...Private Security services include the act of providing or rendering services to watch an establishment whether public or private, building, compound /area or property, to conduct access control /denial in any form whether physically manually or scientifically by electronic monitoring systems, for the purpose of securing such area/property and at the same time ensuring the safety and protection of persons within such areas, to maintain peace and order within such areas, to conduct recruiting, training, furnishing or posting any security guard, to do its functions or solicit individuals, businesses, firms, or private, public or government-owned or controlled corporation to engage his/its service to those of his/its security guards for hire, commission or compensation or compensation thru subscriptions or as a consultant /trainer to any private or public corporation. Part of assuring that the assets being used for production such as machines, one company must not only assure that it is functioning but also the physical presence must be seen. Hence there is a need to outsource, the security services to be able to manned or protect the assets of the company which is ready for use by the person on duty. Therefore, the objective of this study is to be able to describe the essence of scheduling in the operations of a security services industry. Proquest Security Management Inc. (PSMI) , a corporation duly organized under Philippine laws will be the subject of this study. The main...
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...flexibility for hourly lower-wage employees the necessities of work-life balance strategies: * A study using data from the 2002 National Study of the Changing Workplace implies that employees with greater access to temporal forms of flexible work options report less stress, fewer work absences, and fewer tardiness incidents (Halpern, 2005) Method This study was conducted in collaboration with a Fortune 100 retail firm. The firm operates over 6200 stores in 38 states in US. Results Six primary forms of flexible work practices were identified from managers’ interview. 1. Schedule preference * Permitting employees to have some choice into the times and days that they are scheduled to work. * Within this context, managers suggested two practices: a. Preference for specific days, shifts, or hours. This option allows workers to coordinate their work schedule with their off-the-job responsibilities, such as working another job, attending classes, and providing care to a loved one or fix work schedules with those of other family members. b. Preference for a set, routine schedule. This allows employees to work the same shifts or same days each week, enabling them to have predictability in their jobs. 2. Preplanned Schedule Modification This practice gives employees the opportunity to request that they not be scheduled for a particular day or shift prior to the creation of the weekly schedule. It is good for employees to request 2 weeks before. ...
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...A Case Study in Staffing (Note that this Case Study was included in the First Edition of the text, but was removed from the Second Edition for space considerations). Metropolitan Motor Company (MMC) decided to open a new assembly plant in southwest Tennessee for their new compact passenger car line. The plant would require a workforce of approximately 1700 production workers, 370 supervisors and managers, 125 engineers and engineering technicians, and 110 administrative and office personnel. The cafeteria and security functions would be outsourced to independent contractors. Below, we describe the sequence that was used to staff the hourly production positions in this new facility. Before announcing the location of the facility, MMC did some investigation of the educational characteristics of the labor force in Tennessee, as well as a review of the secondary school system in a five county area surrounding the plant site. It decided to give first priority in employment for entry level and skilled positions to residents in the five county area, then to Tennessee residents, and finally to anyone, regardless of place of residence. The VP of corporate HR took several trips to talk to state and local officials about locating the facility in the area. State Department of Labor officials agreed that the state employment offices would accept and screen applications for entry level positions, using criteria developed by MMC. To ensure an adequate pool of applicants, MMC posted...
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...Unit 2: Case Study Richard R. Henderson Kaplan University CJ345: Supervisory Practices in Criminal Justice Professor Robert Ponzetti November 1, 2015 Officer Louis Maynard is 27-years-old, married and lives in a house inherited from his mother. He was a Sgt. in the military for five years before becoming a police officer. He has also completed a regional police academy at a local community college. Maynard finished fourth in his class. He was working the 4/10 swing shift, which is the busiest shift in the police department. With a family of three, this can get very hectic with personal time. Maynard was well-liked and got along with his peers. He has been asked to supervise a part of the city that has three beats on the swing shift. The beat officers have an average of three years’ experience and Maynard has...
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...____________________________________________________________ ____________________ CASE-1-THE REGENCY GRAND HOTEL Marks-15 The Regency Grand Hotel is a five-star hotel in Bangkok, Thailand. The hotel was established 15 years ago by a local consortium of investors and has been operated by a Thai general manager throughout this time. The hotel is one of Bangkok’s most prestigious hotels, and its 700 employees enjoy the prestige of being associated with the hotel. The hotel provides good welfare benefits, above—market rate salary, and job security. In addition, a good year-end bonus amounting to four months’ salary is rewarded to employees regardless of the hotel’s overall performance during the year. Recently the Regency was sold to a large American hotel chain that was very keen to expand its operations into Thailand. When the acquisition was announced, the general manager decided to take early retirement when the hotel changed ownership. The American hotel chain kept all of the Regency employees, although a few were transferred to other positions. John Becker, an American with 10 years of management experience with the hotel chain, was appointed as the new general manager of Regency Grand Hotel. Becker was selected as the new general manager because of his previous successes in integrating newly acquired hotels in the United States. In most of the previous acquisitions Becker, took over operations with poor profitability and low morale. Becker is a strong believer...
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...CLARIFICATION AND NEW HEARING JAMES JEREMIAH SHEA, JUDGE. Summary: Petitioner has filed a "Motion for Clarification" and a "Motion for New Hearing." The motion for clarification was submitted on December 28, 2010. The motion for new hearing is not fully briefed. On December 29, 2010, Petitioner filed a Notice of Appeal. Held: The Court lacks jurisdiction to consider the merits of the motions because jurisdiction over the case passed to the Montana Supreme Court when Petitioner filed her Notice of Appeal. Accordingly, the motions are denied. ¶ 1 Petitioner Allison Chapman moves this Court for clarification of its findings of fact, conclusions of law, and judgment1 regarding her claim.2 Chapman also moves the Court for a new hearing.3 ¶ 2 Chapman's motion for clarification was deemed submitted for consideration on December 28, 2010, when her time for filing a reply brief under ARM 24.5.316 expired. Chapman's motion for a new hearing is not yet fully submitted. However, on December 29, 2010, Chapman filed a Notice of Appeal, asserting that she has appealed this case to the Montana Supreme Court.4 ¶ 3 When notice of appeal has been filed, jurisdiction passes from this Court and vests in the Montana Supreme Court.5 Since Chapman has filed a notice of appeal, this Court no longer retains the jurisdiction to consider her pending post-trial motions. Although Chapman's motion for a new hearing is not fully briefed, any further briefing would be futile in light of the Court's loss of jurisdiction...
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...Case study analysis IMT Dubai - Sem III - Marketing of Services Report Submitted by - Group 5 Amod Apastamb SMBA13010 Anuj Taneja SMBA13013 Sarthak Sahni SMBA13049 ISS ICELAND Summary * 2008 – Revenues of 68,829 million DKK * 7th largest outsourcing company in the world * 2009 – Integrated Facilities Management * Cleaning, Catering, Security, Property Services & Office Support * Decentralized model with financial reporting administered from headquarters in Copenhagen * ISS was not a price leader but was targeted at customers who cared about quality and were willing to pay for it A New value proposition * Post 2000 ,ISS Iceland adopted a new value proposition which has 2 dimensions. * The first is that of the classic outsourcer enabling our customers to focus on what they do best. * What is the feeling we want to create in our customers. * The new proposition says “We are creating wellbeing for our customers.” * Other 2 related issues were:- * People who don’t feel good about good about themselves are not as productive or quality-minded. * The transition from “Facilities services” to “Integrated facilities management” reflects how employees feel about their jobs * So the need came for “EMPLOYEE WELLBEING”. Gaps Model of Service Quality * Knowledge Gap: * ISS Iceland should know what it’s customers actually expect.(a solution to their problem as well their well-being). * Communication...
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...Employee HANDBOOK PHILIPPINES Welcome to STARTEK Welcome Brand Warrior! Thank you for joining the STARTEK family. Our mission is to enable and empower you to successfully promote and defend our clients’ brands. Our focus is on ensuring that you are successful in your new position. You are now a Brand Warrior ready to empathize with your customers and fellow employees and take ownership to solve the customer’s issue. You have been hired because you have the determination, enthusiasm and passion for excellence. This handbook was developed to describe the expectations we have for our employees. It also outlines the policies, programs, and benefits available to eligible employees. I strongly encourage you to familiarize yourself with the contents of this employee handbook as soon as possible as it will answer many questions about employment with STARTEK. We are in the business of helping people through our interactions with them. We impact lives one conversation at a time every single day. Enjoy your experiences at STARTEK and know that all of us are here to help and be sure to have fun! Chad Carlson President & Chief Executive Officer Welcome to STARTEK Welcome Brand Warrior! I feel it’s a great honor to welcome to the STARTEK family our newest Brand Warriors. At STARTEK, being a Brand Warrior is an opportunity to make a difference. You’ll find the STARTEK team consists of talented individuals working together to create a winning team. The ONE TEAM ...
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...• operational planning • civil engineering aspects of terminal design. Module B: Certificate in Maritime Logistics Diploma in Shipping Logistics—Jamaica Maritime Institute 1−1 Unit 1: Marine terminals Marine Terminal Operations Unit 1 ...........Activities and expectations Agenda To complete this unit, you will: • Read and study the text in this unit and any assigned passages in the Student Reader. • Apply the information by performing the Activities • Test yourself by doing the Practice Exercises and checking your answers. Resources There is no textbook for this course. All the information you require is in this Study Guide. In addition, your Student Manual lists some books that you may wish to read to expand your knowledge. Learning outcomes When you have completed this unit you will be able to: • • Explain some of the considerations in equipment selection. • Discuss the needs for storage areas. • Discuss safety and emergency response considerations. • 1−2 Describe the role and functions of marine terminals. List the broad categories of studies that are needed in planning a new terminal. Module B: Certificate in Maritime Logistics (Course ML-302.5) Diploma in Shipping Logistics—Jamaica Maritime Institute Unit 1: Marine terminals Marine Terminal Operations Lesson 1...... Introduction to marine terminals Roles The possible roles of a marine terminal are to: • service a country ...
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...CASE STUDY - I PRATHAMESH STEEL (PVT.) LTD. Prathamesh Steel (Pvt.) Ltd. founded 15 years before by Mr. A.M. Bapat was having booming time. At that time, Mr. Bapat, worked both in the office and in the factory and knew his men and they knew him. Production standard were always maintained and labour turnover was practically non-existing. As the business mushroomed, the number of employees has progressively increased. Thus, Mr. Bapat's greetings and conversation with his workers became less frequent. In fact, he had so many things to do, that he could no longer supervise the factory. Thus, he hired another man, Mr. Godse as a plant supervisor. As this time though the number of workers increased to about 500, labour turnover and absenteeism increased along with the labour cases. The only thing that decreased was productivity. In order to meet the situations, Mr. Bapat granted substantial increase in wages which were already high and made some arrangements for increment earnings based on merit rating on seniority. Yet labour turnover and absenteeism continue at a high rate. On investigation, it was found that the new plant supervisor lacked the patience and understanding which is necessary for dealing with the employees. When something was found wrong, he was scolding the employees but no attempt was made to find the case of faulty work. Meanwhile, labour unrest developed. The ,Worker began to complain about working on Saturdays and not having either time or facilities change...
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...FARGO PUBLISHING CASE STUDY Fargo Publishing Kara LeAnn Loy Strayed University, ACC565 Abstract The textbook defines a human resources management and payroll cycle as a recurring set of business activities and related data processing operations associated with effectively managing a company’s workforce. Human Resource Management and the payroll process go hand in hand. This function allows an employee of a company to enter information into one database and it updates both processes. If these two functions are not integrated, it can be cost inefficient and be prone to errors. Also there is a great chance the data will be incorrect in one or both of the database systems. This research will explain some of the benefits related to having an integrated HRM and payroll system and the problems that can exist. Basic information about personnel cannot be shared across the organization. A benefit, such as duplicate entry and effort by employees is significantly reduced. Efficiency and accuracy are the main reasons for companies turning to integrated HRM and payroll databases. Although security has been one of the biggest hurdles, with technology advances, some of those fears can be resolved. A well implemented system would give a company consistency among departments which helps the flow of information within the company. This research will discuss the challenges Fargo Publishing has and address issues that arise from the segregated and manual system they now use. Fargo Publishing ...
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...society, “women generally don’t find themselves having to choose just one role for themselves. A woman can be wife, mother, entrepreneur, professional, career-minded, and any number of other things all at the same time…” (Amos, 2010) The man’s role in society has also changed vastly in the past thirty years from sole-earner to primary-earner in most cases, as well as fathers who are more involved in raising the family and assisting in domestic chores. Even with these shifts traditional gender roles are just below the surface. Ms. Wingo, with whom I chose to compare the change of gender roles, grew up being taught that women had to date and marry a man, and that he would take care of her. That was the role of the woman; find and marry a man who will take care of her financially while she looked after the home and raised the children. There was no allowance for wanting a life of her own, or to allow for a partner of the same gender. It was against social culture at the time for a woman be single or to have a relationship with another woman. Thanks to organised feminist groups, this is no longer the case today; at least it isn’t the case on the surface of society. Women are free to remain single to focus on their own lives and careers, choose their partner regardless of gender and if they decide to marry, they have the right to keep working and have their own...
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...Case study: Warbings Office Systems Plc Background Warbings Office Systems is small but rapidly growing company, focusing on delivering and supplying office based products to a target market of small businesses in the U.K. and, increasingly, Europe. As the trend for homeworking continues much of their new business is in supplying office materials to individuals working from home. Currently offering some 18,000 different product lines in store and 39,000 via catalogue ordering, it intends to double its product turnover in the next three years by increasing its web-based ordering capabilities. With the marketing strapline ‘you need it we’ve got it’, Warbings aims to make office supply shopping as easy as possible for customers. Priding itself on being a ‘thoroughly modern company with old traditions,’ Warbings has used technology to evolve into a customer-focused business, striving to give each customer a ‘personal service second to none,’ with a variety of different, but easily accessible, ways of ordering and receiving products tailored to their individual needs. The more cynical of their staff occasionally reflect that the customers even dictate the lavatory breaks and bedtimes of the Warbings’ employees. Graffiti on one of the depot walls, that intriguingly reappears every time it is removed, says ‘you need it we bleed it’ and occasionally ‘Wosp stings’. The Warbings CEO is passionate about delivery and customer care and he is convinced that the way in which...
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...Case study: Warbings Office Systems Plc Background Warbings Office Systems is small but rapidly growing company, focusing on delivering and supplying office based products to a target market of small businesses in the U.K. and, increasingly, Europe. As the trend for homeworking continues much of their new business is in supplying office materials to individuals working from home. Currently offering some 18,000 different product lines in store and 39,000 via catalogue ordering, it intends to double its product turnover in the next three years by increasing its web-based ordering capabilities. With the marketing strapline ‘you need it we’ve got it’, Warbings aims to make office supply shopping as easy as possible for customers. Priding itself on being a ‘thoroughly modern company with old traditions,’ Warbings has used technology to evolve into a customer-focused business, striving to give each customer a ‘personal service second to none,’ with a variety of different, but easily accessible, ways of ordering and receiving products tailored to their individual needs. The more cynical of their staff occasionally reflect that the customers even dictate the lavatory breaks and bedtimes of the Warbings’ employees. Graffiti on one of the depot walls, that intriguingly reappears every time it is removed, says ‘you need it we bleed it’ and occasionally ‘Wosp stings’. The Warbings CEO is passionate about delivery and customer care and he is convinced that the way in which...
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...Independent Study Training Need Analysis of Habib Bank Ltd. Islamabad Region. Conducted By: Ismatullah Butt MS (MS) Student Reg. No. 04-2114 Supervised By: Mr. Imran Qamar Faculty Member SZABIST-Islamabad. Purpose of Study: The changed work environment in banking due to a number of economic, political, technological, legal, cultural and global factors has necessitated assessment of the training needs of HBL employees, especially the branch managers. This is necessary to equip them with the needed competencies to face the challenges of the time successfully. Further, the investments committed to the training function can only be justified if they add value to the performance of the people undergone through the training programs. Likewise the Training Need Analysis (TNA) enables the trainer to design the needed training programs for the relevant employees. Conducting Training Need Analysis (TNA) is a continuous phenomenon as such business managers and trainers need to pay proper attention to keep the organization buoyant for all times to come. Methodology: ▪ A well structured questionnaire was used to collect primary data. The respondents included: ...
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