In order for Sandwich Blitz Inc. to have complete control of their organization they need to have some type of control system. According to our text Sandwich Blitz is in absence of policies-The firm’s expectations are not established in writing (pg. 326). Sandwich Blitz also lacks ethics in the culture. The team supervisor was dishonest by allowing this employee to falsify the hours worked in order for that employee to receive more income. Sandwich Blitz could very well be in violation of labor laws and future lawsuits against them. Lei needs to consider the four steps in a control system as she has viewed this problem as a control issue.…
The manager wills access each one of his or her direct reports and access what or if any training is needed for the employee. The analysis should be centered on the desired performance and the actual performance. This information will be reviewed in the analysis information from customers about the employee’s performance. Information from peer to peer interactions and how the person supports the company’s goals and objectives. My recommendation is for Landslide Limousine to use the individual performance improvement plans. The plans should come from self-analysis. “IDPs…
C. Place employee on probation, review acceptable use policy (AUP) and employee manual, and discuss status during performance reviews.…
The fourth and final step of the process is to take corrective action against the employee and the manager where the infractions occurred. As far as the hours paid that were not worked, the corrective action that could be taken is to have the employee work those hours that have already been paid or deduct the hours from future wages. As far as the manager is concerned he too should be held accountable for his actions for allowing that to go on in the first place. She should not take action against those items that were not clearly outlined in the older manual but from that point forward, each and every employee should have a clear understanding of what is…
As part of this unit seven seminar I am to explain the differences between traditional and team environments. Traditional environment the manager plan and assigns all work, while also determining the job that is needed done. Almost all information is for management use only, while the limited knowledge of jobs is defined. Cross training is unproductive and training for non management is mainly to cover technical issues. All employees work alone, while risk taking is punishable by standard operating procedures. As a part of traditional environments all rewarding of employees are based on individual performances. Also the managers decide on what is the best work ethics and guidelines for employees to follow.…
Ai, imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law.…
Policy, To tell all employees about it and to revise it as often as necessary. This…
3. A new procedure will be developed describing an easier procedure for employees to follow. Training will be conducted so that each employee knows the policy and the procedure before it is enacted.…
Dalman and Lei are dealing with a problem regarding their technologic advancements. Dalman and Lei are dealing with pressure to adopt this new technology and implement it in a very short amount of time. With an increase in customers leaving unhappy with the service they received. Their employees are unable to properly fulfill all of the orders coming in which, in turn is reflecting negatively on the Sandwich Blitz. The errors that are being made will eventually roughen their reputation, along with the possibility of having to shut down the business. Customers have become to expect certain customer quality product and an overall good customer experience. This is what the Sandwich Blitz based their business motto on, without it customers will no longer choose to visit the Sandwich Blitz.…
As employees we have a responsibility in ensuring we follow the required standards. Managers will make sure they keep employees up to date on any changes that take place on policies and procedures and we must also check over them every few…
The third step is using the human resources system to make personnel changes. In this system there is performance appraisal, staff training and development, career development, and possible termination. The performance appraisal uses useful information on the employee’s performance, strengths, and weaknesses. Staff training and development will help ensure that your employees understand the image you are trying to convey. Since your personality profile is impacted every time an employee interacts with a customer, it’s very important they know how you expect them to interact with the customers. Career planning provides the training needed to perform their short and long term goals and provide the knowledge needed to fulfill…
*While a variety of HR suggestions are to be expected, the following information will serve to represent some of what may be anticipated. (1) Develop clear company guidelines as to performance standards, (2) Establish a guiding…
The observable performance of your department is increasing. You have been making sure that all your subordinates are aware of their responsibilities and expected standards of performance. You would…
• A crosscutting issue in human resource planning is to ensure that a proper system is in place to handle the process. The overall aim of this system is to manage human resources in line with organizational goals. The system is in charge of human resource plans, policies, procedures and best practices. For example, the system should track emerging human resource management trends, such as outsourcing certain non-core functions, adopting flexible work practices and the increased use of information technology, and, if appropriate, implement them.…
Performance Appraisal: Performance appraisal is the process of determining how well a worker is performing his job. It provides a mechanism for identification of qualities and deficiencies observed in an employee in relation to his job performance. The object of appraisal is to determine the present state of efficiency of a worker in order to establish the actual need for training. The process of performance appraisal consists of:…