...Code of Ethics and Business Conduct Company X, 2013 (Retail Store) Standards & Procedures * Company Assets (Theft) Under no circumstances will theft be prohibited within the company. Employees must purchase products as a client would and are eligible to use their employee discount on whichever product they wish to purchase. Employees who choose to obtain company property without payment of the item will result and lead to termination. Under no circumstances will theft of company profits be tolerated. Employees are to follow proper opening and closing procedures when opening or closing their assigned cash registers throughout the work day. Profits acquired from the employee throughout the day must be deposited at the end of their workshift; all monies must be accounted for. Failure to comply with the opening and closing procedures of an employee’s cash register will lead to termination. * Proprietary Information: Customer Under no circumstances shall employees broadcast, distribute or communicate customer information to anyone other than the customer themselves. Customer information such as addresses, purchases, phone numbers, names, etc. should not be distributed without written consent of the customer. It is extremely important that all employees of Company X respect the privacy rights of others and not engage in unauthorized use or distribution of customer property. Employees are able to distribute information to others with consent of the customer...
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...REVIEW Training and development are one of the major areas of the Human Resource Management functions that are particularly relevant to the effective utilization of human resources of the organization. Hardly any organization these days would disagree with the significance of training influencing the success of an organization. In the world of hi-tech era, Employees are a critical and expensive resource whose retention is essential. The optimization of the employees’ contribution in order to achieve the aims and goals of the company is necessary for company’s growth and effective performance. Most of the leading writers have done the research in this regard. They have strong belief and statistic prove to the importance of training and development for the growth of organization as well as the economy. For example, according to Guest (1997) training and development programs is one of the vital human resource management practices that affects the value of the workforce’s knowledge, capability and skills positively, ultimately consequences are higher on job employee performance and superior organizational performance. Kinnie et al. (2003) state that studies in proofs the existence of strongly positive relationship among HRM practices and organizational performance. Hameed A. and Waheed A. (2011) wrote a research evaluating the theoretical framework and models that are linked with the development of employee and the impact of these models on the performance of employee. The authors...
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...Leadership, Training, and Learning from Experiences; Sustaining Strategies, Controlled Employees Emotions For the Organizational Success Suneela Ejaz suneelaejaz@gmail.com University of Central Punjab, Lahore ABSTRACT On the basis of quantitative study and by integrating the Leadership Role, Training of employees and Learning from experiences, a model have suggested a model that would lead an organization to construct strategies to sustain, control the emotions of employees to keep them motivated and more productive, here change-oriented leadership role at midle level managers or supervisors is tested because here resistance is found at its highest level. Continuous organizational success is our main focus here which is tested to be achieved by minimizing the negative emotions of employees and maximizing their positive emotions towards their innovation and creativity in job and high commitment for the organization. This study will help organizations to ensure continuous organizational success by adopting a proactive approach. After testing a sample of 250 supervisors, our findings shows that there is a significant and positive relation between change oriented leadership role and learning from experiences with organizational success. Here a significant value is shown by employees emotions mediating between the two variables. Where as insignificat relationship is shown between traing employees and organizational success. Key Words: Change oriented Leader, Training, Learning...
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...Contents Brief introduction 2 Context/Scope-set the scene 2 Identification 3 Risk categorization 3 Report on incident. 4 Risk identified 5 Fishbone diagram 6 Causes of the risks 7 Risk analyzing 9 Rating by impact criteria – 3 levels 9 Rating by likelihood criteria – 4 levels 9 Matrix 9 Impact-Likelihood table 10 Treatment 11 Risk register 12 Monitoring 14 Appendix 16 Brief introduction In this project I am going to discuss about the risk management plan of Yap restaurant. The RM will be particularly for the kitchen department. The risk management plan will consist of establish the goals and the context of the restaurant, identify risks, analyze the risks, treatment and monitoring. Context/Scope-set the scene The risk management will be performed at Yap Restaurant which is located in Grand Bay. This RM will be only for the kitchen department. Yap Restaurant is specialized in Japanese food. The restaurant offers a wide of menu such as sushi, maki, and tempura and so on. The goals of the restaurant are to: * Provide Excellent Customer Service. * Serve delicious food. * Satisfy the customers. The main activity of the kitchen department is for the preparation of food. The goals of the kitchen department are to: * Prepare good food for the customers. * Meeting deadline for the preparation of the food. * Create new menu. The goals for the organization and the kitchen department are as followed: * Provide...
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...Table of Contents Executive Summary Part 1 Executive Summary Issues Identification Part 2 Issues Identification Environmental & Root Cause Analysis Part 3 Environmental & Root Cause Analysis Alternatives and/or Options Part 4 Alternatives Recommendation Part 5 Recommendations Implementation Part 6 Implementation Plan Monitor & Control Part 7 Monitor and Control Part 8 Conclusion Part 1 Executive Summary Navistar was a worldwide leader in the manufacturing medium and heavy trucks for 17 consecutive years in the North America market. Navistar’s premium conventional trucks were produced at the Chatham assembly plant, which had almost 14 years experience in producing Navistar’s premium line since 1983. Navistar had forecasted increased industry demand for heavy and medium trucks in 1998. Especially, the Chatham assembly plant’s customers had strict requirements to the truck’s quality and delivery date. As the assembly supervisor in Chatham, Andy Ramsz encountered the interior trim quality and delivery problem for the truck. Andy had begun to gather data on the interior trim supply problem and he got the crucial reasons for these problems occurred. These reasons absolutely affected the Navistar’s internal supply process, increased the extra cost as well as reduced the efficiency of the supply management. According to the reasons identified for the trim supply problem, my decision is to set up the improved procedure focused on problems identified...
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............................................................pg3 Part 2 What WorkFair says about..........................................................................................pg4 Part 3 Risks, Consequences and Mitigation...........................................................................pg7 Reference Page............................................................................................,..........................pg8 VICTOR MOURA 2 MAI2002 SDB1 HMPP Block 5 2015 ASSESSMENT TASK 3 DISCIPLINARY PROCESS - CASE STUDY Part 1 Conduct a Risk Analysis Since Sam’s predecessor manager, there were a lot of problems. Starting with the way she deled with Sam. Yelling with the employees was not a good strategy to motivate them. Besides that, just stress them and create a poor environment to work. On the other hand, Sam never made any complaint, verbal or written, about her. We can assume Sam was already stressed when the company started to work with another programming language she was not familiar with it. Other problem that could be identified is there was any training plan developed to her to know the new language. Consequently she missed a couple of deadlines. After trying solving the training problem offering extra training to her without timelines for a performance review the problem remained the same. She lost another deadline. The problem in not having a...
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...methods to protect themselves from lawsuits in the area of criminal activity and workplace torts. With proper training programs and a comprehensive set of electronic communications policies in place, companies such as yours can reduce many of the criminal and workplace torts that could occur within your workplace or business location and reduce the risk and occurrence of lawsuits and liabilities associated with the improper and illegal usage of the company resources such as Internet usage, email, and use of the company Network and computing systems. Many of the torts that typically occur outside of the workplace can easily occur within the workplace environment because of improper employee use, misuse, or illegal use of the Internet, social media, and email provided by companies such as XYZ Corp. A brief summary of the workplace torts that can create corporate liability and from which corporations and business owners must protect themselves from include but are not limited to: 1. Intentional torts (torts against a person): Assault, Battery, False Imprisonment, and Intentional infliction of emotional distress. 2. Property Torts such as Conversion and Copyright Infringement. 3. Dignitary torts activity that causes injury another person’s reputation or honor. 4. Torts are affecting business operations, such as Fraud and Tortious interference. 5. Negligence due to failure to provide a reasonable standard of care while performing acts that could possibly harm others when it is...
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...there would be many rezones but still Shan is at competing stage from National. This is a case study of Shan Foods. In this research I have try to find out the factors affecting transfer of training. As I have conducted research at Shan Food, want to know that what’s the perception of the employees regarding their performance at work and the factors which affects transfer of training at Shan food industry. Whether these factors of transfer of training plays an effective or ineffective role in order to bring effective change into employee behavior after receiving training and applying it directly on actual job environment The purpose of this research is to know that what kind of factors affecting the transfer of training at Shan foods industry. The cause of failure occurs which fails the transfer of training and employee may not able to direct apply their learned knowledge, skill and abilities on their actual environment. Certain factors are found in this research which actually affects transfer of training are supervisory support, peer support, technical support and employee self efficacy which has a correlation to the employee perceived performance. Other than that I have also find the strength of female and male perception about their performance and factors which affects their training implementation. This research is quantitative and qualitative due to which I have used various techniques to gather data and software SPSS to analyze data, and for this I have used variables...
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...Employee Training and Development HRM 409B Survey in Human Resource Management and Organizational Development August 12, 2014 Abstract Employee training is often seen as an unnecessary financial burden on the company. The nature of the modern business environment dictates that training more important than it ever has been. Continual changes, especially when it comes to technology, mandates that employees are regularly trained on new skills. Training is not a punishment, even though employees typically do not enjoy being exposed to it. Some organizations only implement training programs that are mandated by the government. There are different benefits and challenges that come along with training. Key learning can provide a competitive advantage. Human resources should ideally be the department responsible for implementing and maintaining a training program. Training and development of employees is an important part of successful business. Table of Contents Introduction 4 Concept of Training and Development 4 Current findings 5 Employment Trends 6 Benefits and Challenges 8 Key Learning 9 Recommendations 9 Conclusion 10 References 11 Introduction Employee training and development is an important part of the business. Understanding the concept of training and how it will aid both the company and the employee is vital. This paper will address the current findings of training and...
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...Business Strategies Performance Management Framework is a new generation platform that enables holistic and promotes operational performance management. Management can easily align processes, projects, and cause and effect linkages to best represent the goals and strategic themes of the business. Strategy execution via closed-loop performance management, balance performance risk governance and compliance, make regulatory and voluntary disclosure easy and natural. Multiple causative risks can be linked into a group as consequences. Organizational accountability framework for public sector services delivery. It involves the whole delivery process-inputs, outputs, and outcomes. Performance Management Framework collects strategies, policies, and performance measures that allow employees and managers to see how the system works through its own past performance. Measures up resorts for success, rewards for success, learn from failure, recognize, and corrects failure. Characteristics: 1. Clear Purpose and Vision. 2. Commitment for realizing employees’ goals. 3. Effective planning and monitoring. 4. Monitoring system’s strategies and allowing corporate management engagements. Performance Management Plan 2 Organizational Performance Philosophy To make Bollman Hotel a better place to work by preserving and providing a unique environment to the workers and community. By continuing to deliver first class hotel service and care and high...
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...of delay because supplier is located far enough inland | Low to medium; will depend on the size of the typhoon as well as direct or indirect impact | Low; hospital has low control over this situation because it is a natural disaster; hospital can suggest ideas to supplier to help prevent a total shut down due to typhoon | Patient Slip/Falls | Patients slip and fall while in the care of the hospital staff | Chief Medical Officer of hospital | Hospital nurses and patient technicians | Medium as patient needs to get up for bathroom or required exercise | High; if there is a slip/fall in the hospital, there is potential for injuries and legal ramifications | High; written policy in place to handle patients and their needs as well as staff training on patient safety | Infection control/employees | Flu and other infectious diseases spreading among employees of hospital | Chief Medical Officer of Hospital | All Hospital staff that may be sick and spreading germs that can cause others to become sick | Medium as illness is easily spread among people working in close quarters | High; many infectious diseases are airborne and germs are passed from touching infected...
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...[performance and/or conduct] does not improve. I have developed this corrective measure to assist you in bringing your work as a [classification] to an acceptable standard as defined in your enclosed Employee Performance Appraisal. During the past [time period], your supervisor has shared with you concern about your [performance of the functions of your position and/or unacceptable conduct]. While I want to emphasize that some of the deficiencies would not constitute unsatisfactory performance when viewed singularly, the cumulative effect demonstrates your inability or unwillingness to conform to expected standards of work. I believe it is necessary to initiate this Corrective Action Plan to cause you to understand that not only are your deficiencies unacceptable, but also that we are at a point where such [substandard performance and/or unacceptable conduct] can no longer be tolerated. [Insert language describing the consequences of the employee’s actions, or inactions.] You have been verbally counseled on numerous occasions concerning your work [performance and/or conduct] and your supervisor, [name], has spent many hours explaining appropriate [classification/job] protocol and process. Additionally, you have attended [insert number of training sessions employee has attended] training sessions; however, even with these attempts you have still not met performance expectations. Nonetheless, despite management...
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...Consensual Relationship Agreement: Pros and Cons Esosa Dickey Organizational Behavior/520 April 13, 2012 Dr. Lila Jordan Consensual Relationship Agreements: Pros and Cons Avoiding the mixture of business and pleasure has been an age-old mantra in which many have sworn by. Yet, in today’s workplace, there are many who have made the decision to pursue and maintain interoffice relationships. This is likely attributed to the record number of working women currently in the workforce, high divorce rates, longer working hours and increased dedication to the job. Across nearly every industry and organization, corporate will has attempted to minimize the inevitable wave of affection and affairs by means of frowning upon its existence, legislating, transferring, firing and revising handbooks and company policies (Sills, 2008). Why? Possibly to avoid major disruption in the workplace related to social, professional and financial conflicts. As a result, several companies have developed consensual relationship agreements (CRAs). Hellreigel & Slocum (2011) define CRAs as written contracts in which involved parties acknowledge their relationship as voluntary and consensual, agree to abide by workplace policies, and agree to avoid behaviors that could potentially offend or influence each other or fellow employees. The benefits and ramifications of implementing such an agreement have been highly debated by both employees...
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...basic to her job functions although she has undergone training for several months. When management tries to address the issue Jennifer feels devalued. In an effort to get Jennifer up to speed management should start by reviewing their training process as well as their approach to speaking with Jennifer regarding her inefficient use of the system. According to an article in the International Journal of Business and Management, “Training is a process which is planned to facilitate learning so that people can become more effective in carrying out aspects of their work.” (Canadian Center of Science and Education, 2012). Management should have a well organized training process which identifies training needs, generates training plan, implements and records training material, and evaluates training progress. Management should be assertive and follow the steps listed in; “the systematic training cycle” to ensure proper training is tailored to Jennifer’s individual learning needs (Canadian Center of Science and Education, 2012). 1. Identify training needs. Management should have a checklist that identifies minimum job requirements. The checklist should include the efficient use of the computer applications that are basic to the job function. Jennifer and management should go through the list and identify her strengths and weaknesses in each area. 2. Produce a training plan. Once management has identified Jennifer’s training needs, she should create an effective plan based on the...
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...or deprivation’. 1. ------------------------------------------------- Justification of the Definition * Violence is intentional; the definition excludes unintentional incidents. * Violence is related to the health or well-being of individuals. According to WHO, certain behaviours may be regarded by some people as acceptable cultural practices, but are considered violent acts with important health implications for the individual. * It includes acts arising out of power relations, including threats and intimidation. * It opens the field of the consequences of violence to results that transcend damage and death and include psychological harm, deprivation and wrong development. * The definition implicitly includes all acts of violence, public and private, reactive or proactive. 2.2. There are five common classifications of violence which can occur in the workplace. * Employee workplace violence: Violence which occurs in the workplace as a result of a workplace relationship. * Affiliated workplace violence: Violence which occurs in the workplace, but which stems from the conflicts of a relationship outside the workplace. * Occupational...
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