INTRODUCTION The restaurant industry can be a challenging endeavor and yet Castle Family Restaurant has been able to establish a name for itself and open eight locations in the California area which employs around 300-340 employees. As the company grows a great challenge can be identifying the need for change within the business processes to ensure the business is being run as efficiently as possible. There are currently a few issues within the HR department of Castle Family Restaurant that would benefit from the implementation of new technology. The HR manager, Jay Morgan, has been traveling to the various locations on a weekly basis in order to accomplish his duties in reference to staffing and employee relations. Jay Morgan also utilizes an excel spreadsheet to perform payroll functions and prints the payroll checks, all of which are very time consuming.
“Motivating Employees” is a book about how employee motivation is driven by companies that invest and grow their employees. One of the most important traits of highly effective and successful companies is that employees are happy and have fun at work. Leadership is not assaulting your employees, but to lead your employees you need to motivate by using caring, inspiring, empowering, teaching, growing, investing and your employees will follow and want to contribute. Assaulting as in forcing, criticizing, and bossing your employees around will not only wear them down and unmotivated them but it will exhaust the boss as well. This book is a great resource for my paper because it supports that leaders grow their employees and make them happy.
After the meeting, Thomas decides to develop a highly skilled team of strategic partners (SPs) who will build strategic business partner relationships with the company’s business leaders. He realizes he will have to coach this new team to success and begins by instructing them on the first steps in building a strategic relationship. One of Thomas’s new SPs, Karen Johnson, catches on quickly and is selected as the first person to practice the techniques she has learned by building a partnership with the sales department. Her ultimate goal is to consult with sales leaders to uncover ways she can help them increase sales revenue. Eager to begin, Karen sets up a meeting with a high-performing sales operations manager, Jacob Reynolds, who was referred to her by a friend in sales.
According to Salary.Com, an executive receptionist in 2012 is making between “26,617 and 33,578.” Brennan’s enthusiasm, desire to learn, and customer service skills have proven her to be highly beneficial to the success of the firm. It is assumed in the article that the staff feels the same since Finley’s comptroller, Frank Bain, never mentioned any problems regarding the receptionist salary (Cousins, 1992). Finley relied on Brain to bring matters of importance to his attention. Although small adjustments should be made to Brennan’s
The following are the two main HR policies that contributed to the Zara success: 1. Staff feedback: It appreciated feedback from even the lowest staff member of the company. The feedback included the store manager’s demands for the fashion in trend which gave the ability to know about the latest fashion and stay ahead of it. 2. Employee Autonomy: By staying with the prevailing culture of the company, the employees were able to do their work that suited the environment.
What Risks Do Workers Compensation Laws Alleviate For Employees? Name Institution Date ABSTRACT In today’s corporate market, the human resource department in every firm is assigned the challenging task of offering both existing and highly sought after worker’s compensation and benefits which are competitive with their competitors in the same niche. Normally termed as “HR”, they are deemed to convince new and talented employees to join the workforce, yet without hampering the organization profitability or objectives. There are various things used as hiring tools during employee selection in any organization. This includes; hourly wages, salaries, and group or team bonuses.
Helen here is contributing rather than solving the issue of losing good employees, which is an early sign of a weak management in an organization. As a leader of the organization she needs to look at the issue holistically, be more of a mentor catering to the needs of every employee under her wings. When a company starts to lose its work force to its competitors, the leaders of the organization in an urgent need to fix the issue starts to find fault in individual managers rather than the organization as a whole in a hope that the eliminating such managers might be a solution to the problem. Helen is doing exactly the same when she questions Bob and Mary on their efforts to stop employees moving into another organization. Mary on the other hand is concerned about the firm and other employee’s wellbeing but her lack of employee management skill holds her back in effectively solving the problem.
Instead of conversing with her clients and correcting the issue she will gladly converse with other stylist clients on a friendship basis. I have also noticed that she is overly sensitive as well, because she whispers to her clients instead of speaking with confidence. I was able to overcome my fears because I immediately recognized my fears were holding me back. They were clearly interfering with my livelihood and what I dreamt about doing for many years. I didn’t seek counseling but I did look at self first, I did a complete self analysis and started working on me first.
Our business construct is a group of individual, work-at-home customer service agents that are independent contractors. They provide superior customer service to a diverse range of clients from computer companies, internet sites, telecommunications, resort management and electric utilities. Our class text further illustrates the mission statement: "Mission Statements are a concise statement of what the company stands for, who they service and what the company does for their customers" (Abraham, 2012, Para 2.1)." Matching the current client needs in an ever changing marketplace is difficult and not an exact science. The clients for our customers change not only seasonally due to market pressures but also daily, due to volume of demand for customer service agents.
It is like harassing to scrutinize people’s social and personal lives. Danielle is being affected by her boss’s lack of professionalism, yet she can take advantage of the situation by showing the manager the best way to solve the problem. She can address the task wisely and prove to be an outstanding intern. First she needs to communicate, I think communication is the key in this case. Danielle needs to tell her boss how she feels about peeking into her colleagues’ lives via Facebook.