Essay on Employee Relations HND 2013 Assignment 2

2. The second reason for high rates of hospitality staff turnover include deficiency of plentiful doles such as company provided health insurance, retirement benefits, vacation pay, sick leave, additional schooling or exercise programs and other peripheral benefits which are so often perks of other industries. Since the labor pool for a large portion of hospitality jobs is so poor and turnover is so high, a majority of hospitality companies are unwilling to capitalize in programs which would

As the awarding body will require the teacher to assess the student’s level of learning, the teacher will still need to decide what methods of assessment are required. This may be observation during any session, and completing assignments. It is important when any assessment has been made the teacher must give the student feedback. Finally the teacher needs to review any assessment and make any changes where necessary. It is important that the teacher maintains a record of student progress as this may be a requirement of the organisation.

Pay and Rewards – pay and rewards attract, motivate and retain staff. The employment contract which lists rewards, whether it be pay, bonus or benefits, can remove animosity amongst employees and employers. However, recent research reveals that employees are no longer motivated by a financial reward alone, but

Most employees, whether part-time or full-time are legally entitled to 5.6 weeks of paid annual leave. More annual leave may be agreed as part of an employee’s contract. A week of leave should allow workers to be away from work for a week - i.e. it should be the same amount of time as the working week. If a worker does a five-day week, he or she is entitled to 28 days leave. If he or she does a three-day week, the entitlement is 16.8 days leave. If a worker's employment ends, he or she has a right to be paid for the leave time due and not taken. Paid public holidays can be counted as part of the statutory 5.6 weeks of holiday.

• Report cards that shows a chart of the student's developments and areas of required improvements, comments added by each subject teacher that emphasizes on student's behaviors and actions, as well as mentioning the results of standardized testing.

Outline a plan for investigating workplace injuries, and formulate a policy that explains the process for filing a worker’s compensation claim within the selected organization.

A report that will assert how much of the materials is actually covered in class and /or how many books are indeed read for assignment submission.

1. A supervisor must handle a sensitive employee with care. When Anne entered Teri’s office, Teri ignored her and made herself busy with the papers on her desk. Without initiating any conversation, Teri handed her a warning form. If I were instead of Teri, I would make a conversation with her first and give her a chance to talk, and then give her the warning form. I would ask her whether she knows why I called her to my office or not. If she says yes, we are on the same page; however, if she says no, I do not want to surprise her by handing her the warning form. I would say that I am following up on the previous meeting that we had about her absentees, and I have not seen any improvement. I would say that I noticed that most of the absentees fall on Monday and whether there are any reasons for it. I give her a chance to explain and defend herself. This way she does not feel that she is accused of dishonesty. At the end of the meeting, I will hand her the warning, which she is mentally ready for it.

NON-TRADITIONAL WORKING HOURS IMPROVE EMPLOYEE MORALE & INCREASE PRODUCTIVITY Prepared for Mr. Robert Pigg, President Lakedale Manufacturing 1 Desert Storm Drive Niceville, FL 33870 Prepared by Human Resource Department Lakedale Manufacturing 320 Ardennes Street Arabia, NC 28357 Lakedale Manufacturing Human Resource Department 320 Ardennes Street Arabia, NC 28357 Mr. Robert Pigg, President Lakedale Manufacturing 1 Desert Storm Drive Niceville, FL 33870 Dear Mr. Pigg: Here is the report on the productivity and morale study concerning working hours you asked us to conduct. As you will see we have made recommendations to support the benefits of flexibility in working hours which will increase productivity and morale in the work place.

This is a story of a man named Bruce. Bruce worked for a company in a big building where he was Employee 42. His company had a very strict dress policy. It consisted of a gray jacket and pants, white collared shirt, white socks, black dress shoes, a shoulder patch with the number 42, his Employee number, stitched in, and most importantly the tie with the symbol of the company. The symbol was a sky blue gear with a white border. Employee 42’s job was simple: all he had to do was sit at his comfy desk in his room 42 and follow some simple instructions. These instructions were given through a computer monitor on his desk. They told him which buttons of the keyboard to type, how long to hold them down, and in what order to press. This is what

Before starting the analysis it worth to define what employee turnover means, in literature there are several definitions, as per Wikipedia (the free encyclopedia), in a human resources environment it refers to the characteristic of a selected company or industry, relative to rate in where an employer gains and loses associates.

In the article composed by Morgeson, Mumford, and Campion, it is stated that organizational philosophies regarding employee involvement and commitment find great value in the inclusion of multiple views. 360 Degree Feedback consistently tends to foster formal and informal discussion regarding the effectiveness of employees in all positions. The increase in openness and communication leads to a greater amount of learning among coworkers as well as an increase in goal setting and desire to further skill development. Each of these benefits have a synergistic effect in the improvement of organizational culture (Antonioni, 1996; Bernardin & Beatty, 1987; Hoffman, 1995; London & Beatty, 1993, p. 198).

You must know what your employees do to in order to command respect and manage effectively. Most managers are not aware of the specific details of an employee workday. Employees know this and become disengaged when they have to continually explain their actions and justify improvement requests.

(To be completed by student while submitting the assessment and by the faculty when reporting the outcome of the students work)

Regardless of someone’s education, skill, or experience and whether a prospective job classifies as public, private, nonprofit organization, or government institution, feeling comfortable about its viability as a continuing enterprise always merits concern. And for this reason, arming oneself with a fundamental understanding of an entity’s contemporary financial health and the industry or market segment it operates become especially significant. Similarly, few argue the value of avoiding professional environments subject to intimidation by management or anything approaching an atmosphere affected by poor workplace morale. The responsibility to assess a potential employer falls into the lap of each prospect to which a mosaic of information