Although Tanglewood would like to try and meet their affirmative action goal in a single year, if do think they should set a goal for 2 years. Due to having to hire more the normal employee's, I think they need to set the goals they need to first and focus little at a time on keeping those goals steady. I feel this will keep HR from feeling overwhelmed and allowing them to succeed in accomplishing everything they need to do. I have also attached a memo that may help Tanglewood's other stores understand your goals. To All Tanglewood HR: It is essential that when determining hiring of employee's that you consider many factors in your search.
If they do not update the information when needed they are giving false information losing them their future customers. Customer feedback By allowing customers to give feedback on the website it means that the company will know how to improve their website and make it more user-friendly. Most websites tend to have contact page where they will have an email address, telephone number or address or a short form that can be filled out. Once this has been done the company will have a set team who will check for feedback at the end of every week. Feedback is important to MSM driving school as they just opened a new website and it is vital they make it useable for all ages.
(Sullivan) Conduct We must be clear and open and non judge-mental when giving information to clients in a professional business like manner to ensure information provided is biases’ based for the client at hand. (Magloff) Equality and discrimination We may not discriminate or show inequality based on Age, Race, Ethnicity or Disabilities either with in our business or with the clients we work or in hiring process with human resource. (Sullivan) Ethics Training Program All employees from lower to upper management are required to complete and pass yearly
Because my belief is that the stronger the connection is in between me and my employees will assure them that I care just as much about them as I would about the numbers. This will inevitably promote more work flow and a more positive work atmosphere making any workplace drama less likely to arise. Step six set up counseling sessions for anyone who has been previously harassed, abused, discriminated against or has experienced some form of trauma that of which has somewhat hinder their work performance such as a death of someone close to him or her. No matter what the situation is these sessions are open to everyone. Steps seven remove any employee whether it is someone who working part- time, full- time or is part of the management team promoting some form of discrimination.
Their effort for customer’s satisfaction is called “Deliver WOW through service.” To create a superior customer experience, they have been many things. First of all, they provide not only free shipping in both directions but also a 365- day return policy. Customers do not have to worry about shipping fee and inconveniences from return process by using Zappos. They also focus on the function of the call center. To satisfy the customer, Zappos never outsourced their call center, which means they do not work from a script.
The managers and cooks are predomitely male who have no certain look required to become an employee. When hired a Bazooms girls are required to sign a official harassment policy in order to protect the resturauant from any law suits that may be filed against them. Bazooms keeps this model restaurant in order by establishing formal power, informal power, behavior rules, appearance rules, and emotional labor. The formal power in this essay is expressed in who is in charge. The people in charge posses all the power which in this case is
After every social upheaval, people invariably come back in the end to their daily labors, for the simple reason that they want to stay alive; they do so for their own sake, after all, not for the sake of this or that team of political leaders. Not that going to work, doing the shopping, and living their own lives is all that people do. They do much more than that: they commit themselves to numerous output norms which they then fulfill and over-fulfill; they vote as one man and unanimously elect the candidates proposed to them; they are active in various political organizations; they attend meetings and demonstrations; they declare their support for everything they are supposed to. Nowhere can any sign of dissent be seen from anything that the government does. These facts, of course, are not to be made light of.
After the team found out the disadvantages and non-value-added actions within processes, they knew where to improve. Then they formed eight specific teams to begin the equipment-improvement process with the collection of loss data. In this way, every worker could involve in lean processes that allow people to better focus on their own performance and they became familiar with lean concepts, operation tools, and safety metrics. However, although they knew that every employee in the workplace had to be getting involved and actively participating in the lean process to sustain improvements, they did not develop any solutions for employees’ resistance to change. The team needs to focus on the human factor, about how to build up a company culture characterized by commitment for continuous improvements and everybody's one hundred percent involvement.
Speech: Topic – Routine checking of equipment Good afternoon to you all, so our topic today is on “Routine Checking of equipment” checking equipment is important in so many ways, failure to do so does not affect the patients only, but staff as well and on top of that the entire company. Before operating any equipment such as mechanical lifters, on a resident you are to check that it is working properly, check that the battery isn’t flat if so get it changed and charge the previous battery before commencing your work. A simple check can make a big difference; it can prevent incidents and accidents from occurring. How can you participate in OHS matters? Well there is the OHS committee if any staff is interested in being a part of the team, is more than welcome to join as it is a great opportunity to be part of the most productive team of the facility who works together in identifying and resolving health and safety issues; meetings are held bi-monthly if any staff that wish to raise an issue regarding OHS issues, can approach any members of the committee to have their matters raised at the meetings to be discussed, or document them on the meeting agenda notice that are located outside the education room, and then follow up on the issue by either reading the minutes or just by asking the committee members.
Things you should never do: • If the customer is ahead of schedule for their arrangement, never inform this is awful or make an issue. The fact of the matter is that the customer has arrived! In the event that the customer comes early the main thing to do is to let them know that you are so glad to see them. You can state something like, "please pull up a chair and I will go (or call) and check whether they are ready for you”. • Talking to another employee, or attending phone calls, while servicing a customer.