterprise focus need the help of centrally controlled political system, because it can pay a lot more attention to develop their enterprise in order to promote their economy. There are advantages and disadvantages among different type of government political, both of them have opportunity to increase or decrease their national economy.However, it has great challenges to reconcile the centralized and decentralized systems. Most of time, centrally controlled is focus on specific area, decentralized controlled has diverging structure, the scope is much more abroad and wide than centrally controlling. But centrally control can get more attention. So chose the right system need depend on each country’s specific situation. In order to reach the economy goals, it is necessary to look for the right government political system to push its developing.Also under current system, government should consider how to achieve their economy target. Above all, no matter which government systems, such as centrally controlled political system and decentralized controlled political system, both of them could generate significant economic results, at the same time, the country should get wealthy benefit from a specific controlled political system. Reference Almond, G. A. , (June 25, 2011). Comparative Politics Today: A World View. Political System. Retrieved from http://en. wikipedia. org/wiki/Political_system Dayen, D. (August 3, 2011). US Political System Gets Downgraded, Failure to Deal With Economy the Reason. FDL. Retrieved from http://new s. firedoglake. com/ 2011/08/03/us-political-system-gets-downgraded-failure-to-deal-with-economy-the-reason/ Montinola, G. (June 13, 2011). Federalism, Chinese Style: The Political Basis for Economic Success in China. World Politics. Retrieved from http://journals. cambridge. org/action/displayAbstract? fromPage=online&aid=7607848 The role of government and business. (n. d. ). Retrieved from http://countrystudies. us/japan/99. htm

Growing Up African American Essay

I am a member of the African American group and I would like to tell you a bit about the group of when I am a part of. Let me start by saying that my African American group originated from Africa and growing up in America can be tough for people of my race, the African Americans. My group’s history is wide ranging spanning for many years and varying from region to region within the United States. I remember when I was young I use to talk to my mother a lot and asked her many questions like â€Å"Why am I called an African American? † She went on to explain that our race originally comes from Africa and we were part of a slave trade. From my mother I learned that we were slaves until a law was passed to give us freedom. I use to wonder when I was young if there were other people similar to me all over America. I also remember something my father told me once that African Americans live all over the country. My father told stories of how he used to go to an all black school could vote or sit in the front of buses. Being African Americans have faced several kinds of creation and consequence situations in the years they have been a part of the United States. In some places cheaper labor, longer work hours and terrible living conditions. Many people of the United States have made it almost impossible for groups of another race or Ethnicity to strive and live full happy lives. I have seen over the year’s situations of extermination in some parts, as well segregation, and expulsion. In school from some of my teachers, in social interactions like just walking through a store, and especially in the work place when they’ll even give me the chance to work because it doesn’t matter I go to get a job out here. There are some racist, even the Uncle Tom’s. I’ve done everything they ask and still I either get denied the job or they hire me and treat me like Growing up African American 3 trash until I quit, or they try to find a reason to get rid of me. Since, I don’t give them much reason to get rid of me due to my strong work ethic and performance; they usually try to break me down. Education plays an important role for most African Americans; however we are still way behind when compared to the White American which probably has a lot to do with the way some of us was brought up or our background. Regardless of the contributions made by the forefathers of black people, there is a hesitation of acceptance of the race that has been a focus of many groups the strive for freedom and justice for all, that has not yet been rectified. The same group of people was good enough to built the country is not always seen as good enough to live in the house next door. I believe because this country is made up of many different races and ethnic groups that are steadily growing in numbers. If different races are toco exist peacefully in the U. S. , it is vital that we all become educated on the history and culture of different races and ethnicities. According to the 2000 Census data for Lexington, MS the total population for 2000 were 2,025 male 965 and female 1,060 square miles 2. 45. Race: white (635); black or African American (1,362); American Indian and Alaska Native (1); Asian (13); and two or more races (14); and Hispanic or Latino (of any race) (40) (Fact finder Census 2000). Birthplace facts from the 2000 census data in Lexington born in the same state (1,706); born in another state (269); born outside the US (0); naturalized citizen (14); and foreign born, not US citizen (10). Some more 2000 census data in educational attainment population 25 and older was 1,206 in Lexington: high school graduates (299); some college, or associate’s degree (349); bachelor’s degree (111); and master’s, professional or doctorate degree (60). Some enrollment population 3 years and over Growing up African American 4 enrolled in school was 627: preschool and kindergarten (83); grades 1-12 (446); and college (98) (2000 census data). Growing up African American 5 References Factfinder Census 2000 Census data for Lexington, MS My mother and father.

The History of Barbed Wire or the Thorny Fence

Patents for improvements to wire fencing were granted by the U.S. Patent Office, beginning with Michael Kelly in November 1868 and ending with Joseph Glidden in November 1874, that shape the history of this tool. Thorny Fence vs. Wild West The swift emergence of this highly effective tool as the favored fencing method changed life in the wild west as dramatically as the rifle, six-shooter, telegraph, windmill, and locomotive. Without fencing, livestock grazed freely, competing for fodder and water. Where working farms did exist, most properties were unfenced and open to foraging by roaming cattle and sheep. Before barbed wire, the lack of effective fencing limited farming and ranching practices, and the number of people who could settle in an area. The new fencing changed the West from vast and undefined prairies/plains to a land of farming, and widespread settlement. Why Wire Was Used Wooden fences were costly and difficult to acquire on the prairie and plains, where few trees grew. Lumber was in such short supply in the region that farmers were forced to build houses of sod. Likewise, rocks for stone walls were scarce on the plains. Barbed wire proved to be cheaper, easier, and quicker to use than any of these other alternatives. Michael Kelly Invented the First Barbed Wire Fencing The first wire fences (before the invention of the barb) consisted of only one strand of wire, which was constantly broken by the weight of cattle pressing against it. Michael Kelly made a significant improvement to wire fencing, he twisted two wires together to form a cable for barbs - the first of its kind. Known as the thorny fence, Michael Kellys double-strand design made fences stronger, and the painful barbs made cattle keep their distance. Joseph Glidden Was Considered the King of the Barb Predictably, other inventors sought to improve upon Michael Kellys design; among them was Joseph Glidden, a farmer from De Kalb, IL. In 1873 and 1874, patents were issued for various designs to compete against Micheal Kellys invention. But the recognized winner was Joseph Gliddens design for a simple wire barb locked onto a double-strand wire. Joseph Gliddens design made barbed wire more effective, he invented a method for locking the barbs in place, and invented the machinery to mass-produce the wire. Joseph Gliddens U.S. patent was issued on November 24, 1874. His patent survived court challenges from other inventors. Joseph Glidden prevailed in litigation and sales. Today, it remains the most familiar style of barbed wire. Impact Living patterns of the nomadic Native Americans were radically altered. Further squeezed from lands they had always used, they began calling barbed wire the Devils rope. More fenced-off land meant that cattle herders were dependent on the dwindling public lands, which rapidly became overgrazed. Cattle herding was destined to become extinct. Barbed Wire, Warfare, and Security After its invention, barbed wire was widely used during wars, to protect people and property from unwanted intrusion. Military usage of barbed wire formally dates to 1888, when British military manuals first encouraged its use. During the Spanish-American War, Teddy Roosevelts Rough Riders chose to defend their camps with the help of barbed fencing. In turn-of-the-century South Africa, five-strand fences were linked to blockhouses sheltering British troops from the encroachment of Boer commandos. During World War I, barbed wire was used as a military weapon. Even now, barbed wire is widely used to protect and safeguard military installation, to establish territorial boundaries, and for prisoner confinement. Used on construction and storage sites and around warehouses, barbed wire protects supplies and persons and keeps out unwanted intruders.