Motivational Issues in the Work Place B120 TMA02 November 2012 Submitted By: Thomas Pocock Tutor: Sandra Cornock-Taylor Contents Executive Summary Page 3 1. Problem Description and Analysis Page 4 2. Recommendations Page 5 3. Information Page 6 4. References Page 6 Executive Summary Outlined in the following report is an identified problematic situation in which I faced in the work place at my previous employer, Visa Europe.
If Carl does nothing, he will lose the new trainees, and he could lose his job, this also will cost the company time and money. The current key problems are that Carl Robins had inadequate training as a recruitment manager. Therefore, he could not fulfill his duties adequately for the company. Another key problem is that there seems to be no human resources department to oversee the hiring process of the new employees. Because of the fact is that when Carl went and check on the status of the trainee’s paperwork, and mandatory drug screening; almost none of them had not been completed.
The advent of social media and the inclusion of companywide resource systems has transformed the way hiring is done. The methods of recruitment from the past, gave way to innovation that leveled the playing field, and made it more difficult for companies to proactively discriminate. I am currently a managing partner of a personnel agency. We currently fill a few job orders a week. The preferred method of recruitment is to go to CareerBuilder or Cal jobs and pull resumes that are stored in a database.
Proposal to Improve Customer Service Laura Etheridge ENGL. 3360 May 21, 2012 Benjamin McFry Abstract Every business depends on customers to stay competitive. These customers are in our stores or on our websites to make purchases. Without these customers many, if not all companies would cease to exist. Therefore, we must reassess our customer service program and adjust to the ever increasing needs of our customers.
This can also lead to a loss of important information as the following week very little information can be presented due to the members of staff not willing to provide and deliver information as they don’t want a repeat of another long meeting. _____________________________________________________________________ Conclusions to the analysis: 1. No agenda seems to be the problem stating what will be discussed 2. This causes there to be a lack of structure to the meeting 3. There is no time limit stated on the meetings leaving no target for the meeting to finish by _____________________________________________________________________ Recommendations: 1.
This seldom happens as there is a perception that by helping John, he may be next in line for an executive promotion. As for the procurement function, the project manager is forced into assuming the responsibility and spends a significant amount of time in tracking down raw materials. The site superintendents believe that they should function as true project managers; are very unhappy for not being involved in the procurement function and hence are not supportive of the project managers. From the above, it is quite clear that roles and responsibilities across the organization are not clearly defined. There is no structure in the organizations’ chain of command.
This man’s job performance is not enough to concern you for the first couple months, but he begins slacking as time goes one. Now what if you were to hire the better man for the job? Remember, with different people come different thinking processes and ideas. While a top company in a particular field, with a no visible tattoo policy, may sit in their conference room brainstorming ideas of a solution for a major problem with a loss of profits. With all of the ideas coming in, no one has an idea that works to solve their problem.
Moreover, he was not able to motivate the employees. The city of ‘Vitória’ in which the store was located was facing an economic decline as governmental institutions and offices had moved away and the transit population has been reduced. This made Oliviera’s job even more challenging. So, an experienced manager would have been a better choice for the job. Q2.
But then there was problems as the training lasted nine months instead three months required period. The reason was that the trainer delegated to carry out the training has no knowledge of how to carry out the training and this caused lots of misunderstanding between trainer and the author as trainer takes it personal whenever the author ask a question on any issue the author does not understand. The author’s compliant to the line manager and HR department was not taking seriously. In addition the training manuals were not up to date as things has changed. The training was on the use of the microscope for defect detection on products, machine calibration, environmental particle measurement and final inspection of finished products and shipping.
They feel that their contributions are undervalued and their concerns ignored. There is no formal training process in place to familiarize foremen with the different aspects of their role within the plant. There was a month-long rotational training program in place, but it was discontinued due to budget cuts in 2007. The foremen are neither familiar with key processes in the plant nor are they familiar with handling labor situations. A lot of the foremen are put on a line before they have the tools to be successful.