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Ch 3: The Manager’s Role In Strategic Human Resource Management
Q1. Form strategic management group for your college. Develop an outline of the strategic plan of the college.
Vision & Mission Statement: To impart high quality knowledge and relevant skill sets to develop future leaders of corporate world and improve image of college. Strategic Goals: 1) Development of outstanding student community 2) Emphasis on holistic development of the students 3) Development of student exchange program with foreign universities to get recognition outside India. As many professors hold degrees from foreign universities and help in research, this goal should get high priority. 4) Development of strong Alumni base. Being a new college and having smaller batch size the alumni base is not very large and will grow as years pass. 5) Development of industry interface for students to get better exposure of industry while studying and help in placements. 6)Development of research centres for students to work in while studying. Corporate Strategy- To increase visibility of college both among students and corporate world by proper advertising and taking regular feedback from corporate about placed students and new trends in market. Competitive Strategy-Maintain the quality of finance course for which IFMR is known at the same time try improving other fields as well so that college has competitive edge over others. This would help attract good students and better companies for placements. The 100% placement feature needs to be advertised more. Functional Strategy- Each course director should bring changes in the course according to industry needs so that students should get updated knowledge as per industry standards. Take help of corporate in designing of course content. This would get them interested and keep course material practical. Try getting some corporate to mentor students for project work.
Q5. Develop outline of career plan for yourself providing directions for your career decisions.
Career Goal: To become Software Project Manager in a reputed IT organization. Abilities and Requirements: A master‟s degree in management In depth knowledge of Software project management and ERP Ability to work as a part of a team Analytical thinking skills Capacity for detail work Writing skills Presentation skills
Current Skills and experiences: Under graduation: B.Tech (Computer Science) Knowledge of software coding languages. Prior experience of working on projects designing websites 6 months summer internship in IT Department of ONGC. Experience of working in a team and in time bound environment to achieve targets.
Plan: I plan to do a post graduate diploma in business administration. In MBA, I plan to specialize in Information Technology and take up relevant subjects of other fields. On completion of MBA degree, I intend to take a position as a management trainee with a leading IT firm. In this position as a management trainee, I intend to gain an all-round practical knowledge about how work is done in organization and try to imbibe practical knowledge from experienced people working there. After a one or two of years I plan to do certification course in project management which would further develop my technical skills. Thus in 5 years span I plan to become software project manager by following the above mentioned career path.
Workspace Competencies and Behaviors: Highly committed employees who are dedicated and are willing to go the extra mile for Paris Hotels Motivated and high morale employees who provide high quality customer service HR Practices: Institute Practices to improve disciplinary fairness and justice in company Form HR Policies aimed at improving employee morale. Marketing & Sales and support activities by training employees and following protocols. Continue to expand geographically and provide multicity alternatives for satisfied guests. Draw a simple strategy map for Hotel Paris. Operations Activities: Improve logistics. Highly committed employees who are dedicated and are willing to go the extra mile for Paris Hotels Form HR Scorecard containing various metrics from different fields for proper monitoring using digital dashboards. Required Organizational Outcomes: Fewer Customer Complaints. . Use superior guest service to differentiate Hotel Paris properties and boost revenues and profitability.Hotel Paris Case Q1. longer stays and higher guest expenditures per visit.
Provide descriptions of books and the location where they are kept. other activities like maintaining the condition of the books. . o o o o o o o o Be on time for your shift. participate in and support training and staff meetings. Draw job description for clerical position at the college. Maintain a clean. Handle readers‟ questions and concerns professionally and courteously. fully stocked and well organized work area. Utilize computers with skill and proficiency. Answer the phone promptly. Develop ability to work without constant direct supervision and remain at assigned post for extended periods of time. safe. maintaining records of books issued and books returned. Does it contain enough information to explain what the job involves and how to do it? TITLE: Front Desk Clerk PRESENT JOB HOLDER: DEPARTMENT: Library Duties and Responsibilities: Term Time (until June) o REPORTS TO: Librarian LOCATION: Chennai BAND: M/F Hours: 9:15am – 6pm Mon . o Regularly attend. Keep track of new books coming in the library and any books needed.Sat Undertake complete book keeping of the library.Ch 4: Job Analysis Q1.
o o Assist in all areas of operation as requested by management. Communicate to management any and all occurrences involving staff or readers that require attention. The candidates should be given a set of standards & procedures before selecting them for the job. I think this much information in the job description is enough but the candidate should be explained in detail how the work has to be done after basic screening of the candidates. Job Requirements/Entry Criteria: o o o o A graduation in Arts or Sciences or Humanities Excellent communication skills Excellent man-management skills Ability to liaise with all departments Agreed by Head of Department: __________________________________ Agreed by Job Holder: __________________________________ According to me the job description contains enough information to tell what the job involves but not how those responsibilities need to be fulfilled. .
such as remove items from washers or dry-cleaning machines. o Review invoices. .Carter Cleaning Company Case: Job Description of store manager TITLE: Store Manager PRESENT JOB HOLDER: DEPARTMENT: Duties and Responsibilities: Hours: 9:15am – 6pm o o REPORTS TO: Owner/Manager LOCATION: BAND: M/F Mon . reports. safe. and demand forecasts to estimate peak delivery periods and to issue work assignments. and operations. and safety manuals. o Prepare and manage laundry store‟s budgets. o Maintain a clean. o Interview.. and cleaning technique required. o Supervise the activities of workers engaged in examine and sort into lots articles to be cleaned. dirt content.Sat Supervising and ensuring smooth activities in the store. or direct other workers to do so. Confer with the other workers to coordinate laundry and dry cleaning activities. maintenance. o Plan. o o Prepare or direct preparation of correspondence. fully stocked and well organized work area. and train laundry dry cleaning and supervisory personnel. o Handle customer‟s questions and concerns professionally and courteously. work orders. select. consumption reports. according to color. and implement laundry and dry cleaning safety and security programs and activities. develop. fabric. Be on time for your shift.
o o o Regularly attend. Agreed by Head of Department: __________________________________ Agreed by Job Holder: __________________________________ STANDARDS OF PERFORMANCE: The position is expected to produce good revenue to the shop. Communicate to management any and all occurrences involving staff or customers that require attention. Job Requirements/Entry Criteria: o o o o o Any bachelor‟s degree with 5 years of work experience as a manager Prior experience in cleaning company. Excellent communication skills Excellent man-management skills Motivator and team leader. The customer satisfaction is also a key factor. participate in and support training and staff meetings. . The direct and indirect supervisory capabilities are expected. Assist in all areas of operation as requested by management.o Develop ability to work without direct supervision and remain at assigned post for extended periods of time.
Metallurgical Engineering and Materials Science. Chemistry.in IIT Roorkee invites applications from well qualified candidates for faculty positions at the level of Professor in its various academic Departments. Departments: Aerospace Engineering. Energy Science & Engineering. However. . +91-1332-285311. experience and competence. laboratory/course development and/or other recognized relevant professional activities.ernet. Schools and Interdisciplinary programs. Mathematics. GOI policy on reservation of faculty positions also includes persons with Physical disability. Centres. in recruitment of faculty posts in subjects other than science and technology reservation shall also be applied in full including for the posts of Associate Professors and Professors. Earth Sciences. INDIAN INSTITUTE OF TECHNOLOGY ROORKEE ROORKEE. Chemical Engineering. patents. Biosciences & Bioengineering Qualifications: Ph. Email Id: regis@iitr. strong record of publications in reputed journals and conferences. students. Computer Science & Engineering.) at the preceding degree and a good academic record throughout Experience: Professor A minimum of ten years teaching/research/professional experience of which at least 4 years should be at the level of Associate Professor in a research organization or industry as on the date of application.D. INDIA – 247667 Contact No. 7 ½ % and 27% for SCs. reservation as per Government of India rules 15%. Necessary certificates must be enclosed with the application form. STs and OBCs respectively is applicable at entry level positions of Assistant Professor in Science and Technology departments. Reservation: Without any compromise on qualification.Ch 5: Human Resource Planning and Recruiting Q1. Civil Engineering. UTTARAKHAND. Mechanical Engineering. Create hard copy ad for IIT to place in employment pages. with First class or equivalent (in terms of Grades etc.D. Physics. The candidate should have demonstrated leadership in research in a specific area of specialization in terms of guidance of Ph. Electrical Engineering. Humanities & Social Sciences.
IIT Roorkee.000/for self and family and transport of goods for faculty joining from within India. For Direct recruits minimum pay in the Pay Band to be fixed at Rs. NOTE: Mere fulfillment of the qualifications and experience requirement laid down does not entitle a candidate to be called for interview. Also. must send a Demand Draft for Rs. 1. The information sheet containing full details of the areas of specialization in which faculty are required and application form is available on the institute's website http://www.ac. Candidates other than those mentioned above. An honorarium of Rs.000/per month to the faculty who have obtained Bhatnagar Award and to faculty who are fellows of at least two National Academies. in favour of Registrar. Allowances as admissible to Central Government employees apply. teaching/ research/industrial experience. 2. Persons employed in Government/Semi-Government Organization or Educational Institutions must apply through proper channel. the following apply: Start up grant up to a maximum limit of Rs.37400-67000) with Academic Grade Pay of Rs. to faculty joining at the Assistant Professor of Rs. date of birth along with the names and contact details of three referees. A 'Young Faculty Award' instituted from funds obtained by the Class of 1982.m. Q2. Reimbursement of relocation charges of upto Rs.1. The job description and selection process are ambiguous.10. The advertisement should be attractive to the eyes of the prospective applicants The eligibility criteria should be more elaborate.iitr. Analyze and critique the current recruitment advertisements by IIT..0 Lakhs for faculty from abroad for reimbursement of air fare for self and spouse and cost of transportation of goods.in. The application must be complete with full details of educational qualifications including year of obtaining Ph.000/p.1. In addition to incentives which are a part of the pay package according to 6th Pay Commission norms.500/p. Candidates belonging to SC/ST communities.15.50. .D. list of publications (with reprints of the best papers).10 Lakhs for carrying out research projects. IIT Roorkee along with the application. no fee is applicable to candidates applying from abroad. persons with Physical disabilities and also women candidates are exempted from payment of application fee. The Institute reserves the right to fill or not to fill any or all the posts advertised.48.Pay Band: PB4 (Rs.0 Lakhs in a block of 3 years is admissible to all faculty.0 Lakh/year for the first three years after joining. Reimbursement of upto Rs. Faculty Recruitment.100/drawn on any nationalized bank payable at Mumbai. The application may be sent to Registrar.3.m. A Cumulative Professional Development Allowance of Rs.
faculty@me and adjfac@it giving schedule and details of the seminar of the candidates Presentation by the candidates Collection of resumes.Q3. etc. Prepare an outline for complete faculty recruitment program for a new IIT. faculty member has to fill up the form available in o Estate Office. area of specialization. references. and related papers of each candidate Interview in the Board Room. Arrangement of Faculty cabin and other formalities – o Faculty module . keys of the quarter are handed over. Accommodation o Letter to Chairman. faculty@ee. Main Building Declaration of the selected candidates Offer letter (appointment letter) Acceptance letter from the candidate Joining formalities :o Joining report o Two (minimum) attestation forms. Accommodation Allotment Committee o If alloted. o Gas Connestion o Ration card. if required. Faculty recruitment process at IIT’s: Activity Requirement analysis . o I card form (with three passport size photographs of each family member) o Medical check up. faculty@cse. Preparation of advertisement draft Publishing the advertisement o leading newspapers o public and non-profit agencies o internet advertising o private agencies Availability of application form Sending the received applications to the department Scrutiny of the applications received Shortlist to be sent the administration Call letter to all short listed candidates Emails (call letter) to all short listed candidates on behalf of the Head Email to all referees quoted in the CVs of candidates Reminder email to all referees Email to short listed candidates (prospective faculty members) for title and abstract of the presentation (seminar) Email to firstname.lastname@example.org of faculty members required. o After submitting the duly filled form in Estate Office.
White board with markers and duster.o o o o o Name plate PC with LAN connection and printer Email and Internet account creation Visiting cards Stationery – i. Pencils. paper clips. ii. iii. duster cloth v. dustbin. Calendar Release pf joining order Letter for directing the salary to bank account. Envelopes. if needed . Pens. stapler pins. ruler. sharpener and erasers. iv. cello tape. gum. paper cutter. Stapler.
Some methods used for background checking include: o o o o o o o o o o o Reference letters from previous employers Forms to be filled up by past employer Telephonic conversation with the previous employer Asking candidates open ended questions Checking the resumes with the application letters for deviations Services of companies offering pre employment information services Using the polygraph and Honesty Tests Using the Paper and Pencil Honesty Tests Graphology and Handwriting Analysis Physical Exercises Substance abuse Screening Test Q6. Why is it important to conduct pre employment background investigations? One‟s past behavior is considered to be the best indicator for judging their future behavior. This might be true in some cases but not always. insubordination problems. Also. Knowledge about attendance issues. Explain how you would get around the problem of former employers unwilling to give bad references on their former employees.Ch 6: Employee Testing & Selection Q5. Conducting reference audit by contacting at least two superiors. Thus background checks are used for verifying a candidates application details and to uncover any damaging information about the candidate. two peers and two subordinates helps increase the chance that the employer will find someone who is willing to give information about the employee. The process is crucial as it is important to gain as much information as possible about past behavior to understand what kinds of behavior can expect in future.. theft or other behavioral problems can certainly help one avoid hiring someone who is likely to repeat those behaviors. making the contact by phone rather than writing might increase their belief that the information may not be tracked back to them therefore they might give out some useful information . however employers still consider background checking to be a very important part of the recruitment process.
o By allowing candidates to criticize openly will adversely affect morale of other candidates. Pros: o In practical situations and informal environment. o Brain teasers can be used to judge the reasoning capabilities. instead of just mingling. Potential questions for Head Hunting: o Tell me something about your team mates and their background? o Can you describe the project you are currently associated with? o What are the future projects you are going to be associated with? o When will these projects commence? o How do you perceive your present company‟s work culture? Given opportunity. what changes do you want to bring in your company? o What are the challenges you are facing right now in executing your project? o What are the trainings you have undergone in your company? . it may be made mandatory for employees not to disclose any business secrets to anyone outside of the company. At the same time. o Such informal process misses out on their compatibility to the specific jobs they are hired for. Recommendations: I recommend this type of interview process for testing of behavioral skill but there must be some serious staff for technical interview. Q6. o Employees can be given frequent training on how to keep information secret. o If the interview process is stress free. candidates can find their true selves. the candidates can open up and recruiters will get to know more about them.Ch 7: Interviewing Candidates Q5. Steps to avoid Corporate Head Hunters: o During the time of recruitment. Cons: o A candidate who is lower on social skill but strong in technical skill may not perform that good in dining table etiquette but in this process he or she might get eliminated. I would have given them group activities which will require better coordination.
Customer feedback may also indicate whether there is a need for certain types of training. New employees can suffer from lot of anxiety during the first few days on the job as they find themselves in an environment and culture that they are not familiar with. A well-developed orientation program will socialize new employees into important organizational values. . what do you suggest Director Li and her team do first with respect to training? Why? Director Li shiould review employee performance evaluation forms to determine whether and where there are deficits. A well thought-out orientation program is essential for all new employees whether they have experience or not. Hotel Paris Case: Q1. Based on what you read in this chapter. whereby their chances of easing smoothly into the organization are improved. In the long term a proper orientation program leads to higher employee satisfaction. Those with little job experience may find it especially difficult without an orientation since they have little other experience on which to base their expectations.Ch 8: Training and Developing Employees Q1. Explain why you agree or disagree with this statement.
Teach proper social etiquette such as opening the door for a woman first. The candidate should study and memorize the rules. Being a good valet who makes good tips is also a matter of how well the candidate interacts with different people. Training for a job as a valet parking attendant is a matter of practicing to be a careful and intelligent driver. On the job training costs little and may be taking place on an informal. develop a detailed training program for one of these hotel positions: security guard. Additionally. Although there are large differences in such measures as spending as percentage of payroll that in itself does not mean training is lacking. It is important that the candidate is comfortable driving the wide assortment of vehicles. housekeeper. Li needs to analyze the need for training more thoroughly. start-button ignitions and hybrid electric engines. laws and regulations in state's official driver handbook that is available at local Department of Motor Vehicles. and what you may access via the Web. and therefore unmeasured.Q2 Have Director Li and her team sufficiently investigated whether training is really needed? Why? What would you suggest? I donot think that Li and her team have sufficiently investigated whether training is needed. . o Training Module 3: Practice people skills. These include vehicles with manual transmissions. basis. Most valet companies require the candidate to have experience as a valet in order to get a job. Proper training includes practicing driving and parking a wide variety of cars and trucks with both automatic and manual transmissions. or doorperson. they may require less training than the employees of a hotel with high turnover. o Training Module 2: Practice driving as many vehicles. Practice with all sizes of cars and trucks as well from compacts to full-size SUVs. o Training Module 1: Driving laws. Q3 Based on what you read in this chapter. such things as employee tenure may be having an effect on training costs – if the hotel employees have been there for many years. saying "thank you" and assuring the driver that his vehicle will be safe.
etc. o to aid with communication (e. o as criteria in research (e. terminations. accomplishments. o to establish personal objectives for training o in wage and salary administration. Other aspects of individual employees are considered as well.g. improving performance appraisals for everyone should be among the highest priorities of contemporary” organizations.g. or (career) development discussion is a systematic and periodic process that assesses an individual employee‟s job performance and productivity in relation to certain pre-established criteria and organizational objectives. Therefore. allowing employees to know how they are doing and organizational expectations). transfers). o aid in the formulation of job criteria and selection of individuals “who are best suited to perform the required organizational tasks o A performance appraisal can be part of guiding and monitoring employee career development The purpose of evaluation is to communicate clearly to the individual evaluated how well he/she is meeting expectations for a person at his/her level. How performance is managed in an organization determines to a large extent the success or failure of the organization. and ultimately at the level of the organization). performance review. employee appraisal. test validation). strengths and weaknesses. What is the purpose of a performance appraisal? A performance appraisal. promotions. o as a basis for employment decisions (e. potential for future improvement. Reasons for the utilization of performance appraisals are: o Performance improvement (“initially at the level of the individual employee. such as behavior.g.Ch 9: Training and Developing Employees Q1. .
I plan to achieve this through a planned program of education / specialized courses and career activities.Advertising Subsequent to this . This will give me some additional experience in managing a group of products Following this. gaining experience in: -Software Development Life Cycle -project planning -software launches . I desire to be a leading an IT firm in the field of web based technology development. . I intend to spend at least 3-4 years in project management and demand creation. Where would you like to be career wise after 10 years. I intend to gain an all-round practical knowledge about how work is done in organization and try to imbibe practical knowledge from experienced people working there. experience. to gain a variety of IT exposure. I plan to do a post graduate diploma in business administration. . I intend to work as a group software project manager for 2 years. I intend to take a position as a management trainee with a leading IT firm. I hope after this I would have the necessary knowledge. On completion of MBA degree.Ch 10: Training and Developing Employees Q1. In ten years. In MBA.Marketing of new ideas . I plan to specialize in Information Technology and take up relevant subjects of other fields. After a one or two of years I plan to do certification course in project management which would further develop my technical skills. Following the field experience. In this position as a management trainee. I intend to work in another company. contacts and finances to start my own IT Firm.
As the organizations have started outsourcing some of these jobs. Hence. The three occupations chosen are: 1. Hence. Salesperson:. the management consultant jobs have a bright future as the demand for these consultants will increase. . it is not a good job option to pursue. HR Manager:. the demand will not increase much. preparing appraisals. Management consultant:.Q6. training. 3. Hence. Choose 3 occupations and discuss their future demand. HR Manager 3. giving incentives.The job of a HR Manager comprises of recruiting. Salesperson Future demand for these occupations is: 1. hence. 2. it looks like a good occupation to pursue as its demand is increasing. assessment of performance.As more and more companies are investing in new projects.As the companies as well as the customers have started using online applications increasingly. hence. Hence. they want a guideline to do the same. Management consultant 2. etc. promoting. the demand for the salesperson will reduce with time and the advancement in technology because it proves to be more efficient.
4 billion in bonuses while the banking system was receiving billions in a taxpayer-funded bailout. Limiting compensation could drive the best chief executives to foreign firms or into private finance without as much government oversight.John Thain's $1." Indeed. shareholders. he said. and executives resist any push to return to prior levels. In addition. Too Little I think we should have greater disclosure of compensation so shareholders have sufficient incentives to make sure CEOs don't get overpaid if they do a poor job. If government places harsh restrictions on compensation at companies receiving bailouts. office renovations and entertainment. why not business. not government. A report suggested that New York financial executives took in $18. it is painful to go back. 'Self-serving Comparisons' During the past decade.Ch 11: Training and Developing Employees Q4. it is easy to pass along pay increases. As a result. CEO compensation has been going up at twice the rate of overall pay. The public accepts outsized salaries in sports and entertainment. and recent subpoenas to claw back bonuses handed out at Merrill Lynch. requirements that shareholders be able to review and vote on compensation packages (the vote would be non-binding). CEOs and other top executives see these historically high rates as the new normal. all banks must accept new limits on golden parachutes. When the tide reverses. the odds that taxpayers' investment in the companies will pay off in renewed growth will be diminished. The new rules will not be applied retroactively to companies that have already received TARP funds. Conclusion Thus the fuss over reducing the executive pay packages is justified to a certain extent but placing too many restrictions on the pay packages might negatively influence the performance of the companies. Citigroup's plan to buy a new corporate jet (since scrapped). . however. president Obama announced a set of executive compensation limits aimed mainly at firms that are the recipients of federal aid under the Troubled Asset Relief Program (TARP).2 million redo of his executive suite at Merrill Lynch (since repaid). headlines are focused on excessive executive compensation and lavish perks -. As thousands of Americans lose their jobs. On February 4. The rules place a $500. the best managers will steer clear of those firms. Too Much Government vs. Such firms must show that they complied with existing rules and agree to strict oversight. If that happens. and tougher disclosure rules for spending on travel. When the economic environment is good. Any additional compensation will have to be in the form of restricted stock grants that will not vest until after taxpayers are repaid. for example.000 cap on salaries. should be making the decisions based on an incentive structure designed to benefit them.
Should other employees be put on a similar plan? It is sensible to use the plan for some positions but not for all. For the store managers and front desk quality of service is more important rather than the number of units served. this plan should not be implemented to pressers in other stores in its present form. Some examples of such pay plans include: Profit Sharing Pay Plans Gain sharing Pay Plans Performance Based Pay Plans Annual Bonuses Recognitions Merit Based Pay Plan Stock Option Plans Team or group incentive plans . Should the plan be extended to pressers in the other stores? No. This is because though the piece-rate system makes more effective utilization of Walt‟s time and the company‟s energy. An incentive plan that focuses more towards customer satisfaction rather than the number of customers served would make a more sensible pay plan for the counter people. Q3. This would ensure that the garments are cleaned correctly and the quality is maintained. Cleaner-spotters are production employees who could benefit from such a piece work plan along with the incentives for quality. Q2.Ch 12: Pay for Performance and Financial Incentives Carter Cleaning Company Case: Q1. quality control is a problem. Thus the company could use several incentive plans to motivate the employees to serve more clients and at the same time ensure that the quality is maintained.Is there any other incentive plan you think will be more effective for the pressers? The company could use several other incentive plans for the pressures such as: Combination plans (which include salary plus piece-rate incentives) Profit Sharing Pay Plans (wherein employees have a share in the company‟s profits) Merit Pay (higher pay for employees who are more productive) Q4. The company should therefore not use the plan in its present form but make changes to include incentives for maintaining quality and then use the plan.
He should handle the cars properly. They should always entertain any kind of query of the customer. Valet. Front Desk employees. List three or four specific behaviors that you would incentivize for the following groups: Front desk.The company could use these plans either individually or in various combinations as the management feels fit. They should always courteous to the employees. Valet As soon as the customer arrives they should see that they park the cars properly. Q2. Discuss what you think about the measurable criteria that Lisa and the CFO set.. If a customer has a problem he should see to it that it is resolved as soon as possible. Even if the customer is rude they should treat them well. So even if the employees performed but it did not increase the revenues then this incentive based pay will not serve the purpose. In trying to link the employee performance with pay they should also include a factor of hotel performance because ultimately their aim was to increase rate and return of the guests and boost revenues. They should all the things are in order. Apart from that incentive based scheme was good as it will motivate the employees who are not committed as in the hotel business even one employee inappropriate behavior can make the hotel lose the employee. As soon as he is called he should be come. He should always be aware of the things that are happening in the hotel should not be indifferent to the things happening around him. Housekeepers. Hotel Managers.. Hotel Paris Case: Q1. . Hotel Managers. I think Lisa was right in trying to implement measurable criteria but the incentive based pay was little inappropriate.
If he finds any lost item of the customer then he should give it back to the customer. Q3. Layout a complete incentive plan for hotel Paris’s hotel managers. Hotel could share their some portion of the yearly profit with the employees If regular complaints are made against a particular employee then he should be penalized Long Term Hotel should keep reserves for awarding the employees keeping in mind the long term perspective. If a customer praises an employee then he can be rewarded. Hotel should monitor the work of the employees over a period of time and award them if they had been consistent from the reserves hotel have kept. If the hotel is listed then they can give employee stock options to the employees. They should have schemes like „Employee of the Month‟ and have their pictures pasted on the walls of hotel which give him and other employees to work hard. Based on that feedback short term incentives should be given. Short Term As the customer leaves hotel should take feedback of the customer about the behavior of the employees. . He should see all the equipments of the rooms are properly setup.House Keepers They should see that the room should be ready before customer comes.
up to a maximum of 60 working days at any given time. This leave has to be consumed in the same year. once entitled for Earned leave. Annual / Earned Leave A annual vacation plan is designed to provide employees with the opportunity to rest and get away from the everyday routine. Employees covered under ESI. Maternity Leave Female employees who have been working with the company for not less than 90 days will be eligible for 90 days of paid maternity leave. Employees be entitled to earned leave only on confirmation of services. sick leave and paid days off. Any leaves over and above 15 can be claimed for encashment. Draw up a policy statement regarding vacations. To facilitate arrangements for cover of duties. Unavailed earned leaves if any for the year can be carried over to the next year. Casual / Sick Leave Employees are entitled to casual/Sick leave of up to 12 working days in a calendar year. Not more than 2 consecutive days of leave will be approved in the case of CL. This leave is for an employee to attend to his/her personal tasks. but as normal medical leave. The leave should be availed within three weeks time of the birth of the child. Leave Encashment Earned leave can be accumulated from year to year. Employees are entitled to annual leave of up to 15 working days in a calendar year. up to two confinements. shall govern as per the ESI guidelines. This will be applicable up to a maximum of two confinements. employees are advised to discuss their vacation plans at least two weeks in advance with your reporting manager. .Ch 13: Benefits and Services Carter Cleaning Company Case: Q1. Paternity Leave Male Employees will be granted paternity leave for 2 working days. An employee. However employees can carry over a maximum of 10 ELs only. The EL accrues only after the completion of each year. The leave has to be applied and approved at least 2 days in advance. Absence from work due to miscarriage or any other illness arising out of pregnancy will not be considered as maternity leave. Earned leave payment would be calculated as per the current Basic salary. is advised to avail at least minimum of 5 days leave per annum. etc. else is lapsed on 31st December every year. application for maternity leave will have to be made not less than two months prior to the date of commencement of leave. In order to satisfy the employees preference and to meet the staffing needs of your department.
The employer also pays a certain percentage of the policy amount known as employer‟s contribution due to which the employee earns an additional benefit which he otherwise wouldn‟t have. surgery. The advantage of this facility is it frees the . for this minimum 24 hours Hospitalization is required if using cashless cards. However. Medi claim or Health Insurance Generally it is a Non-life Insurance term which generally come into General insurance and benefits the Person/employee in sickness. The disadvantage is however the employer needs to have an in and out knowledge of the policy because the policy only covers certain types of illnesses and cases. accident etc. Thus at times it proves to be an investment which gives bad results. this has to be approved by the Reporting Manager with appropriate justification for such extra work and efforts. Holidays list is be put up every year in January and accordingly applicable. The advantage is that incase of illness or accidents the employee can be admitted by anyone in the hospital without making any pre payments further incase of post treatment incase of huge bills the employees don‟t require huge amount of money to pay the bills. Cashless treatment at recognized Hospitals & Medi claims etc. The advantage of these policies is that it creates future wealth for the employees family as incase if the employee is deceased their families receive the insurance benefits. This deals with death Benefit generally. Group insurance It is a specific term in Life insurance. However these kind of policies are not recommended for everyone because after the expiry of the policy the amount invested goes to the company.Disadvantages and advantages Employee Health Insurance It is treated as a Concept which may include Cash less cards. This can be either his/her birthday or wedding anniversary only. Apart from scheduled weekend/ earned & casual leaves there are 10 days declared as paid holidays every year. Holidays Holidays commemorating events of national. A single employee would be better off investing the amount elsewhere and later after marriage getting a life cover all by himself. an employee can avail one day leave over and above the other leaves above mentioned for one special occasion. Compensatory Offs An employee who has worked on a holiday is eligible for a compensatory off. Q2. social and religious significance are offered to employees. Here a group (at least 25 in general cases) gets life insurance and this (premium payment) is generally by Employer or Employer & employee.Special Leave As an employee friendly organization.
However. Further from starting the company‟s management should consider providing subsidized childcare incentives. Thus the benefits of insurance outweigh its disadvantages and hence it is recommended to be provided by all employers. Q3. generalizing this is not suggested. A better approach a small company like Carter could use would be to locate a licensed day care provider that would be willing to give a discount to Carter employees instead of building up a centre of their own. Later when the organization grows in terms of employees and the management sees the need the company could consider building up their own day care centre. Advise about setting up day care center.mind of the insured from the burden of collecting sufficient funds for the expensive medical treatments especially in today‟s world. Thus the best practice is that the employer provides an employee with a option to design his own contributions to suit their requirements after fulfilling the legal aspects to be fulfilled by the organization because in some countries companies are bound to provide insurance policies to its employees constituting a certain percentage of their income. However similarly in case of life insurance the employee might in some cases would be better off if the employer handed over the funds to the employee which he could adequately invest. There are also further tax benefits an employee can avail off if he contributes a part of his salary towards insurance. .
holidays. insurance. The points to be included in Union Contract Negotiation are: o o o o o o o o o o o Management rights Union security and automatic payroll dues deduction Grievance procedures Arbitration of grievances Disciplinary procedures Compensation rates Hours of work and overtime Benefits: vacations.What can an employer do when employees threaten to go on strike. In the end. In this case. Q3. and Contract expiration date. they should hasten a meeting with the Congress to bring to light the issues of the workers and resolve them as soon as possible. They should be more pro-active in resolving the grievances of the employees. pensions Health and safety provisions Employee security seniority provisions. a solution should be worked out that is satisfactory to both parties. Assure the employees that they are looking out for the best interests of the employees and are on their side.Ch 14: Ethical Justice And Fair Treatment in HR Management Ch 15: Labor Relations and Collective Bargaining Q1. Discuss how to prepare for union contract negotiations. .
Dependability: This is the tendency to be conscientious and socially responsible. and getting little or no exercise were all related to suffering more accidental injuries. Researchers are trying to discover if there is a certain type of person who is accident-prone. The researchers also found that youth. smoking. The Gauchard team found that 27 per cent of the individuals they studied had more frequent than usual accidents with injuries. A French team of public health researchers. Some of the factors that create dysfunctional stress are: o o o o Work Schedule Pace of work Job Security Nature of clients . led by now emeritus Professor Ivan Robertson. there was another factor too: Not having a personal hobby (such as gardening). attempted to identify the determinants of accident-proneness. They studied 2. led by Dr G C Gauchard of the WHO Collaborative Centre in the Faculty of Medicine at the Henri Poincare University in Nancy.610 French railway workers and reported their findings in the 1 February 2006 issue of Occupational Medicine. In 2001. comply with safety instructions. identified three key personality traits of people who are not accident-prone: o o o Openness: This is the tendency to learn from experience and to be open to suggestions from others. But the Robertson team cautions that too much openness can increase accident risk. inexperience on the job. a team of British researchers from the Manchester University Institute of Science and Technology. Compile list of factors that create dysfunctional stress for you. for example. having a sleep disorder. having no safety training. The Robertson team argues that people with low levels of agreeableness tend to be highly competitive and less likely to. A few studies reveal a few clues. Surprisingly.Ch 16: Employee Safety and Health Q1. dissatisfaction with the job (indicated by applying for a job transfer). Is there such a thing as an accident prone person? "Accident-prone" means one suffers a greater number of accidents than normal. This was much higher than the researchers suspected. Agreeableness: This is the tendency not to be aggressive or self-centered. Q2.
For me. To cope with it I listen to music and have a good time with friends. peer pressure.According to me the nature and attitude of person towards work and life in general also affects the amount of stress a person feels. pressure to perform in studies and future job uncertainty are the major reasons of dysfunctional stress. .
Country Minimum wage Gross annual wage (Intl. 2010 Austria none. an "annual wage" column is provided in International dollars.Ch 17:Managing Global Human Resources Q4.53 US$ per month.Determine cost of living in 5 countries. set federally by the Fair Work Australia 20.800 taka a month. For the sake of comparison.S. paid thirteen times a year 63 August 26. the accepted unofficial annual minimum wage is €12.962 535.027 52 July 1.000 37 N/A Bangladesh 1. 2011 Australia 570.00 Australian dollars per week.101 industry. nationwide collective bargaining agreements set minimum wages by job classification for each 14.300 Argentine peso about 6. a hypothetical unit of currency that has the same purchasing power that the U. dollar had in the United States in 2009. dollars) % of 2009 GDP per capita Effective Argentina 2.000 to €14. instead. set nationally every five 798 years by the National Minimum Wage Board in a tripartite forum industry 54 2007 .
dollars) % of 2009 GDP per capita Effective by industry] Barbados BDS$5 per hour for household domestics and 8. Welcome and introduce them to their co-workers Assign someone who will assist them for at least 2-3 months. Security 4. Individual Hotel Manager must assist or provide the incoming employees from abroad with the following: o o o o o Country‟s culture orientation Assign task to the new employees from abroad. Hotel Paris Case: Q1. . the hotel culture 3. Q6. The war veteran should have a proper orientation program to help him or her to ease in the new job. As we can see that the figure varies a lot while deciding the pay package the management should take cost of living into consideration. Annual vacations 5. This will help in increasing the confidence level and get the employee involved in the present work. To reduce the person‟s stress level easier assignments should be given to the person.Country Minimum wage Gross annual wage (Intl.208 shop assistants 37 N/A The above data can be used to estimate the cost of living in various countries. Provide information on 1. Annual salary and salary comparison . Rules and regulation . Accommodation 2.
10. It will benchmark the status of improvement so far in a performance improvement effort. .6. 9. resulting in financial gain Increased capacity to adopt new technologies and methods Reduced employee turnover Enhanced company image. Training and development should include: Communications Customer service Human relations Quality initiatives Ethics Safety Sexual harassment Computer skills Benefits from training & development of employee: Increase job satisfaction and morale among the employees Increased employee motivation Increased efficiencies in process. 7. Performance appraisal will indicate whether improvement is needed. According training & Development should be given preference also in abroad. The basic training modules can remain same but some cosmetic changes need to be made based on the country‟s culture where the new hotel is opened. It is important as a part of an overall professional development program. 8. Training and Development Training and development can be initiated for a variety of reasons for an employee or group of employees. Hotels restriction and limitations Healthcare and insurance Passport for new joiners Corporate pension plan Welfare benefits Q2.
This will motivate other employees as well. Another important point should be to maintain transparency and impartial behavior among employees. . Further to set example for other employees any good working employee should be praised and awarded. There should be a non-threatening exchange of ideas between the manager and the employee which may help to solidify the relationship and benefit both teams. It can increase productivity of the people working in the hotel leading to financial gains. I think for Paris hotel to maintain its high service quality they should set up a performance management and appraisal system. The manager should discuss with each employee their strengths and how to apply them to achieve goals leading to growth.Q3.
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