卡特洗衣公司案例分析复习资料超全

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1、Continuing report of HRM(The Hotel Paris International)院 系：班 级： 人力学 号：姓 名：课程名称： 人力资源管理完成时间：年 月至年 月ContentCHAPTER 1 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT4CHAPTER 3 HUMAN RESOURCE MANAGEMENT STRATEGY AND ANALYSIS6CHAPTER 4 JOB ANALYSIS AND THE TALENT MANAGEMENT PROCESS9CHAPTER 5 PERSONNEL PLANNING

2、 AND RECRUTING13CHAPTER 6 EMPLOYEE TESTING AND SELECTION16CHAPTER 7 INTERVIEWING CANDIDATES18CHAPTER 8 TRAINING AND DEXTLOPING EMPLOYEES22CHCAPTER 9 PERFORMANCE MANAGEMENT AND APPRAISAL25CHAPTER 10 MANAGING EMPLOYEE RETENTION, ENGAGEMENT, AND CAREERS .27CHAPTER 11 ESTABLISHING STRATEGY PAY PLANS30CH

3、APTER 12 PAY FOR PERFORANCE AND FINANCIAL INCENTIVES31CHAPTER 13 BENEFITS AND SERVICES322/2CHAPTER 1 INTRODUCTION TO HUMAN RESOURCE MANAGEMENTI sum up five main points specific HR problems I tliink Cater Cleaning will have to grapple with.First of all, they were lake for personnel management regulat

4、ions and procedures both eveiy manager and each employee. As there were many of problems which were hannfiil to their management because workers9 lake a series of clear knowledge, abilities and skills. For example, fair employment problems would serious damage employees9 rights but they didnt know u

5、p to now. Human resource managements always asked people of applicants about their national topic and some other sensitive topics but they didnt refer to professional, abilities and, many other usefill topics. Luckily, they havent been reported their discrimination because the employees were almost

6、women and ethnic minority which were short of laws concept. Tliis phenomenon told us they couldnt clarify fail, employment mles and professional knowledge and laws knowledge.In addition, human resource managements couldnt make employees clear their own duties and responsibilities. They employees did

7、nt know their clear division of responsibilities; as a result, Cater Center would be inefficiency after confiision day by day. Numan resource of Cater Center couldnt keep employee loyalty and employee stability. It is temble for a company to face employee thefts there. It would not only cause benefi

8、ts of company, but also cause legitimate equities of the finn. Whats worse, as a result, coiporate cultural development and employees5 activities will be destroyed. Not only the issue of fair employment lacks attention, but also the manager himself has not received any basic training.If I were Jenni

9、fer, I will persuade eveiy management to pay much attentionmake a Post Office Book at first for all of my employees in order that they can identify their responsibilities and obligation.In addition, we must identify the management process is based on the fiinctions of planning, organization, staffin

10、g, leading, and controlling. In total, we start with these five fiinctions and we will avoid mistakes like I summed up in my first paragraph.We must consununate the mles and processes of HRM. We can achieve it by solving the fair employment problem, improving their knowledge, abilities and skills of

11、 cleaning and service, eiiliancing legal knowledge and experience. By doing these, we can improve Cater Centers persomiel management regulations and procedures both eveiy manager and each employee.CHAPTERHUMANRESOURCEMANAGEMENT STRATEGY AND ANALYSISI would recommend that the Caters expand their qual

12、ity program. My reasons are as shown below.First, the company faced to a larger scale and only holding employee meetings cant solve all the problems they facing. So we must expend ways and measures for eveiy employee in order to widening the feedback channel for the problem of company.Second, as a m

13、anager, we cant be everywheie watching eveiything all the time. And expending the quality progiam is a real way for innovation and sustainable development to the company. We need to discover a series of finding for making progress at any time.Specifically, Cater should expand their quality program b

14、y taking forms as shown below.We need make a scientific strategic human resource management in the whole company in order to guarantee the miming of it.Training and development is the fiist step for strategy. It will be explicit if Caters make employees know that where are they now and who they are,

15、 and writing a job description, significantly. They will leani to size up the situation including perfbnn external and internal audits.,Afterwards, Caters stiategic options will be known and be created by managers and even employees easily. At the same time, they will be supportive and having a high

16、 perfbnnance. It can niiiiiniize the plane turnaround on ground and the meals and frills and so on. All of these benefits are to decrease costs and increase revenues for the organization.A question we must face to and need to be solved urgently is whether the employees want to act and accept like ni

17、ini-manager only with earning about $8 to $ 15 per hour. It refers to the question of salaiy administration. So if we make a fair salaiy system that employees approval, we will gain a different group which is much better and competent than ever before.In addition, I think Caters should focus on the

18、outline summarizing important HR practice as I designed below.First of all I think it is important to collect the opinions of customers and employees before we make a systematic of HR practice. We will identify clear condition of working and program by doing this.Then we must make Job Description to

19、 each position of Cater Center. We can decide how to measure the perfbnnance of an old or new hires. For example, with Cater system, hiring managers input their evaluations of each new like at the end of the employees first several days.Refer to their important designed, we can make a HR practice ca

20、tegoiy and analysis for Caters as I refer below.HR practice categoryDescriptionExamplesStuffingProcedures to evaluate relevant knowledge, skills, abilities fbr fit Selective screening assessmentoftechnical interpersonal skills/attitudes/person alSelfmanaged teamsPower downward by giantiiig authonty

21、and responsibility Employee participation programs Teams with decision making authorityDecentralized decision makingEmpowering employees Authority to make decisions participate managementTrainingFonnalizing progi-ams to develop knowledge , skills, abilities Trainingforcurrent/future skills Technical

22、 interpersonalFlexible work assignmentsBroaden individual knowledge, skills, abilities Job rotation job enrichment abilities to perform jobCommunicationOpen com. Channels to express viewpoints Employee suggestion systemsCompensationPerfoniiance-contingent pay, group-based pay, market pay policies Pr

23、ofit/gain sharing ownershipCHAPTER 4 JOB ANALYSIS AND THE TALENTMANAGEMENT PROCESSThe format to be used to write the job description of the laundry managerFirst of all, we need to analyze the stnictiire of Cater Cleaning Company so that identify the description of job. We can get the table ofPreside

24、ntmanagerLaundryManager ALaundryManager BLaundryManager Cstnictiire by analyzing as shown above.From the diawing above, we can see that laundiy organization is the simplest vertical management mode, laundiy managers are theii, basic jobs, but there are multiple posts under them. This simple organiza

25、tional stnictiire is suitable for this kind of company.From the diawing above, we can see that laundry organization is the simplest vertical management mode, laundiy managers are theii, basic jobs, but there are multiple posts under them. This simple organizational stnictiire is suitable for this ki

26、nd of company. Fiist of all, the size of a laundiy as an enteiprise will not be large. Secondly, the general objectives and tasks and responsibilities of the Laundiomat managers mentioned in the case are relatively specific and relatively small. In the end, the staff of the latuidiy will not have a

27、high level of knowledge, which is related to the content of their work. To sum up, we should pay attention to the following points in writing the job instnictions of the laundiy manager.1. The job description should be simple and easy to write in the fbnnat, not too complicated2. The job description

28、 should be easy to understand in the description of the contentAccording to this, the job description of the fbnn is best suited to the manager of the laundry.Whats more, work standards and procedures should be written into the job description.The job description is a detailed description of the inf

29、bnnation related to the job, which includes the person concerned, and the description also contains a description of the related matter. The working standard and procedme is a description of the job related matters. It fiuther explains what extent the duty personnel should do and how to do it. As a

30、result, I think that work standards and procedures should be written into the job description.How can Jennifer collect the information needed to write work standards, work procedures, and job descriptions?I think there are many ways of collecting information, such as thefollowing:1. Sununaiy of the

31、work standards, procedures and job descriptions of similar enteiprises.2. Collect opinions on customers and employees.3. Consult a number of experts and intemiediaries.4. Get the main infbnnation from the activities of employees, actions of people, the working perfbnnance, working background and the

32、 requiiement of employees and so on.The store managersjob description should look like and contain as the table below.Post NamePost NumberPost CategorySubordinate DepartmentPost SequencePost QuotaSummary of postJob basisJob contentJob targetMain Relationship of PostBasic Training RequiredDuties and

33、StandardsBasic Capacity RequiredPerformance IndicatorsUse Tool EquipmentQualificationWorking HoursProficient Work PeriodDiversity of Work ExperienceDate of CompilationDural theConveyancesEffective DateInformingemployees much better by doing these I demonstrated above.I think we need these causes to

34、resolve the question how to improve the quality of applicant and the rate of passing.Make a feasible recmitment strategy. HRs own quality and knowledge are also important to choose the appropriate location and location, and to improve the recmitment efficiency.The recmitment infbnnation will help us

35、 to select talents scientifically, make clear qualifications, and identify higlily qualified applicants with competence. In addition, stmctiired inteiviews can be earned out.Promote the employing depaitment to participate in the whole process of recmitment. Because the work environment, leadership s

36、tyle and management concept are used because of the unit for what kind of It differs from man to man., job seekers, only use department most clearly, therefore, recmitment departments to continue to instill in Department Recmitment concept, promote their active participation in the whole process of

37、recmitment, human resource planning, recmitment, inteiview needs to develop recmitment, etc. Last but not least, it is also important to create a hannonious enterprise enviromnent.Considered carefully for all of information the job seekers need when we publisliing a job advertisement. We can make jo

38、b advertisement as is shown below.The job advertisement for Cater Cleaning Company工 Address上 Publishing time1 DeadlineMore than one years work experience! Age is not ImiitedMore than $ 6 per hour Feedback m 5 days|工 Job description* Post duties* Tenure requirements Working experience preferred Have

39、basic management ability Have strong busmess understanding, plan execution, writing ability and learning ability. Be familiar with. Laws and regulations to avoid labor disputes; Higlier professionalism* Enterprise introduction* Other information ： Department: Human Resources Department Professional

40、requirements Contact E-mailPlease indicate die name or number of the position m the mail and indicate that the recruitment mfbnnation conies from the HR.comCHAPTER 6 EMPLOYEE TESTING ANDSELECTIONSome advantages to Jennifers company of routinely administrating honesty tests to all its employees.Testi

41、ng honesty of employees can not only strengthen the compan/s discipline, but also keep the company open and fair and the organization stiiictiire is complete and transparent.In addition, it can promote the orderly conduct of production and avoid tumecessaiy financial losses.It can strengthen the coh

42、esiveness of enteiprises and setting up a good social image, so as to ensure the credibility of the staff and eiiliance coiporate reputation and customer satisfaction.Some disadvantages to Jennifers company of routinely administrating honesty tests to all its employees.Employees maybe lack a sense o

43、f security and belonging, and they feel that they are doubted by their superiors. Also, it may increase the cost of work and time and reduce the effective rate of retimi of enteiprisesWhat other screening techniques could the company use to screen out theft-prone and turnover-prone employees? And ho

44、w exactly could these be used?We can import the introduction of special personnel, who is integrity testing literacy, including leakage theoiy infbmiation manipulation theoiy real monitoring theoiy and iiiteipersonal deception theoiy and so on.Also, we can design integrity test scale to identify the

45、 faith of employees. Tlie types of tests are tests of cognitive abilities, tests of motor and physical abilities and measuring personality and interests and achievement tests and improving perfbnnance through hires. Wb can make the background check more valuable infbiination of employees by doing th

46、ese tests.How to fire a stolen employee and how to deal mth the reference calls about these employees when they go to other companies looking for jobs?I think we should fire stolen employees in front of the staffs of our company. Not to let him be disgraced deliberately, but to let employees know ho

47、w important the sincerity is and how precious the tnists are.As for the reference calls about these employees when they go to other companies looking for jobs, I think I will be mercy to him and tell another company that this employee can be inspected and retained if he didnt make too much of mistak

48、e, even though I fired him abide by the niles. We see. forgiveness and kindness are the greatest virtues, they can save a person who still has a wann heart.CHAPTER 7 INTERVIEWING CANDIDATESThe way to improve the practice of inteiviewing:The main body of the inteiview is the inteiviewer and the inter

49、viewee, so in order to improve the compan/s inteiview practice. We must first have a group of professional inteiviewers. Tliey should have the following qualities: good insight with some psychology and organizational behavior knowledge of good psychological ability expressed excellent judgment and s

50、poken inteiview experience prefen,ed logical thinking ability, can according to the resume and job requirements and the basic quality of setting questions to understand the basic knowledge of job industiy and knowledge industiy the salaiy level have a good analysis ability.In addition, there are som

51、ething eixors that can undeniiiiie an interviews usefiilness and we had better avoid them: first impression, not clarifying what the job requires, candidate-order eiTor and pressure to hire, nonverbal behavior and impression management, effect of personal characteristics including attractiveness, ge

52、nder and race, etc., diversity counts.She should make an interview form for management and nou-management interview questions by doing I illustrate below.Key points and test questions management personnel recmitmentexam questions:1. Do you think what is management”？Test whether the applicant can com

53、bine theoretical management knowledge with work practice.2. A good enteiprise to make progress, what is decisive? In the complex market enviionment, success factors of different enteiprise big difference. Tlie answer is to test the extent to which the applicant understands the management of the orig

54、inal unit.Wliat are the 3 youve read about management books? Good management is veiy pay attention to the collection of iiifbnnation and knowledge updating.3. Wliat do you think is the most difficult as a manager?“Bad news report11 is a concise and comprehensive answer. It simply because it can make

55、 deep and serious recmiters ask farther questions and superficial recmiters will not consider the use of additional questions to ask, do not let the candidates have the oppoitunity to fiiitlier elaborate its set people thinking idea, but do not want to understand whether the answer behind what is hi

56、dden deep life experience. This answer tells us how a manager in trouble should react.“Let those of me be able to act in accordance with my instructions, so that they are ready to do so. It is the second possible answer. This shows that the manager is ready to control the situation and cany out thel

57、eadership.nTo mobilize the enthusiasm of the personnel, to fbnn a competent team. It may be the third way to answer this question, which indicates that the applicant has a deeper experience and has the ability to manage others.There are also specific questions to be faced with as answers. Recmiters

58、need to pay attention to whether a manager has a more open eye as a manager, rather than tiying to deal with a specific business.4. Ybu how to control and reduce the risk?We should pay attention to the risk degree candidates aware, then answer the investigation method, and the risk involved, whether

59、 there is always such effects on the other.5. Wliat do you think is the relationship with the position you apply fbr your depaitment or the compan/s strategy? It is the ability of on the candidates to grasp the overall situation.6. How would you plan and organize an important (or long) of the projec

60、t?The recmiter should pay attention to the various links of the candidate plaiming and miuiing the project, not whether the project itself is the closest to the work of the unit.7. How do you deal with the contradiction between the 9 with other departments?No contradiction is unrealistic, and applic

61、ants often answer through communication. The question is to see whether the applicant can pay attention to the root of the contradiction and not only solve or deal with the problem means.8. Please briefly talk about you around the typical case management. Inspect whether or not the candidate enteipr

62、ises success / failure reasons, and shaiply pointed out the problem, concise and comprehensive.Jennifer should carry out a training program for the manager. The manager who is for intendewing the stuffs should have this characteristic.We must first have a group of professional inteiviewers. They sho

63、uld have and prepare me the following qualities: good insight with some psychology and organizational behavior knowledge of good psychological ability expressed excellent judgment and spoken inteiview experience prefeixed logical thinking ability, can according to the resume and job requiiements and

64、 the basic quality of setting questions to understand the basic knowledge of job industiy and knowledge industiy the salaiy level have a good analysis ability.EMPLOYEESThe Caters should cover in their new employee orientation programand they should convey this infbnnation by the table below.Guidance of workingContentsCompany overview, rules and regulations, organizational structure, corporate culture, product knowledge, workmg hours, payroll, benefits, communication skills, team building skills, etc.PlanningFrom a brief introduction to a longer fbnn