...its content and will want to learn more. Results That Last explains in clear, simple terms how to create and sustain quality leadership inside an organization. Once you “hardwire” the book’s proven tactics into your company, the dramatic gains will be sustained over time, even as individual leaders come and go. Not only does Quint Studer tell you how to hardwire these behaviors—and make the task seem remarkably “doable”—he explains how you’ll know when you’ve reached this goal. Besides the book’s introduction, this blad includes sections on managing up and reducing leadership variance. Other subjects covered in the complete book include selecting and retaining talent, rounding for outcomes, improving quality, efficiency, and service, and increasing market share, just to name a few. Action steps make the tactics easy to implement, and colorful examples bring them to life. While the ideas in this book have been proven and refined in health care organizations, they also have been field tested in numerous nonhealth care industries. If you find the information in this blad interesting and valuable, please feel free to purchase copies of the book for yourself and your leaders. When you start seeing the amazing outcomes that result from Quint’s ideas, you’ll be glad you did. Studer Group 978-0-471-75729-0 • Cloth • 256 pages US $24.95 • CAN $29.99 • UK £15.99 Available to order now at your local bookstore and from online retailers (will be released in October 2007). PRAISE FOR RESULTS...
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...of cooperation is infused in everything that they do. Leaders and employees cooperate with each other to insure that work is done well, people have a good time, and the labor conditions for employees at REI and at suppliers meet high standards. Employees cooperate with customers to listen to what they want and provide them with great products and great service. Everyone at REI cooperates with the environment, making numerous contributions outside of work time – in the form of community service work, educational programs and financial support – to help insure that the planet continues to exist in a healthy way into the next century. And all of this cooperation has brought REI significant positive recognition as one of only 5 companies to have been selected as one of the 00 Best Companies to Work for in America in both editions of the book of that name, and in every edition of the list published annually in Fortune magazine. REI is a model of the power and positive contribution that the spirit and practice of cooperation can bring to an enterprise. Living the Mission REI is a group of people striving to live up to the fullest meaning of the words used to describe the company. REI’s core purpose is to “… inspire, educate and outfit for a lifetime of outdoor adventure and stewardship.” As a cooperative, everyone in the company and customers, producers and suppliers, are invited in to the mission of REI and asked to play a part in creating the unique REI experience. Recreational...
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...Assessment Title: Traditional view of Personnel Management and the new approach of Human Resource Management Procedures and practices used for obtaining suitable employees Assessment Method: Assignment Assessing in: Individual Number of Words: 2500 words max Outcomes Covered: 1st and 2nd Issue date: February 05, 2014 Due Date: March 12, 2014 College No. | Learner Name | Learner Signature | | Mohammad Asim | | | | | Learner’s Declaration: I confirm that the work submitted for this assignment is my own. | Date | | Outcomes Covered Outcome | Description | 1 | Understand the difference between Personnel Management and Human Resource Management | 2 | Understand how to recruit employees | Table of Contents AC 1.1: Distinguish between personnel Management and human resource management. . . . . . . . . . . . . . . . 3 AC 1.2:Asses the function of human resource management in contributing to organizational purposes. …..5 AC 1.3:Evaluate the role and responsibilities of line Managers in human resource management………….10 AC 1.4:Analyze the impact of legal and regulatory framework on human resource management?..............12 AC 2.1: Identify reasons why organizations involve in Human Resource planning……………………… ...15 AC 2.2: You are required to identify the steps in planning Human Resource requirements……………….17 AC...
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...Background The organization which the group interviewed belongs to the education industry. It is the former school of one of the members, Anna Virginia P. Santos, San Lorenzo School which is located in San Pedro, Laguna. MISSION SAN LORENZO SCHOOL, although a non-sectarian school, fosters a Christian Community whose members are strongly committed in their covenant with GOD by emulating SAN LORENZO RUIZ' steadfast faith and unwavering devotion to God, and by advocating Christian Values. The school enhances academic excellence in every San Lorenzonian by establishing relevant, responsive, and technologically-oriented academic and non-academic programs; and by continuously upgrading competent and committed teachers whose dedication in their academic profession is beyond compare. VISION SAN LORENZO SCHOOL envisions itself as an agent of change and as a producer of productive citizens of this country who in the near future will actively participate in the economic prosperity, national development, and social transformation through excellence in teaching and community involvement. SCHOOL PHILOSOPHY AND GOAL: San Lorenzo School, a reputable center for youth education, strongly believes that quality education is extremely essential to the growth of the nation and its people. Although co-educational and non-sectarian, it provides teaching about Christian Living to students regardless of their religious affiliation. With a balanced and well-planned academic program...
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...Suppose you are the HR consultant for this company. Company is considering the idea of establishing an HR Department to manage its employees efficiently and effectively while at the same attain maximum employee satisfaction and loyalty. You are asked to collect material on Task 1 Explain in your own words the historical development of personnel and human resource management; also differentiate between personnel and human resource management. Use at least two sources for your research Personnel management Standard definition given by expert “It is that phase of management which deals with the effective control and use of manpower as distinguished from other source of power.” Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of employment, performance appraisal, training, industrial relations, and health and safety. Historical development of personnel management Tyson & Fell (1986) suggest that personnel management has its roots in four traditions, rising from development in the employment over the last 150 years. * Industrial relation tradition * Welfare tradition Welfare tradition Personnel function can trace back to the benevolent attempt by some employers in the letter half of the nineteenth century to improve the working conditions and circumstances of employees, who had...
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...Steel, also known as Visakhapatnam Steel Plant steel company based in the outskirts of Visakhapatnam, India. Its main plant is located 26 kilometers from Visakhapatnam, Andhra Pradesh, it is among India's premier steel mills. It has also been conferred the Mini Ratna status. Its vision - Infrastructuring India. Vizag Steel bagged the first prize in Energy Conservation constituted by Ministry Of Power, Government Of India, consecutively for the last two years primarily due to its focus on energy conservation, cost reduction and waste utilization. Vizag Steel Plant today is among the lowest cost steel producers in the world. The Visakhapatnam Steel Plant has been awarded the Safety Innovation Award - 2006 by the Institution Of Engineers for its "outstanding contributions in the field and adoption of the best and the most innovative safety practices". The plant was awarded the Prime Minister's trophy for the best steel plant in the country, for the year 2002-2003. VSP added another feather to its cap by bagging six Government of India, Vishwakarma Rashtriya Puraskar (VRP) Awards at national level out of total number of 28 awards announced by Ministry Of Labour, Government of India HR Policy: We, at Visakhapatnam Steel Plant, believe that our employees are the most...
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...interviewed? 20/100 men were hired for a selection rate of 20%. You can't have a selection rate for the women less than 80% of the male selection rate. 80% of 20% = 16% selection rate minimum. 16% of 75 interviewed = 12 Railway Act – 1st federal law that dealt with labor relations – designed to ensure timely railway operations with minimum dispute between union and railway board. Mediators vs. Arbitrators - both are 3rd parties – Arbitrator – has the power to make a binding decision, Mediator – does not have that authority Evaluation methods: Manager or Supervisor Appraisal -- conducted by employees superior and is then reviewed by a more senior manager Subordinate appraisal – occurs when an employee carries out an appraisal on a manager (conducted for developmental reasons) Peer Appraisal – conducted by manager with input from peers. It is not common – there are concerns of stereotyping and fear the peer will find out Team Appraisal – based on Total Quality Management – stresses team achievements rather than individual performance. TQM sets performance standards derived from customer needs. Customer Appraisal – based on feedback from both internal and external customers with many managers setting Customer Service Measures as a performance standard – normally linked to initiatives. 360 degree Appraisal – feedback from as many sources as possible. Involvement Oriented – based more on self-appraisal than manager assessment alone Delphi Technique – A group decision method...
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...and the people who helped me to finish the assignment successfully. Finally, I gratefully acknowledge to the support, encouragement, and patient of my parents. Thank You Ahamed Rikaz Contents Introduction - 4 - Organizational Structure - 5 - Tools Used For Business Analysis - 10 - SWOT Analysis - 11 - New Steps In Strategic Plan - 19 - Market Analysis: - 19 - Risk management, Contingency plan - 26 - Impact of internet on the organizational environments and strategic planning - 28 - Utilization of Information System in Strategic Plan - 31 - Management Information Systems (MIS) - 32 - Discussion of appropriate IT tools - 42 - Recruitment and Employment - 55 - Future Considerations - 87 - Conclusion - 88 - Gantt chart - 89 - References - 90 - Introduction Today’s Managers have to be like artist. They work in a global economy where the relationships among nations and corporations, emerging economies, outstanding partners, and the fast-paced digital revolutions create influences, constant shifts and transformations. Understanding and communicating information to others, maintaining good relationship with customers and members of the organization, using Information Technology in an effective way to make clear rational decisions are key management traits....
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...A STUDY OF FACTORS AFFECTING HIGH EMPLOYEE TURNOVER AMONG THE JANITORS AT ABC COMPANY Chamalie Ahangama Withanage B.Sc (Hons) Facilities Management University of Moratuwa a.w.chamalie@gmail.com Sri lanka Institute of Personnel Management Acknowledge ments Acknowledgements This research is accomplished to be indebted much dedication and admiration of many people who have contributed in numerous ways. I express my gratitude to each and every individual for their encouragement, values and ideas, assistance and especially their commitment towards this research to make it a success. First and most respectively, I am greatly indebted my supervisor, Mr.Mahendra Silva for the given interest, encouragement, gentle guidance and support offered through out of this study. I extend my sincere thanks to Mr. Suneth Hitihamu for his interest, encouragement and the guidance towards this work as research coordinator. It is my foremost duty to pay my gratitude to Head, Air Vice Marshal Rohitha Ranasinghe and all other staff members of IPM for the endorsement they gave me during the final year as well as during the research period. Also another word of thanks must go to all non academic staff members of the IPM for valuable help given whenever I required. I express my indebtedness to all participants in the survey for their encouragement, contribution, values and ideas, valuable assistance and especially their commitment towards this research and the valuable...
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...LEAN HOSPITALS “Mark Graban’s book has documented what is now happening in hospitals all across America as we learn to apply the Toyota Production System methodology to healthcare. This book lays out the nuts and bolts of the lean methodology and also describes the more difficult challenges, which have to do with managing change. Graban’s book is full of wins—these are the same type of wins that are happening at ThedaCare every day. I wish I could have read this book six years ago, as it might have prevented some of the mistakes we made in our lean transformation journey.” — John S. Toussaint, MD, President/CEO ThedaCare Center for Healthcare Value “Coupled with a foundation of alignment and accountability, the ideas in this book provide a powerful tool to help hospitals get closer to the goal we want – perfect care.” — Quint Studer, CEO, The Studer Group, author of Results that Last “Mark Graban is the consummate translator of the vernacular of the Toyota Production System into the everyday parlance of healthcare. With each concept and its application, the reader is challenged to consider what is truly possible in the delivery of healthcare if standardized systems borrowed from reliable industries were implemented. Graban provides those trade secrets in an understandable and transparent fashion.” — Richard P. Shannon, MD, Frank Wister Thomas Professor of Medicine, Chairman, Department of Medicine, University of Pennsylvania School of Medicine “There is an...
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...and practices to the organisation’s objectives and strategy. Since it’s a ‘strategic’ approach to human resource, the company’s strategy according to (Johnson, Scholes & Whittington 2011; p3) should be ‘the direction and scope of an organisation over a long- term, which achieves advantage in a changing environment through its configuration of resources and competences’. However there have been many debates varying from academics to critics about what strategic human resource management (SHRM) actually embraces and implies for organisations. Definitions range from 'a human resource system, that is tailored to the demands of the business strategy', (Snow, 1984)to 'the pattern of planned human resource activities intended to enable an organization to achieve its goals' (Wright and McMahan 1992). However, organisations that invest in SHRM anticipate receiving a return on their investment. Contents EXECUTIVE SUMMARY 2 Company Overview 4 Mission & Values 4 McDonald’s Strategy 4 McDonalds Human Resource Planning (HR practices) 5 Equal opportunities to diversity management 5 Managing Cultural Diversity in McDonalds 5 Culture...
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...contribution of a scientific approach to investigating workplace behaviour 1.3 Assess strength & limitations of qualitative & quantitative approaches to understand the workplace behaviour 2.1 Describe the type of individual differences which have been the subject of assessment 2.2 Assess the usefulness of psychometric instruments with particular references to reliability and validity 2.3 Make justified communications for the use of two types of measures of individual differences in making business decisions 3.1 Use the theory to explain human reactions to change 3.2 Make justified recommendations for implementing change in selected organization 3.3 Make justified communications for achieving attitude change amongst a group of stakeholders in a selected organization 4.1 Explain how culture influences performance in a selected organization 4.2 Evaluate the climate for a selected work group 4.3 Make justified recommendations for improving performance for a selected work group Conclusion References Plagiarism Clause I, Dashny Sarvaloganayagan...
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...EMPLOYERS? 6 2.2 - BOTTOM-LINE BENEFITS 7 3.0 - HOW SHOULD THE ORGANIZATION WORK TOWARDS IT ? 8 3.1 - FLEXIBLE TIMINGS. 8 3.2 - FLEX THE PLACE 12 3.3 - FLEX THE JOB 14 3.4 - FLEX THE BENEFITS 17 3.5 - OTHER IDEAS BASED ON PUBLIC SURVEYS 24 4.0 - EMPOYER AGENDAS TO IMPROVE WORK LIFE BALANCE 27 4.1 - STEP 1 CHECK IT OUT 27 4.2 - STEP 2 FIGURE IT OUT: PLAN THE RIGHT MIX 28 4.3 - STEP 3 TRY IT OUT: IMPLEMENTATION 30 4.4 - STEP 4 SPELL IT OUT: COMMUNICATION 31 4.5 - STEP 5 WORK IT OUT: LEAD BY EXAMPLE 32 5.0 - 10 TIPS TO THE HR MANAGER 33 6.0 - ARGUMENT AGAINST THE HYPE FOR WORK LIFE BALANCE 35 CHAPTER 1 - INTRODUCTION HUMAN RESOURCE MANAGEMENT - HRM is the process of managing people in a company as well as managing the existing inter-personal relationships. These two processes are key in the success and growth of a business. When viewing HRM from the point of ensuring that structures and processes are identified and instituted to manage an organization’s personnel, the following elements are included: * STAFFING is the core component of HRM. Staffing is about setting guidelines and procedures to guide recruiting and placement. The presence of these staffing procedures will aid in the effective advertising and reaching out to potential employees. On top of this, the person interviewing and...
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...Online Projects, Reports, Presentations.. :) www.studentsgoonline.blogspot.com PHASE 1 Executive summary: Nestle has been serving this world for over one hundred and thirty years. It has differentiated itself through its high quality product mix and positioned itself as health and Nutrition Company while targeting the health conscious people throughout the world. Nestle started its operations in Pakistan back in1988, by acquiring a diary company MILKPAK LTD, when people of Pakistan actually needed it. Since Pakistan is the fifth world’s largest milk producing country therefore Nestle deals mainly in dairy products. Moreover it also sells juices, chocolates, prepared food like noodles, baby food, infant formula milk and breakfast cereals in Pakistan. Nestle is a low cost leader with its efficient operations hence it provides its customers with high quality products and sells them at a premium price. Therefore it is earning good profits. Nestle has set its manufacturing plants at in Karachi, Lahore, Islamabad and Kabirwala. The milk processing plant at Kabirwala district is the Nestlé’s world largest milk processing plant. When nestle introduced its products in Pakistan people were neither aware nor accustomed to them. Therefore nestle ran an extensive marketing campaign to educate people and create a need for its products. Pakistan is a land where fresh eatables are readily available. Nestle should sell the same quality of products in Pakistan as it...
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...UNLV Theses/Dissertations/Professional Papers/Capstones 5-1-2007 Manager retention and the Steamboat Ski Resort Michael D. Gumbiner University of Nevada, Las Vegas Follow this and additional works at: http://digitalscholarship.unlv.edu/thesesdissertations Part of the Hospitality Administration and Management Commons, and the Work, Economy and Organizations Commons Repository Citation Gumbiner, Michael D., "Manager retention and the Steamboat Ski Resort" (2007). UNLV Theses/Dissertations/Professional Papers/ Capstones. Paper 481. This Professional Paper is brought to you for free and open access by Digital Scholarship@UNLV. It has been accepted for inclusion in UNLV Theses/ Dissertations/Professional Papers/Capstones by an authorized administrator of Digital Scholarship@UNLV. For more information, please contact marianne.buehler@unlv.edu. MANAGER RETENTION AND THE STEAMBOAT SKI RESORT by Michael D. Gumbiner Bachelor of Arts California State University Fullerton 1987 A professional paper submitted in partial fulfillment of the requirements for the Master of Hospitality Administration William F. Harrah College of Hotel Administration Graduate College University of Nevada, Las Vegas May 2007 1 PART ONE Introduction The material for this paper centers on the Steamboat Ski Resort Corp. The ski resort was chosen for this study because of its need for a management retention plan. Steamboat was ranked as a top 10 international ski resort in North...
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