Human Resources are a major aspect to every business. Management's presentation in human resources will say whether or not a business will be flourishing in the long run by recruiting with the right people for the right positions. A lot of businesses and their managers undergo the pressure to be completely staffed and take on people without actually evaluating their potential for quality effort as well as being a good fit for the atmosphere the managers desire the workplace to have. ACC has experienced employment issues in recent times since they are devoted to maintaining a definite standard of quality when offering a spot to a new member of staff and are reluctant to just settling for the regular. Managers at ACC have to cautiously examine their respective workers and decide if they require the need for extra people and if they do the managers have to estimate the different personalities they manage and what type of personality would fill the open spot effectively.
Relocation for hiring two cooks will become costly for the restaurant so not good strategy. So it is better to attract talented candidate through advertisement and some benefit like health insurance, some facility for cook’s family and some other rewards. Overstaff or Understaff: Buffalo Wild Wings must seek to be fully staffed. Overstaff will cause employees of the restaurant to remain idle and the restaurant needs to take steps to reduce head count such as layoff or early retirement plan. Keeping idle employee in employment will be expensive for the restaurant as the restaurant needs to pay salary to those employees even if it does not gain anything from them.
Client satisfaction and retention could suffer due to longer wait times and lack of company responsiveness due to a decreased work staff if the telecommuters aren’t available. Because this risk is such a lynchpin to the project’s success, the probability of occurrence is very low. The initial action is to have weekly status meetings, with additional meetings scheduled as needed to monitor and bring additional resources to the table if remaining target dates and milestones aren’t going to be hit. This will also be the plan to mitigate the risk
My Boss, L.J. Watkins, wants to cut cost because of increased competition from another firm and some changes have already been made. Before these change Watkins Co. had a relatively laid back atmosphere in which supervisors did not frequently push or confront employees that often. Wages were considered low for the area and as a result workers would work overtime to make up for their low pay. They were unsupervised during these overtime hours and reportedly were very productive.
Throughout the film, it shows the inventor’s daily routine of life – going to work, putting together the Happy product and then going home and inventing his own product ‘Bliss’. The repetitive lifestyle he lives is contrasted to the completion of his product. It gives birth to a colourful world that is viewed by most people. His product is a success but the inventor soon realises he himself is somewhat of a failure. The use of repetition demonstrates the harsh nature of life for everyone.
Working conditions and treatment in the work place at this time were harsh, poor and inadequate. Reforms that had been introduced were frequently ignored by employers. The hours were extensive and they worked for little pay. Yet the workers did not complain in fear of being sacked. Even though unions had moved to improve the rights, justice and conditions of the workplace, it was not surprising that many workers were sacked for simply joining the unions.
The lack of on site childcare causes many people to miss work with the odd schedules we worked which required many working late into the evening and on weekends. One of my sources stated, “Today many businesses face recruitment and retention issues, asking how to attract and keep the best and brightest. For some, on-site childcare is a valuable employee benefit as well as a sound business decision. It is important for a business to think about its responsibility to understand the family issues faced by its workforce as well as the larger issues.” (“On site child,”) This benefit would be greatly appreciated by the employees who a parents of small children. It’s only logical for our center to implement the on site child care since it is currently in many of the Verizon call centers nationwide.
By observing productive and non-productive time a manager can reasses staffing on an hourly, weekly, quarterly, or annual basis, minimizing cost for the facility. With careful management projections can be made for the upcoming years budget. The mananger has a constant struggle to maintain adequate staffing without exceeding his/her staffing budget. (Davis, 2008) The goal should be more creativity and productivity from each employee, and less non-productivity, which amounts to paying employee for time when they are utilizing their time properly. If employees are doing more socializing with other employees and friends on Facebook than their job duties, it can make for much frustration for
They on the other hand cannot fail to work because they have people looking up to them to provide and support. For the fear to lose their jobs, workers do not speak up, protest or ask for salary raise. Even when the work load increases, workers are forced to work for longer hours without complaining or asking raise for the extra hour they are working. Workers no longer have a say or rights that they can hold to. Many workers fear losing their jobs because of the fact that finding another will be a hustle for them.
With JC’s casino the housekeepers are becoming less and less productive in that they are missing work, leaving the casino for other jobs causing turnover and staff shortage, and other full time employees are having to clean rooms. There has also been a concern with rooms not being ready at standard check in time causing check in to be moved a few hours back and the hiring of an individual to control a luggage room for guests. The owner could implement incentives or rewards for the employees who possess a strong work ethic and show skill level required for housekeeper duties. The owner could also offer a referral bonus for employees hired and completion of six months satisfactory job duties to the employee who referred the individual hired. In doing so this would eliminate the staff shortage and possibly the high turnover by showing the employees they matter and are needed.