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Absenteeism was also not more than the national average of 498 but equal to it.
For the second quarter, the cost of hiring and layoffs dropped to $185,000. This comprised a sum of 60 new hiring, 5 new promotion additions and 5 promotion losses. This move helped in recording no overage or shortages. Different rates of wages increases were carried out across various levels given as $20, $15, $10, $7, and $5. This was in relation to a total training cost of $33,800. Indeed, the department did not pay as much attention to issues of training as it did in the previous quarter. The reason was that there were not as many new vacancies that needed to be filled. But the absence of training slightly increased accident rates and absenteeism (Chen and So, 2002).
The total cost of hiring and layoff for the third quarter came up to $158,000. This entailed 59 new hiring, nine new promotions nine promotion losses. Consequently, there was no vacancy, anytime there was a loss of promotion position. Except for level 5, there was planned wage increase across all levels with levels 4, 3, 2 and 1 recording increases of $60, $55, $50 and $45. This was in relation to overall training cost of $33,800 just as in the second quarter. This means that we learnt from our mistakes in the second quarter were wages increases were not used as a means of morale boaster to ensure that there was sufficient wage increases this time round. The motivation helped in improving punctuality but because cost of training was not increased, minor accidents were still recorded (Hissam and Daniel, 1999).
The fourth quarter saw one of the least total costs of hiring and layoffs, which came up of $100,000. Much of these went into promotions as compared to hiring as there were 50 new hiring; less than previous quarters but 19 promotions; far more than had been for any previous quarter. This quarter saw the highest increase in
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Table of Contents
Task 1 3
Current human resource management practices and linkage with the present and future needs of the business 3
Task 2 6
Theories and practices to change present human resource management practices 6
This function deals with issues of staff management, particularly – over hiring, compensation and performance supervision (Goeldner & Ritchie, 2009 p. 89). Other roles of the function include safety wellness, development of the organization, employee motivation, communication, benefits, training and the administration of the functions of the human resources capital available at the organization.
ing the members of the company to achieve the common goal. (The concept and functions of human resource Management, n.d) I. Organizational Structure Every organization should have an organizational structure with policies, strategies and work allocation which are arranged effectively to achieve a task.
Green hotels act in directly affect the business’ bottom line, increasing the property’s long-term value, attraction and retention of customers, as well as retention of the hotel staff in the long term as they see the management as taking care of their wellbeing and health.
Strategic human resource management refers to a managerial process where the human resource manager comes up with policies and practices that have to link with the overall strategic objective in an organisation.
On job training method provide employees with an opportunity to advance their skills when still working for the company. On the other hand, discussion/lecture method provides managers with an opportunity to administer training to a large group of employees.
The author states that International Human Resources Management deals with the implication of the general practices of human resources management pertaining to recruiting, staffing, training and development, compensation and other appraisal and evaluation methods carried out in the international context.
Other significant properties in the firm include Arabian Ranches and Downtown Dubai (Perkins, Shortland & Perkins, 2006). Business scholars acknowledge that the success of every firm as born to strategic human resource
The report aims at determining the factors in relation to simulation game through a brief introduction and overview of the company, i.e., ‘Black Bottoms’. The report will further exhibit a competitive strategy used by ‘Black Bottoms’, to
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