Crystal Pool Resort Essay free essay sample

1.0 Introduction 1. 1 Background Crystal Pool Resort is one of the new acquisitions of the Western Pacific Hotel Chain or WPHC. It is an existing functional business entity. The analysis begins with a discussion into the structure of the organization. Furthermore, it moves on to the discussion of the issues facing human resource management (HRM) – staffing, employee hiring, training, motivation, assessment and welfare. 1.2 Aim The aim of this paper is to analyze the Crystal Pool Resort and the way in which proper human resource management can be used to overcome the human resource problems presented in the case. Its will aim to use different human resource tools and techniques taught and apply it to the given scenario. 1.3 Scope The scope of this report is limited to the analysis and the recommendations proposed in the report. None of the proposals should be considered in their literal meaning i.e. they should be carefully scrutinized before they can be practically implemented. We will write a custom essay sample on Crystal Pool Resort Essay or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Furthermore, the recommendations proposed are limited to the knowledge available in this case. Additional case information would probably lead to the recommendations being more appropriate. 2.0 Human Resources management HRM or human resource management is a field set up to deal with the human factors in the working environment. A company’s main objective is to service its customers to make profits. The direct correlation of customer satisfaction to financial gains leads to the emphasis on an improved final product. Dessler, Griffiths and Lloyd-Walker (2004) believe that the aspiration of providing better goods and services has helped organizations to develop a system which identifies the satisfactions of the final customer, and the buyers or consumer depends on the satisfaction of the internal customers, the employee.It is therefore, imperative to be able to work towards the development and improvement of the employee motivation and enthusiasm, so that it directly translates into business advantage through customer satisfaction. Armstrong (2006) argues that a suitable working environment, the effort a worker puts into his job, the skill factor all such aspects and others lead to the developme nt of the HRM to manage and improve the employed working force. 3.2.1 Staffing The strength of staff level is an important strategic decision for any business entity. The man power planning of the resort is a prominent issue needing to be dealt with. For example there is an untrained employee on the front desk and high staff turnover Hyman, Mason (1995) would argue that this type of situation may allocate that the staff level is not only inadequate but it also points to a potential loss in employed workers. Problems such as described above have serious detrimental effects on any company’s financial figures and staff morale. An under employed work force hinders in attaining economies of scale as well as negatively effecting the final product. According to Robbins (2004), high staff over turn means a direct loss in investment of time and money in training and development of the work force. 3.2.2 Hiring of Employees The recruitment and selection of employees requires a thorough analysis of the job Ichniowski and Olson (2006) suggest that when the major work force is hired off the local community, workers come into the workplace with minimal formal skills. The employment at the Crystal Pool resort represents a completely different picture. Lack of Qualified staff for life-saving or pool testing, hiring people with minimal formal skills in the food and beverage department and the sole criteria of hiring good looking waitresses show that the management at the resort pays little attention to the recruitment of employees. Mathis and Jackson (2006) suggest the factor behind such practice can be the issue that the resort is situated 200km from the nearest major town so the only source of labor is the local community. In addition, the majority still at Crystal pool resort come from the local area. 3.2.3 Training and Development of the Employees The efficiency of a system depends on the ability of all the factors working in harmony, or as it is stated â€Å"a chain is as strong as its weakest link†. Complete customer satisfaction depends on the quality of time spent at the resort which is easily ruined or affected by negligible mistakes on part of the work force. So the importance of a high quality work force cannot be stressed upon enough. However the current situation at the resort depicts extensive issues to be dealt regarding employee expertise. The single day on job training carried out to train the house keeping staff an absence of a human resources program, orders from general managers by-passing the line management regarding employee training, and finally a lack of a long term training initiatives means that the workers at the resort do not have the required skill and knowledge to do their job properly. Potterfield (2007) suggests that using untrained staff. That indicates a lack of professionalism. According to Potterfield (2007), the presence of all such issues start with a non cohesive management system where the top management over rules the line management and leads to an environment where each department looks out for itself and resists the short term loss of letting go the employees for training and development programs. The issue of high staff turnover is raised again to objectify the cost benefit of such training programs. Therefore the effectiveness of such training programs is at stake and it should really be pondered upon as to whether they are actually playing a significant role in retraining the workforce at the resort or it is not so influential and appealing to the workforce members who attend it.The importance of training and development cannot be undermined. Training and development empowers employees and brings them more closer to the organization. Funds spent in the right direction and on the best employees ensures greater productivity and loyalty in the long run. 3.2.4 Employee Motivation Meredith, (2004) believe that employee motivation is another important factor to attain the maximum possible performance form the working force. An established fact to get the most out of workers is to pay them a satisfactory wage, enough to keep them focused and energized to perform better. In Crystal Pool Resort the employee motivation appears to be low with high staff turnover. The series of frequent presentations and pep talks by the general manager to the employees shows that the management looks towards employee motivation but such sessions are conducted over various topics unparallel to line management hence losing their core benefit. 3.2.5 Employee Assessment Potterfield (2007) believes that employee evaluation is a very important tool to identify the work force, the new talents and the loose cannons. A systematic evaluation system provides for a complete picture of worker output. Such a database can not only point out the inefficient workers but also provide a platform to improve the overall organization by improving individual contributors; they can identify the high performers destined for higher posts and finally establish a system where the wages set are according to the performance delivered Potterfield (2007) Disappointingly such a system is nonexistent at the resort. The executive house keeper is not even familiar with an evaluation program. The management has let down its responsibility. They have been unable to establish a proper system to maintain a check on the employees, to allow 9 them to know their own performance levels. Meredith, (2004) states that an evaluation system is also an important motivating factor for the hard working employees as well as the poor performers to improve their efficiency level and work harder to save their job. 3.2.6 Provisions for employee welfare Robbins, (2004) suggests that the working environment for the work force is a necessity for the work of a successful business. The employees should be provided with a productive working environment where they are allowed to work, fulfilling their potential at their maximum output. This function is also related to the employee welfare at the work place. The sub standard operational system at the resort has resulted in high absenteeism and frequent work place injuries. Ichniowski and Olson(2000) propose that this is a serious issue because if a worker does not feel safe in his work place they will put more emphasis on the security and safeguard rather than focus on their given task. Staff welfare initiatives are also absent at the work place – another important motivational factor. 3.2.7 Role of Administration The role of administration is very important for a business entity. It is the guiding force which takes the entire business forward. The current issue with the top administration of Crystal Palace is the irregular involvement. The administrations should take the entire team involving the line management and the workers together. Armstrong (2006) suggests that this will be done by delegating responsibility to the line management accountable to achieve their specific goals and objectives, while curtailing the responsibility of the general managers to supervision. 4.0 Recommendations 4.1 Strategic HRM Plan The Crystal Palace resort was acquired by WPHC with a goal to align its world renowned service level with services provided at Crystal Palace while increasing the average occupancy level at the resort by 20%. The basic infrastructure is set at Crystal pool resort but what lacks is an efficient work force. If the before mentioned issues are dealt with,HR function of the resort will be able to contribute to the WPHC objectives and profit gain detailed.the business plan arrangement will need to conciously pursue this. 4.1.1 Recruitment and Selection The recruitment procedure at the resort needs to be refined. The addition of labor force into the system reflects as a necessity for the company where new employees are just selected without appropriate formal skills, which means that the resort is taking upon the responsibility of training as its own rather than getting already trained employees and saving up on expensive development courses. Ichniowski, and Olson, (2000) suggests that the resort requires new faces, people with new ideals, and a change. The homogeneity of the work force can be very use full in employee relations but workers from other towns can be brought in to bring in new characteristics and features into the work force. Ichniowski, and Olson (2000) also suggest that through traditional management the greater the diversity in the workforce, the better it will perform over a period of time. This can be attributed to the fact that similar people with similar capacities and mind frames have more or less the same performance and ability to do work.Ichniowski, C and Olson, C. (2000) believe that thus, when presented with newer challenges, they are bound to all either be interested in it or disinterested in it. As stated by Robbins (2004), maintaining diversity ensures maximum problem solving skills. 4.1.2 Employee Motivation Employee Motivation depends on two major issues. The compensations in wage for his efforts as well as the benefits they receive by staying with the company. 4.2.1 Compensation / Wage This is the biggest issue facing the resort, how to keep the trained workers. So the importance of appropriate job compensation is important to not only keep the effective working force but also protect the business investment on the employees. Mathis and Jackson (2006) believe that labor relations such as binding legal contracts can also be used to prevent the loss of higher skilled labor. 4.1.2.2 Employee Welfare A satisfied employee is the goal of an HR department. Employee welfare is a huge part of employee motivation. To get the best out of the employee, a sentimental association has to be developed where the employee starts to feel part of the business. The employee welfare is overlooked at the Crystal Palace Resort. Robbins (2004) believes that it can be accepted that arranging events to develop a stronger bonds amongst employees and the company results in being expensive but the benefit of an emotional attachment a worker feel towards his company is guaranteed hard work and dedication. 4.3 Employee Relations Nkomo, Fottler and McAfee (2004) believe that employee relations are an important factor regarding the company’s relationship with its employees and the relationship amongst employees. In the case of Crystal Palace Resort there is high staff turnover and absentees. Dessler, Griffiths, and Lloyd-Walker (2004) propose that an atmosphere of goodwill has to be established where all departments are aligned on the same side assisting each other for the betterment of the service provided to the customers. 4.2.4 Training and Development The importance of training and development is accepted unanimously. A skilled work force will always provide the better goods. A major absence in the HR functions at the resort is the reflected in a lack of trained and qualified workers. Human Resource Management, (n.d. ), Stated that once the factor of staff turnover is controlled the true benefits of training and employee development will start to show. A trained employee will be empowered with the correct skills and knowledge to perform his duties and tasks correctly. Dessler, Griffiths and Lloyd-Walker (2004) believe that long term training courses need to be set up for the employees of the resort so that they can provide the level of service linked with the WPHC. 4.2.5 Performance appraisals and Record keeping The performance appraisal system is very important in keeping the HRM system aligned. Cotton (1993) believes that employers need the information regarding their work force, such as which worker is productive and which worker needs some assistance to improve. The performance appraisal system is absent at the resort. A proper computerized or even a manual system needs to be established through which the performances of the employees is graded annually. Such   evaluations are needed to be stored and kept in a database or a record to evaluate the performances. Ichniowski and Olson (2006) believes that such evaluations can allow viewing the benefits of the training and development programs as well as individual improvements of the workers. 4.2.6 Occupational Health and Safety A major improvement required at the Crystal Palace resort is the health and safety record. The current data shows that their standards are below the average level of employee safety in resorts. Murrell Formisano and Meredith (2005) believes that when a worker gets injured on the job this not only results in temporary loss of paid labour but also the uncertainty which springs up amongst all employees, regarding the working conditions, the hazards they face and the question of whether this job is worth to risk such drawbacks. Armstrong (2006) advocates that health and safety standard of the resort needs to be improved to provide workers with a more secure environment to work in. 5.0 CONCLUSION The acquisition of Crystal Pool Resort by the Western Pacific Hotel Chain is a profitable addition to the business chain. However The Crystal Pool Resort is lacking in some obvious HRM function’s although there can be sorted out through proper management. The improvement in the efficiency of the working force of the resort will improve their service standards not only bringing it up to the standards of the Western Pacific Hotel but also ensuring it are of international hospitality standards. The analysis of the case has been done keeping into mind the different theoretical aspects of organizations and how they apply to the workplace. The recommendations form an integral part of the case and present the different ways in which the situation can be handled with great control there include improving Crystal Pool Resort will be able to overcome the deficiencies mentioned by following the recommendations outlined previous sections and will emerge as a high performing unit of Western Pacific Hotel. References Armstrong, M 2006, A Handbook of Human Resource Management Practice. Kogan Page, New York.Cotton, J L,1993, Employee Involvement: Methods for Improving Performance and Work Attitudes.Sage Publications, Frankfurt.Dessler, G, Griffiths, J, and Lloyd-Walker, B. 2004. Human resource management. Kent Publishers, New Surrey.Human Resource Management. Guide to Managing a Great Workplace. [Online] [Cited: September 18, 2008.] www. managementhelp.org/hr_mgmnt/hr_mgmnt.htm.Ichniowski, C and Olson, C. 2000, The American Workplace: Skills, Compensation, and Employee Involvement. Cambridge University Press, 2000,Cambridge.Mathis, RL, Jackson, JH, 2006,Human Resource Management,Thomson South-Western, London. Murrell, Kennetth L., Formisano, Roger A. and Meredith, Mimi. 2000. Empowering Employees.Chicago : Mc-Graw Hill,Chicago.Nkomo, Stella M. , Fottler, Myron D. and McAfee, Bruce R. 2004. Applications in Human Resource Management: Cases, Exercises and Skill Builders.Thomson/South-Western, London.Potterfield, Thomas A, 1999, The Business of Employee Empowermen,. Greenwood Publishing Group, Edinburgh.Robbins, SP,2004, Organizational Behavior,New York, 2004.Meredith,S,2004, No Fair Pay in THIS Place, Jackson Publishers, Miami.

It has been a long-standing view Essay Example

It has been a long-standing view Essay It has been a long-standing view that people of all ages act differently according to their sex. This fits in with the way they naturally want to behave and the way in which society expects them to behave. Studies have been carried out over the years to test whether infants as young as nine months display these social and emotional differences. For example (Robson, Pederson Moss 1969) showed that girls displayed a fear for strangers at a younger age than boys did. The problem with this test, and others like it, is that the gender of the child was known by the people who were rating its emotional responsiveness. This study echoes that of Condry Condry (1976), where the people who were rating the child were actively deceived as to the sex of the child. The idea behind this is to see whether we perceive these differences in behaviour because the child is of a particular sex. In other words, whether it is the beholder who sees behavioural differences because he expects to see them. If this is found to be true, it would provide a useful insight into how children pick up their behaviour patterns. I.e. how their behaviour is shaped by the adults around them. We will write a custom essay sample on It has been a long-standing view specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on It has been a long-standing view specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on It has been a long-standing view specifically for you FOR ONLY $16.38 $13.9/page Hire Writer It is expected that this study will backup the findings from the Condry and Condry study, and that, therefore, the same gender stereotypes still exist. It is believed that the results will confirm that the participants rate the emotional response of the child differently depending on what sex they believe it to be. METHOD PARTICIPANTS The participants in this study were all first year university students studying psychology. 62 people rated the child and a random sample of 20 was taken from this group. Half of these believed the child to be a boy, and half believed it was a girl. Every effort was made to ensure that a similar number of males were on each side of the divide. In the end, out of the sample of twenty, there were six males. Two of who believed that the child was a boy. MATERIALS The child was recorded responding to four different toys. A teddy, a large doll, a snapping face and a noisy singing dog. The video recording of the child responding to the various stimuli was played over a video projector. This allowed all of the participants to rate the child at exactly the same time. To facilitate the rating of the child, a tick sheet was used. This instructed the participant to rate the child out of ten for the following emotions; anger, pleasure and fear. An instruction sheet was also given to the participants. One half of the instruction sheets told the participant that the child was a boy, and the other half told them that it was a girl. (See appendix B) DESIGN The independent variable in this experiment was the perceived sex of the child i.e. the sex the participant believed the child to be. The dependant variable was the ratings on the tick sheets that the participants gave. Out of the variables that were controlled, the noise level and the timing of when the participants saw the video were fixed, so as to ensure no collaboration. It was important that neither half of the class knew that the sex of the child may be different to what was indicated on the instruction sheet. As previously mentioned, care was also taken to ensure that there was an even number of males on both sides of the split in population. PROCEDURE A baby (dressed in such a way so as to disguise its sex) was stimulated with four toys. Firstly a teddy, then a doll, thirdly a snapping face toy, and finally a noisy singing dog. The experimenter presented, and then took away each toy from the child. This was done five times for each toy. This whole procedure was recorded on tape. The group of participants was split into two without them being aware. One half of the group were given a set of instructions informing them that the child was a boy and the other half were informed that the child was a girl. Both groups were given a tick sheet as described above. The video was shown to both groups at the same time, and complete silence was insisted upon. The groups saw the child respond to each toy, and after the fifth presentation, were asked to rate the responsiveness of the child for anger, pleasure and fear. After they had done that, the video started again and they saw the infant respond to the next stimulus. RESULTS Table 1 shows the mean responsiveness and standard deviations for each of the emotions for both boy and girl models. This data was formed by taking twenty random tick sheets (ten from each group) and calculating the mean and standard deviation from these, (see appendix A). We also calculated an overall emotional responsiveness score.

Create Your Own Outline Sample Essay - The Process

Create Your Own Outline Sample Essay - The ProcessThe process of creating an outline sample can be difficult, but it can also be easy. Many students will try to save money by skipping this step and writing the essay from scratch. There are a few things you should know about this approach.The outline sample is almost never as good as the finished article. You will learn when to create this outline and how to make the best use of the resources at your disposal. You may think that you can use this method for everything from a research paper to a report.If you want to write a well-written, well-researched paper, you need to do more than read this guide. You should also attend one of the state and college writing workshops offered by our authors. These workshops will help you develop your own style and writing style.One of the best things about the outline sample is that it allows you to get the ideas you need to make your essay. You won't have to create the entire thing from scratch. The outline can help you plan out the outline so that you know what kind of information you are going to need. You can then gather the pieces of the puzzle that you need, such as vocabulary, information about the person's career, skills, and specific references.You need to have a good outline before you can begin writing the rest of the essay. But even after you have created the outline, you will still need to check it over several times to make sure it is correct. You don't want to completely rewrite the outline because you find a mistake, or even worse, the first draft seems incomplete. The purpose of this outline is to give you the tools you need to construct the rest of the essay.When you have completed the outline, you can start working on the writing itself. You should begin by creating the introduction, the body, and finally the conclusion. This way, you will know exactly where you are in the writing process.The outline sample can really help you speed up the process of writing. The key is to begin on the foundation of the thesis statement. You can then start filling in the details to make your essay more interesting. You can fill in the details with lists, cross-references, and graphs.The outline sample will give you all the information you need to get started with your research. After you have finished the outline, you will then be able to move ahead in your writing. You will be able to focus on the details of the topics you choose.

Tips for Teaching Multiple Preps

Tips for Teaching Multiple Preps Many teachers have to face the challenge of teaching multiple preps in a given year at some point during their career. For example, a high school social studies teacher could be assigned to teach two classes of basic level Economics, one class of American History, and two classes American Government. An elective or specials teacher in art or music can be assigned several different grade levels in one day. For each prep, a teacher needs to develop a set of lesson plans. Multiple preps require multiple lesson plans. In many schools, a number of preps are given to the new teachers who may not receive their first choice of course assignments. Other disciplines such as world languages may offer several singleton courses, such as a German I course. For other departments, there may be specialized courses with only one section such as AP Physics. Multiple preps may be the best way to meet the needs of students. A teacher with multiple preps in a school year should consider some of the following suggestions. Stay organized Teachers facing multiple preps must keep their lessons, notes, and grades separate and accurate. They need to find a physical, organizational system that makes sense and works for them. They might try one or more of the following to see how the system works: Summarize daily instruction by class on a post-it note. Place the post-it into a daily agenda or planning book. These post-it notes record the topics that were covered in class and remind the teacher what still needs to be done.Provide designated areas that are clearly labeled for students to turn in or pick up work by course or class. Making students responsible for materials contributes to their independence.Set up crates or files that can hold student work and materials by course or class.Use color coding to keep student work separated by class or course. Color-coded file folders, agendas, or notebooks are visual cues that help keep student work separated. Go digital There are multiple software platforms to help organize classrooms digitally, for example, Google Classroom, Edmodo, Seesaw, Socrative. Teachers can adjust the use of these platforms according to the amount of technology integration available in a school, even if there is limited access to computers. These educational software platforms allow teachers to customize class syllabi, post course assignments and collect student work. Some of these educational platforms can integrate grading platforms as well, saving time and streamlining feedback to students. Digital resources can be linked as well which can expand the materials available. Another possibility is to share digital resources or classroom materials with another teacher who may be teaching the same prep. Software platforms can easily separate students by class or course, so there is no confusion as to which teacher is responsible for students. Seek out other teachers The best resource for multiple preps could be another teacher in the building who may be teaching the same prep or who has already taught a specific course. Most teachers are more than happy to help out in these situations and share materials. Shared materials can reduce the time required in lesson planning. There are also many sites teachers can go to get lesson ideas that complement existing curriculum. Teachers can begin with provided textbooks and then add supplementary material from educational websites as necessary, provided the materials meet the standards and objectives of the course. There may be ideas for a class that can be modified for different preps or differentiated for students. Make outside connections Look outside the building or even outside the school district by using social media connections such as Pinterest, Facebook, or Twitter. For example, there are thousands of teachers that use Twitter to meet for chats on their discipline according to a set schedule. Collaborating with these online colleagues can be excellent professional development. One of these teachers may have already created something that is perfect for a course. Connecting with teachers, especially if the course is a singleton or the only course offered in a school, can also help reduce feelings of isolation. Vary the complexity of lessons Teachers with multiple preps should not schedule two complicated lessons on the same day. For example, a teacher who plans on having the students participate in a simulation that requires a lot of preparation and energy might want to create lessons for the other classes that day that does not require so much time and energy. Plan resources use In the same way that you want to vary the activities across the day, teachers should schedule lessons for easy management. For example, teachers should plan lessons that require time in the media center on the same day. In the same way, if equipment (video, laptops, polling clickers, etc) is available on specific days, then lessons should be organized to take advantage of the equipment in each class. This kind of organization is especially true if the equipment takes time to set up and take down. Destress ​ Teacher burnout is real. Teaching can be quite stressful with all of the pressures and responsibilities placed on teachers, and multiple preps add on to the already long list of factors that cause teacher stress. Check out 10 ways to manage teacher burnout for some great ideas. It is definitely possible to survive and thrive teaching multiple preps. All it requires is staying organized, keeping a positive attitude, and maintaining connections with other teachers.

Ethical Essay Example | Topics and Well Written Essays - 1500 words

Ethical - Essay Example To ensure the safety and the normal development of children by protecting them from risks, it is evident that encouraging children to manage risks would be the most beneficial method for their holistic well-being. With awareness and recognition of ethical issues prevalent in the classroom setting, teachers and school administrators conform to a set of guidelines which assist them in their decision making process. In this regard, this essay aims to differentiate between the legal and ethical issues encountered in a junior school and to discuss the need for legislation as a means of protecting students as well as teachers and school administrators. Likewise, the discourse would identify and evaluate a range of ethical theories that can be used to justify the decision making in the junior school, as the work place setting. Every field of endeavor designs a set of guidelines and standards for members to follow and conform to a prescribed moral behavior adhering to ethical principles governing their career of choice. Teachers and school administrators are governed by the code of ethics instituted by the National Education Association. The principles and commitments indicated in the code are known in the teaching profession as the Code of Ethics of the Education Profession (National Education Association (NEA), 2010, par. 2). Generally, the code envisioned two (2) distinct principles and commitments, to wit: commitment to the student and commitment to the profession. The first commitment sets guidelines for the educator to focus on the holistic development of the student by the encouragement of potentials and honing of skills. There are exactly eight (8) guidelines set by the NEA for educators to fulfill the obligations expected of them, to wit: (1) encouragement for learning; (2) encouraging diverse points of views; (3) making a balanced stance regarding student progress; (4) protecting the

An Effective Approach to Management Essay Example | Topics and Well Written Essays - 2000 words

An Effective Approach to Management - Essay Example He should see that the tasks accomplished are according to customer satisfaction (Williams, 2010, pp.7-8) In essence, there are five specified tasks of a manager. Managers â€Å"set goals, organize activities, motivate and communicate, measure performance, and develop people.† (Daft, 2011, p.5) There are different approaches to management. Some of the most influential ones are classical approach, the human relations approach and contingency approach. Each approach offers valuable insights for practicing managers in their efforts to define management problems and opportunities, and to develop ways to deal with them. This paper focuses on human relations approach of management with Accenture as case study. The traditional classical theory of management was a drawback in many ways. It failed to comprehend the behavioral patterns of individual employees. This theory is a concept of rigid laws in management practice. This theory is based on the assumption that employees are motivated only by financial incentives, and ignored the human aspect of employees i.e. their social and psychological needs. This theory assumed that productivity is the only objective of an organizational body and ignored the multiple goals of the organization. Overall, the classical approach is more mechanical with no focus on motivation and inter-personal relationships between employees and management personnel (Agarwal, 1983, p.29) As a result a natural outgrowth of this management theory is the human relations theory also known as behavioral management theory. This theory came into practice in the 1930s (Griffin & Moorehead, 2009, p.85) and is based on the concept â€Å"satisfied workers will give more work.â₠¬  (Daft & Marcic, 2010, p.30) The initial focus of the theory was on worker cooperation and thoughtful management, but gradually the focus shifted to the daily performance of workers. The concept of this theory was to integrate skilled and quality performance with motivation aspects.

Fictitious Business Description Essay Example for Free

Fictitious Business Description Essay The main purpose of this study is to discuss the importance of a Human Resource Information System (HRIS) in Castle’s Family Restaurant. We are therefore going to discuss on the HR problems in Castle’s Family Restaurant and how the implementation of HRIS will enable the company to reduce costs together with ensuring efficiency in HR operations (Randall S. Susan E. 2007). Business assessment Castle’s Family Restaurant in Northern California is the business to be assisted. It is large in size since it runs several branches in different locations and also has over 300 employees and this makes it to be a company. Depending on the size of the business, I have in my description assumed that Castle’s Family Restaurant is a since it has many employees and many branches. This assumption is based on the background of restaurant work environment and industry. Based on the basic theory of business complexity and getting work done restaurants should employ many workers to ensure that work is done efficiently like in the case of Castle’s Family Restaurant. Identified problems In the review of the HR of Castle’s Family Restaurant, I have noted the following: I have discovered that business does not have a human resource manager rather the operations manager served as HR manager. The company has not implemented HRIS which is important in monitoring the employee’s performance (Randall S. Susan E. 2007). It is therefore evident that the HR is experiencing problems since the HR manager is unqualified and had so many duties to handle which is quite tiresome for him. Some of the functions of a HR include manpower planning, recruitment and training of employees, hiring employees and monitoring employees to ensure high performance. In my analysis I will focus much on monitoring of employees performance which will help me design a business plan. The main reason for focusing on this HR function is because the company seems to have failed in its implementation of HRIS which could be useful in reducing the HR managers travel time and travelling costs and that is why the HR manager has to travel to the branches to monitors employees performance. According to the resource-based theory of Human Resources, strategic management of the company resources leads to its success (Randall S. Susan E. 2007). Increase in the costs incurred by the company is wastage of company resources since a better method can be implemented to reduce these costs and improve company’s performance. HRIS needs assessment According to Michael J. Mohan T. (2008), HRIS is an online solution used by Human Resources to enter data, track data and manage accounting and payroll functions of the company. The main purpose of implementing HRIS in a company is to reduce the manual workload in HR administrative activities through tracking existing workers. Implementation of this software will create a more efficient process from the HR in the sense that it will help the HR manager to manage information about the employees, analyze employee information, manage resumes and new applications and also complete payroll integration with other financial accounting software in the company (Michael J. Mohan T. 2008). Automating all HR functions saves a lot of time and resources and hence increasing efficiency in HR operations as suggested by the resource-based theory of Human Resources. By implementing HRIS in Castle’s Family Restaurant, the HR manager will not have to travel to all company branches to monitor and answer employees questions rather he will perform his duties in his office. All questions that need to be answered will be answered through this software. Application or implementation of HRIS in Castle’s Family Restaurant will therefore enable the HR manager to complete all of his tasks in a cost-effective manner. Conclusion As a HR consultant, I would advise Castle’s Family Restaurant to implement HRIS as this software will solve much of the HR problems and hence leading to reduced costs and improved HR efficiency. Implementation of HRIS will make the company to effectively use it resources for better operations.