...Contents 1. INTRODUCTION .............................................................................................................. 1 1.1. 2. GAS STATION DESCRIPTION ................................................................................ 1 PROBLEM DESCRIPTION .............................................................................................. 2 2.1. PROJECT OBJECTIVES ........................................................................................... 3 2.2. PROPOSED PERFOMANCE MEASURES TO BE EVALUATED ........................ 3 3. PROPOSED INPUT DATA, DATA SOURCES AND COLLECTION METHODS ....... 4 4. PROPOSED ALTERNATIVE SYSTEMS DESIGN ........................................................ 5 4.1. 4.2. 5. PROPOSED DESIGN 1 .............................................................................................. 5 PROPOSED DESIGN 2 .............................................................................................. 6 PROJECT PLAN ................................................................................................................ 7 List of Figures Figure 1: Xtra Gas Station Physical Layout .............................................................................. 2 Figure 2: Proposed Design 1 ...................................................................................................... 5 Figure 3: Proposed Design 2 ........................................................................................
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...a good performance appraisal system, for both individuals and teams of the organization and to show how it will help to resolve the problems uncovered by the survey. Moreover, my intention is to describe the process for assessing team performance and the differentiating factors for executing an appraisal for an individual versus a team in an organization. Lastly, the board of directors asked for a report with regard to succession planning in the last board meeting. I want to describe the benefits of succession planning and propose a solution for the implementation of succession planning in our organization. Performance Appraisals Performance appraisals, when properly used, are an essential and invaluable tool in the managers arsenal to plan and control productivity. Managers should use appraisals for the proliferation and oversight of their subordinates. For example, appraisals can be used to determine promotions, commendations, and terminations, as well, they are permissible evidence Maximizing HR Relationship in the court of...
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...Topic: Perfomance Management (Human Resource Mgt) Order code: 81208333 Time remaining: 1 days 5 hours 41 minutes Pages: 4, Double spaced Sources: 3 Order type: Essay Subject: Business Academic level: Master Style: APA Language: English (U.S.) Order Description Assignment 3: Performance Management Imagine that you are the HR manager for a retail store. Your store sells clothing, shoes, handbags, linens, etc. The company recently had its worst quarter, and you want to improve employee performance through sales of the merchandise and through offering excellent customer service. The employees are less motivated, due to the recent negative media attention the company has been getting about its earnings. You want to implement a new performance management system, modify the employees’ current behavior, and link compensation directly to performance. Write a four (4) paper in which you: 1. Create a job description for a retail sales associate. Create an organizational behavior modification (OBM) plan to define a set of three key behaviors that are necessary for a retail sales associate job performance. 2. Determine two (2) ways that an HR manager would measure whether prospective employees exhibit the key job performance behaviors. Propose two (2) methods that an HR manager can use to inform employees of the new performance standards. 3. As the HR manager, create a plan with two (2) methods of providing feedback to employees. Include the frequency...
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... | |SWOT | |Devry 2012 | |Sarah Palm | |9/23/2012 | Truven Health Analytics In December 2006 Thomson Reuters acquired Solucient. Solucient provides data and advanced analytics that hospitals and health systems use to improve performance and lower costs. With Solucient, Thomson accelerated its plan to deliver integrated clinical and management decision support tools that create the most comprehensive view of the healthcare enterprise. Summer of 2012 lent it’s self to another change as the healthcare business of Thomson Reuters was purchased by VERITAS private equity firm and renamed Truven Health Analytics. Truven’s Mission Statement: At Truven Health Analytics, we combine our comprehensive information with deep analysis and industry benchmarks to transform your data into actionable knowledge. And because we have visibility across the entire continuum of care, we truly understand your workflow and create real connections that uncover untapped potential for your business. Our team of leading healthcare professionals...
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...Performance Management Plan Introduction The performance management plan we will discuss is a management plan that indicates where Clapton Commercial Construction is at this point and where it will be expected to be after expansion. Company is a commercial construction business and is currently in Detroit, Michigan. Company currently has 650 employees and plans to expand to Arizona, thus adding 20% additional employees. Annual net revenue is 10 million with a revenue growth of -3%, which is expected to stay the same at least for the first year. The turnover rate currently is 20% and forecasting same rate after expansion. Alignment of the Performance Management System to the Organizational Business Strategy First we must align the performance management system to the organizational business strategy just as a compass gives us direction so does performance management. Clapton will require a willingness and a commitment to focus on improving performance at the level of the individual or team every day. Company will not do just one or two annual reviews on performance of employees but will be giving feedback periodically and training to maximize its workforce. There are three requirements that will be met to insure the performance management plan goes well and these are: 1. to define performance, 2. facilitate performance, and 3. encourage performance. (Casio, F. Wayne) Organizational Performance Philosophy ...
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... Fuel, the second largest cost to the industry, an uncontrollable cost that raised havoc on this industry, unveiled unforeseen opportunities that allowed new competitors to break through barriers of entry. As a result of this economic climate new carriers were formed with more cost effective business structures and strategies. They took advantage of the cheap supply of aircrafts and personnel grounded by major carriers from 1989 to 1993. The point-to-point route system used by these start-ups were significantly more economical than the spoke-and-hub route system used by the larger carriers, this led to more efficiency to a once inefficient industry. QUESTION 2 HOW CAN THE “ECONOMICS” OF THE AIRLINE INDUSTRY BE USED TO EXPLAIN THE PERFOMANCE OF INDIVIDUAL AIRLINES AND THE INDUSTRY AS A WHOLE? The economics of the airlines industry has several underlying factors that contribute to the performance of an individual airlines and the industry as a whole. First off a majority of its cost structure are fixed. The larges cost, people, can be controlled to an extent with layoffs and tougher concessions, but this cost reduction strategy is not exactly public relations friendly. It is also heavily reliant on fuel ,which is an uncontrollable...
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...REPUBLIC OF SOUTH AFRICA DEPARTMENT OF EDUCATION Strategic Plan 2007-2011 1 Mrs Naledi Pandor, MP Minister of Education Mr Enver Surty, MP Deputy Minister of Education 2 Mr Duncan Hindle Director - General: Education TABLE OF CONTENTS 1. Statement by the Minister of Education 4 2. Legislative mandates 6 3. Vision, mission and values 9 4. Introduction by the Director-General 11 5. Five-year Broad Priorities 12 6. Five-year Branch Plans 15 7. Physical and Financial Asset Acquisition Plans including Information and Communications Technology 77 8. Administration Service Delivery Improvement Plans 83 9. Education Provision Service Delivery Improvement Plans 87 10. 2007/08 Operational Branch Plans 101 11. Statutory bodies 175 12. Structure of the Department 179 3 1. STATEMENT BY THE MINISTER OF EDUCATION, MRS NALEDI PANDOR, MP In my statement in the 2006 Strategic Plan, I indicated that Education received the largest share of the National Budget. This year Government has once again reaffirmed its commitment to the education system. Building on the transformation successes of the past but also recognizing the huge backlogs that exist in many parts for the system throughout the country, additional funds have been allocated to further address backlogs in the system. This investment is reflected in our plans to improve the quality of services that we offer to the nation...
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...0 Introduction 1 2.0 Literature Review 2 2.1 Gaining Competitive Advantage Through Human Resources Management Practice 2 2.2 Human Resources Development: Performance Is The Key 4 2.3 An Intellectual Capital Perspective of Human Resource Strategies and Practices 5 2.4 Influence of Supervisory Feedback on Goal Orientation of Employees 8 2.5 Human Resources Now More Than Personnel 10 2.6 New Developments in Employee Training 12 2.7 Managing Human Capital in a Privately Owned Public Hotel Chain 14 2.8 Strategic Human Resources Management: Where Do We Go From Here? 16 2.9 Motivation of the Human Resources for a Sustainable Organizational Development 18 2.10 The Effect of Human Resource Management Practice on Corporate Perfomance: A study of Graphic Communications Group Limited 19 3.0 Objective of the Study 20 4.0 Methodology 21 5.0 Findings 22 5.1 Recruitment 22 5.2 Job Training 24 5.3 Privileges and Rewards 26 5.4 Employee Turnover Rate in UPSB 27 5.5 Employee Performance Measurement 29 5.6 Communication between Employee and Employer 32 6.0 Limitation 34 7.0 Recommendation 35 8.0 Conclusion 36 9.0 References 37 10.0 Appendix 39 10.1 Questions of interview 39 10.2 Log Book 40 10.3 Photo during interview 42 10.4 Articles 42 1.0 Introduction Uniutama Property Sdn. Bhd. (UPSB) was...
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...Supply Chain Management Executive Decision The purpose of this business report is to guide the investors on the decisions they should make for designing and organizing their supply chain for their line of power hand tools, including electric drills, saws and sanders. This report will explore the option of using vertical integration as the supply chain strategy and they approach the investors should take towards operations management. Metrics, issues, organizational structure, and cost effectiveness will also be presented in this business report. The investor will have within this report also, the results that provide sustainable dominant competitive advantage to have the right amount of the right product in the right place at the right time. Supply Chain Management Supply Chain Strategy In any manufacturing business the first this to consider is the supply chain strategy that will effectively fit and grow with your business. In researching the right supply chain strategy for your business which is to manufacture and market a line of power hand tools, including electric drills, saws and sanders, the supply chain to be used is vertical integration. Vertical integration is “developing the ability to produce goods or services previously purchased or actually buy a supplier or distributor” (Heizer, Render, 426). Because you the investor choose to own and operate your own production facility and are also considering ownership of any other component of the products...
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...attrition and other factors that affect a company’s need for labor. Potential human resource requirement is to be estimated keeping in view of the organisation's plans over a given period of time. It involves estimating the future human resource requirement of right quality and right number. Human Resource Forecasting provides Various benefits to the organisation like; * Production and Scheduling Human resource forecasting plans for labor needs change as sales rise and fall. For that human resources manager should keep in close touch with sales manager to be aware of any spikes or declines in sales that affect labor needs. This prevents falling behind on order fulfillment or paying idle workers. A simple example of labor forecasting is a restaurant that has nights with many bookings and large parties and other nights when few diners make reservations. The manager forecasts the restaurant’s wait staff, bar and kitchen needs. * Succession Human resources forecasting helps to avoid long-term holes in staffing needs by keeping on top example employees might be retiring, leaving or asked to leave. Using that information, Human Resource managers plans to fill holes with internal staff or prepares for a quick recruiting effort. * Budgeting In addition to forecasting labor needs, human resources forecasting helps you plan budgets based on your future staffing levels. For example, demand forecasting might show a need for more seasonal workers. An HR review might determine the...
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...MOBILISING PEOPLE MDP 114Q MDP JAN 2012 3/12/2012 MDP JAN 2012 3/12/2012 EDS211A UNIQUE NUMBER: 229768 EDS211A UNIQUE NUMBER: 229768 TABLE OF CONTENTS 0 TABLE OF CONTENTS 1 1 EXECUTIVE SUMMARY 2 2 INTRODUCTION 3 2.1 ZULULAND ANTHRACITE COLLIERY (PTY) LTD (ZAC) 4 2.2 ST JOHN 4 2.3 CHEP 5 3 PERFORMANCE APPRAISAL 5 3.1 EFFECTIVE PERFOMANCE APPRAISAL SYSTEM 5 3.1.1 DESIGN INPUT 6 3.1.2 TRAINING APRAISERS 6 3.1.3 FORMAL AND INFORMA METHODS 6 3.1.4 APPRAISAL SYSTEM EVALUATION 7 3.2 EVALUATION OF THE THREE COMPANIES 7 3.2.1 ZULULAND ANTHRACITE COLLIERY (PTY) LTD (ZAC) 7 3.2.2 ST JOHN 8 3.2.3 CHEP 9 4 REWARDS SYSTEMS 12 4.1 THE AIMS OF REWARDING EMPLOYEES 12 4.2 REQUIREMENTS FOR AN EFFECTIVE REWARD SYSTEMS 12 4.2.1 Attract talented employees 13 4.2.2 Retain talented employees 13 4.2.3 Motivation 13 4.2.4 Legal considerations 13 5 PERFORMANCE APPRAISAL AND REWARD SYSTEMS 14 5.1 ZULULAND ANTHRACITE COLLIERY 14 5.2 ST JOHN 14 5.3 CHEP 14 6 IMPROVING PERFORMANCE APPRAISAL AND REWARDS SYSTEMS 15 6.1 OBSERVATIONS AND RECOMMENDATIONS 15 6.1.1 ST JOHN 15 6.1.2 CHEP 16 7 CONCLUSION 17 8 LIST OF SOURCES 17 EXECUTIVE SUMMARY Grobler et al (2011:293), describes performance management as a process which significantly affects organisational success by having managers and employees work together to set expectations, review results and reward performance. In www.wikipedia.org; it is said that performance management includes activities...
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...ST. HRM PRESENTED TO: PROF: SOHAIL SALEEM PRESENTED BY: ADEEBA ASLAM SUNNA AHMED HIRRA PERVAIZ MCDONALD’S CORPORATE PROFILE McDonald's is the world's leading fast-food company by sales, with about 32,000 restaurants serving burgers and fries in about 120 countries. (There are nearly 14,000 Golden Arches locations in the US.) The popular chain is well-known for its Big Macs, Quarter Pounders, and Chicken McNuggets. Most of its outlets are free-standing units, but McDonald's also has many units located in airports and retail areas. PRODUCTS McDonald's is proud to offer a wide variety of high-quality, great tasting menu options. The restaurants offer substantially uniform menu consisting of hamburgers and cheeseburgers. The menu includes the following Big Mac Quarter Pounder with Cheese Filet-O-Fish Several chicken sandwiches French fries Chicken Mc Nuggets Salads Low-fat shakes, Mc Flurries Sundaes. Cones Pies Cookies Soft drinks as well as other beverages COMPETITION McDonald’s restaurants compete with international, national, regional and local retailers of food products. McDonald’s competes on the basis of: • Price • Convenience • Service, by offering quality food products. Its competitors include: • • • • • Burger King Wendy’s Hardees Taco bell and KFC ORGANIZATIONAL ANALYSIS EXTERNAL ENVIRONMENT POLITICAL ECONOMICS SOCIAL/CULTURAL TECHNOLOGY LEGAL ENVIRONMENT • • • • • • • SWOT FRAMEWORK ANALYSIS STRENGTHS Leader in the Quick Service Sandwich Industry...
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...Reimbursement and Pay-for-performance Amy Escobar December 2, 2013 HCS/531 Charles Silveri Reimbursement and Pay-for-performance “Health care and health policy continue to be controversial domestic issues in the United States. Despite a slowing in the rate of growth of annual costs, most Americans feel that their budgets are strained by what they have to pay for health care, and most employers feel that their share of these costs for their employees is excessive. Currently, many Americans still do not have health care coverage” (Shader, 2013). In hopes of diminishing these cost, the United States Congress and President Obama passed a series of laws to help the American public receive the medical care that so needed. As part of these laws came pay-for-performance reimbursement systems. Even though this procedure for payment still has many details to be determined, this value-based payment system can be a response to quality care and performance. Pay-for-performance The newest trend in reimbursing medical providers is called pay-for-performance (P4P). This valued-based strategy allows a predetermined benchmark to be designated for medical care. If the provider meets or exceeds the standard he or she is paid bonuses for such care. If the provider does not meet the standard payment is reduced accordingly or fines may be put into place. The main focus of this form of payment is to reduce excessive medical costs and to increase quality of care of the patient, especially...
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...2.1Introduction This section discusses some empirical and theoretical literature on the effect of credit risk management on financial performance, and introduces an overview of BancABC and its credit risk management practices 2.2Brief Company overview ABC Holdings Limited is the parent company of a number of banks operating under the BancABC brand in Sub-Saharan Africa, with operations in Botswana, Mozambique, Tanzania, Zambia and Zimbabwe. A group services office is located in South Africa.Historically, BancABC was a merchant bank offering a diverse range of services including wealth management, corporate banking, treasury services, leasing, asset management, and stock broking.ABC Holdings had Its primary listing on the Botswana Stock Exchange, and a secondary listing on the Zimbabwe Stock Exchange (BancABC annual report 2009) During 2014, the ABC Holdings Group was acquired by Atlas Mara. As at 31 December 2014, Atlas Mara had a 98.7% equity stake in ABC Holdings, held directly (60.8%) and indirectly (37.9%). Subsequent to the takeover, ABC Holdings was delisted from the Botswana Stock Exchange on 30 January 2015, and from Zimbabwe Stock Exchange on 12 February 2015.Atlas Mara is a British Virgin Islands registered company with a standard listing on the London Stock Exchange(BancAbc Annual report 2014) The seeks to review the credit risk management methods implemented by the bank . Definition of terms 2.3.1Credit According to Onyeagocha (2001), the term credit...
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...Creating the Fashion brand Figure 1 Alexander McQueen SS 2010, Source: Google Images Content : 1. Introduction……………………………………………………………………page 3 2. The Product, the target consumers and the brand personality………………....page 4 3. Description of the Value Chain………………………………………………..page 6 4. The role of ICT………………………………………………………………...page 7 5. Overview of the Buyer and the Merchandiser functions………………………page 7 6. The Concept of the carrier bag model………………………………………....page 7 7.The roles of the Buyer and the Merchandiser trough the concept of the carrier bag model…………………………………………………………………………......page 8 8. An example of a balanced range plan for Zara……………………………….page 12 9. Description of the Social Corporate Responsibility of a Company…………page 13 10. The Buyer’s and the Merchandiser’s roles on the SCR……………………..page 14 11. The importance of having clear ICT in a business………………………….page 15 12. ICT and SCR………………………………………………………………..page 16 13. Conclusion…………………………………………………………………..page 17 14. Bibliography………………………………………………………………...page 18 The British Fashion Industry has never been more complex. With powerful major retailers like Burberry or Vivienne Westwood, and with a great number of emerging designers such as Jonathan Saunders and Peter Pilotto, the UK fashion market has attained a new level of originality in these past few years. Therefore, as Marie-Louise Jacobsen pointed out, each fashion brand...
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