Select two (2) from the above-enumerated benefits and explain.
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- The New Employee Testing Program The Hotel Paris’s competitive strategy is “To use superior guest service to differentiate the Hotel Paris properties, and to thereby increase the length of stay and return rate of guests, and thus boost revenues and profitability.” HR manager Lisa Cruz must now formulate functional policies and activities that support this competitive strategy and boost performance, by eliciting the required employee behaviors and competencies. As she considered what to do next, Lisa Cruz, the Hotel Paris’s HR director, knew that employee selection had to play a role. The Hotel Paris currently had an informal screening process in which local hotel managers obtained application forms, interviewed applicants, and checked their references. However, a pilot project using an employment test for service people at the Chicago hotel had produced startling results. Lisa found consistent, significant relationships between test performance and a range of employee competencies and…Based on the case study, you are required to discuss the followings: - 1. 5 Reasons why the new performance appraisal system at St. Luke’s Hospital is more likely to result in more accurate performance appraisals. 5 Advantages and 5 disadvantages of combining job descriptions, performance appraisals, and competency profiles for development as St. Luke’s did.An organization familiar with its performance management system (PMS) 1. Evaluate how well the performance management system works with its current instruments and methods (i.e., is it aligned with the type of workers, hierarchy, structure, goals, missions, values, and vision?). 2. Assess the positives and negatives of the current system. 3. Compare 3 different instruments or methods you found during your research and highlight the unique contribution of each. 4. Finalize your recommendation to the HR Director and justify why your selected instrument or method would improve the current performance management system.
- Avondale Industries’ top management has set a goal to reduce cost and waste, improve efficiency at all their production sites (both domestic and abroad), and increase profitability. They recognize this is a continuous improvement journey and will involve much more than just the implementation of tools and alignment of work. They are committed to making change, however, and recognize that employee engagement and empowerment are key elements to improving productivity on the production lines. As a first step, the training and development office has engaged several groups of employees (line workers, engineers, quality assurance, quality control, and maintenance) to review production processes and set performance standards. Why is it important that these employees be involved in the process of setting standards?Q4. Please read the following case and answer the questions given at the end. The Hotel Paris’s competitive strategy is “To use superior guest service to differentiate the Hotel Paris properties, and to thereby increase the length of stay and return rate of guests, and thus boost revenues and profitability.” HR manager Lisa Cruz must now formulate functional policies and activities that support this competitive strategy and boost performance by eliciting the required employee behaviors and competencies. As an experienced human resource director, the Hotel Paris’s Lisa Cruz knew that recruitment and selection processes invariably influenced employee competencies and behavior and, through them, the company’s bottom line. Everything about the workforce—its collective skills, morale, experience, and motivation—depended on attracting and then selecting the right employees. In reviewing the Hotel Paris’s employment systems, she was therefore concerned that virtually all the company’s…Avondale Industries’ top management has set a goal to reduce cost and waste, improve efficiency at all their production sites (both domestic and abroad), and increase profitability. They recognize this is a continuous improvement journey and will involve much more than just the implementation of tools and alignment of work. They are committed to making change, however, and recognize that employee engagement and empowerment are key elements to improving productivity on the production lines. As a first step, the training and development office has engaged several groups of employees (line workers, engineers, quality assurance, quality control, and maintenance) to review production processes and set performance standards. Why is it important that these employees be involved in the process of setting standards? Meeting standards are best achieved when the people who must meet the standards are involved in establishing them. Involving the employees right from the beginning…
- The U.S., and indeed much of the rest of the world, hasbeen described as a “knowledge society.” How does thisaffect productivity measurement and the comparison ofproductivity between the U.S. and other countries?Discuss how IT is changing the office place. What are the pros and cons of these changes,First, think about the operation of a student club, such as a fraternity. Next, review the notes from last week's lecture lecture. What types of performance measurements might be used to evaluate a fraternity? Respond in 15 sentences or more. * Here is the types of performance measurements: Financial, Customer and market, Quality, Time, Flexibility, Innovation and learning, Productivity and operational efficiency, sustainability Here is descriptions of each performance measurements: Financial Measures: • Take top priority in for-profit organizations• Traditional financial measures• Revenue including earnings from new goods andservices and growth• Return on investment• Operating profit• Pretax profit margin• Asset utilization• Earnings per share and other liquidity measures Customer and Market Measures: • Customer and market feedback is used byorganization to:• Evaluate the customer and stakeholder’ssatisfaction• Customer-satisfaction measurement system:Provides a company with…
- Samsui Company is an engineering company with employee strength of 1,000. The company has a system of incentive linked monthly productivity bonus for the shop floor employees, which serves the purpose of rewarding good work. The HR manager, Mr. Ihsan has been facing a dilemma, how to evaluate the performance of the middle management and how to link it with productivity. After deliberate discussions with individual managers, he develops a plan. The plan is designed to enhance team work and provide incentives for improvement and excellence among middle level managers. Briefly the pay will be split into two components. The first consists of 80% of original salary, which will be a fixed component and will be determined as before. The second component of 20% will be flexible and will depend upon the ability of each team as a whole to show minimum of 5% improvement in their respective areas. The scheme when discussed with managers, received a number of negative remarks. One manager said that…how telecommuting capabilities have changed the manager's job?Describe the three factors critical to productivity improvement?