卡特洗衣公司案例分析答案超全

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 MANAG.E.M.E.N. T错误 !未定义书签。CHAPTER 3 HUMAN RESOURCE MANAGEMENT STRATEGY AND ANALYSIS误！未定义书签。CHAPTER 4 JOB ANALYSIS AND THE TALENT MANAGEMENT PROC.E.SS错误!未定义

2、书签。CHAPTER 5 PERSONNEL PLANNING AND RECRUT.I.N.G错误！未定义书签。CHAPTER 6 EMPLOYEE TESTING AND SELECTI.O.N错误！未定义书签。CHAPTER 7 INTERVIEWING CANDIDATE.S错误！未定义书签。CHAPTER 8 TRAINING AND DEVELOPING EMPLOYE.E.S错误！未定义书签。CHCAPTER 9 PERFORMANCE MANAGEMENT AND APPR.A.I.S.A.L.错误！未定义书签。CHAPTER 10 MANAGING EMPLOYEE RETE

3、NTION, ENGAGEMENT, AND CAREERS 定义书签。CHAPTER 11 ESTABLISHING STRATEGY PAY PLA.N.S错误！未定义书签。CHAPTER 12 PAY FOR PERFORANCE AND FINANCIAL INCENTIV.E.S.错误！未定义书签。CHAPTER 13 BENEFITS AND SERVICE.S错误！未定义书签。CHAPTER 1 INTRODUCTION TO HUMAN RESOURCE MANAGEMENTI sum up five main points specific HR problems I thi

4、nk Cater Cleaning will have to grapple with.First of all, they were lake for personnel management regulations and procedures both every managerand each employee. As there were many of problems which were harmful to their managementbecause workers lake a series of clear knowledge, abilities and skill

5、s. For example, fair employment problems would serious damage employees rights but they didn t know up to now. Human resource managements always asked people of applicants about their national topic and someother sensitive topics but they didn t refer to professional, abilities and, manyother useful

6、 topics. Luckily, they haven t been reported their discrimination because the employees were almost women and ethnic minority which were short of laws concept. This phenomenontold us they couldn t clarify fair employment rules and professional knowledge and laws knowledge.In addition, human resource

7、 managements couldn t make employees clear their own duties and responsibilities. Theyemployees didn t know their clear division of responsibilities; as a result, Cater Center would be inefficiency after confusion day by day. Numan resource ofCater Center couldn t keep employee loyalty and employee

8、stability. It is terrible for a companyto face employee thefts there. It would not only cause benefits of company, but also cause legitimate equities of the firm. What s worse, as aresult, corporate cultural development and employees activities will be destroyed. Not only the issue of fair employmen

9、t lacks attention, but also the manager himself has not received any basic training.If I were Jennifer, I will persuade every 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

10、 must identify the management process is based on the functions of planning, organization, staffing, leading, and controlling. In total, we start with these five functions and wewill avoid mistakes like I summedup in myfirst paragraph.We must consummate the rules and processes of HRM. We can achieve

11、 it by solving the fair employment problem, improving their knowledge, abilities and skills of cleaning and service, enhancing legal knowledge and experience. By doing these, we can improve Cater Center s personnel management regulations and procedures both every manager and each employee.CHAPTER3 H

12、UMANRESOURCEMANAGEMENT STRATEGY AND ANALYSISI would recommend that the Caters expand their quality program. My reasons are as shown below.First, the companyfaced to a larger scale and only holding employee meetings can't solve all the problems they facing. So we must expend ways and measures for

13、 every employee in order to widening the feedback channel for the problem of company.Second, as a manager, we can t be everywhere watching everything all the time. And expending the quality program is a real way for innovation and sustainable development to the company. We need to discover a series

14、of finding for making progress at any time.Specifically, Cater should expand their quality program by taking forms as shown below.We need make a scientific strategic human resource management in the whole company in order to guarantee the running of it.Training and development is the first step for

15、strategy.It will be explicit if Caters make employees know that where are they now and who they are, and writing a job description, significantly. They will learn to size up the situation including perform external and internal audits.,Afterwards, Caters strategic options will be known and be create

16、d by managers and even employees easily. At the same time, they will be supportive and having a high performance. It can minimize 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 mu

17、st face to and need to be solved urgently is whether the employees want to act and accept like mini-manager only with earning about 8 to 15 per hour. It refers to the question of salary administration. So if we make a fair salary system that employees approval, we will gain a different group which i

18、s much better and competent than ever before.In addition, I think Caters should focus on the 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 ident

19、ify clear condition of working andprogram by doing this.Then we must makeJob Description to each position of Cater Center. We can decide how to measure the performance of an old or new hires. For example, with Cater system, hiring managers input their evaluations of each new hire at the end of the e

20、mployees' first several days.Refer to their important designed, wecan makea HRpractice category and analysis for Caters as I refer below.HR practice categoryDescriptionExamplesStuffingProcedures to evaluate relevant knowledge, skills, abilities for fitSelective screening assessmentoftechnical in

21、terpersonal skills/attitudes/pers onalSelf-managed teamsPower downward by granting authority and responsibilityEmployee participation programsTeams with decision making authorityDecentralized decision makingEmpowering employeesAuthorityto makedecisions participate managemenTrainingFormalizing progra

22、ms to develop knowledge , skills, abilitiesTrainingforcurrent/future skills Technical interpersonalFlexible work assignmentsBroaden individual knowledge, skills, abilitiesJob rotation job enrichment abilitiesto performjobCommunicationOpen com. Channels to express viewpointsEmployee suggestion system

23、sCompensationPerformance-contingent pay, group-based pay, market pay policiesProfit/gain sharing ownershipCHAPTER4 JOB ANALYSIS AND THE TALENT MANAGEMENT PROCESSThe format to be used to write the job description of the laundry managerFirst of all, we need to analyze the structure of Cater Cleaning C

24、ompany so that identify the description of job. We can get the table of structure by analyzing as shown above.From the drawing above, we can see that laundry organization is the simplest vertical managementmode, laundry managers are their basic jobs, but there are multiple posts under them. This sim

25、ple organizational structure is suitable for this kind of company.From the drawing above, we can see that laundry organization is the simplest vertical managementmode, laundry managers are their basic jobs, but there are multiple posts under them. This simple organizational structure is suitable for

26、 this kind of company. First of all, the size of a laundry as an enterprise will not be large. Secondly, the general objectives and tasks and responsibilities of the Laundromat managers mentioned in the case are relatively specific and relatively small. In the end, the staff of the laundry will not

27、have a 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 instructions of the laundry manager.1. The job description should be simple and easy to write in the format, not too complicated2. The job desc

28、ription should be easy to understand in the description of the contentAccording to this, the job description of the form is best suited to the manager of the laundry.What s more, work standards and procedures should be written into the job description.The job description is a detaileddescriptionof t

29、heinformationrelated to the job, which includes the personconcerned, and the description also contains a description of the related matter. The working standard and procedure is a description of the job related matters. It further explains what extent the duty personnel should do and how to do it. A

30、s a result, I think that work standards and procedures should be written into the job description.How can Jennifer collect the information needed to writework standards, work procedures, and job descriptionsI think there are manyways of collecting information, such as the following:1. Summary of the

31、 work standards, procedures and job descriptions of similar enterprises.2. Collect opinions on customers and employees.3. Consult a number of experts and intermediaries.4. Get the main information from the activities of employees, actions of people, the working performance, working background and th

32、e requirement of employees and so on.The store managers job 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 an

33、d StandardsBasic Capacity RequiredPerformance IndicatorsUse Tool EquipmentQualificationWorking HoursProficient Work PeriodDiversity of WorkExperienceDate of CompilationDural theConveyancesEffective DateInformingCHAPTER 5 PERSONNEL PLANNING AND RECRUTINGHow would I recommend we go about reducing the

34、turnover in our stores I prepare some solutions below.Making a reasonable recruitment plan is the most important step to keep employees staying in the company. We need to research carefully when we interview them and we must exclude someone shaky. To a certain extent, the rate of turnover will be de

35、creased by doing this.Shaping an attractive corporate culture is an important measure to retain employees and executive. As we all know, a nice kind of culture can shape personality and also form a sense of belonging and dependence.Making positive compensation and welfare is also important for retai

36、ning employees. Wenot only need to give justice salary to employees, but also need to make active welfare system for stimulating. Also, we can offer the company's stock options or equity plans is arelatively low cost way to increase thelong-term potential income of employees.Last but not least,

37、we must take care of emotions of employees at any time. Such as their relations with families, with supervisor-subordinate, with colleagues, and even with their own spirits including their career happiness and so on.I believe we can retain our employees muchbetter by doing these I demonstrated above

38、.I think we need these causes to resolve the question how to improve the quality of applicant and the rate of passing.Make a feasible recruitment strategy. HR's ownquality and knowledge are also important to choose the appropriate location and location, and to improve the recruitment efficiency.

39、The recruitment information will help us to select talents scientifically, makeclear qualifications, and identify highly qualified applicants with competence. In addition, structured interviews can be carried out.Promote the employing department to participate in the whole process of recruitment. Be

40、cause the work environment, leadership style and managementconcept are used because of the unit for what kind of It differs from manto man., job seekers, only use department most clearly, therefore, recruitment departments to continue to instill in Department Recruitment concept, promote their activ

41、e participation in the whole process of recruitment, humanresource planning, recruitment, interview needs to develop recruitment, etc. Last but not least, it is also important to create a harmonious enterprise environment.Considered carefully for all of information the job seekers need when we publi

42、shing a job advertisement. We can make job advertisement as is shown below.The job advertisement for Cater Cleaning Company一 Address一 Publishing time一 DeadlineMore than one year's work experience | Age is not limitedMore than $ 6 per hourFeedback in 5 days 4： Job description4 Post duties率 Tenure

43、 requirementsWorking experience preferredHave basic management abilityHave strong business understanding, plan execution, writing ability and learning ability.Be familiar with. Laws and regulations to avoid labor disputes;Higher professionalismEnterprise introduction$ Other information ：Department:

44、Human Resources DepartmentProfessional requirementsContactE-mailPlease indicate the name or number of the position in the mail and indicate that the recruitment information comes from theCHAPTER 6 EMPLOYEE TESTING AND SELECTIONSome advantages to Jennifer s company of routinely administrating honesty

45、 tests to all its employees.Testing honesty of employees can not only strengthen the company's discipline, but also keep the company open and fair and the organization structure is complete and transparent.In addition, it can promote the orderly conduct of production and avoid unnecessary financ

46、ial losses.It can strengthen the cohesiveness of enterprises and setting up a good social image, so as to ensure the credibility of the staff and enhance corporate reputation and customer satisfaction.Some disadvantages to Jennifer s company of routinely administrating honesty tests to all its emplo

47、yees.Employees maybelack a sense of security and belonging, and they feel that they are doubted by their superiors. Also, it mayincrease the cost of work and time and reduce the effective rate of return of enterprisesWhat other screening techniques could the company use to screen out theft-prone and

48、 turnover-prone employees And howexactly could these be usedWe can import the introduction of special personnel, whois integrity testing literacy, including leakage theory, information manipulation theory, real monitoring theory, and interpersonal deception theory and so on.Also, we can design integ

49、rity test scale to identify thefaith of employees. The types of tests are tests of cognitiveabilities, tests of motor and physical abilities and measuring personality and interests and achievement tests and improving performance through hires. We can make the background check more valuable informati

50、on of employees by doing these tests.How to fire a stolen employee and how to deal with thereference calls about these employees when they go to other companies looking for jobsI think we should fire stolen employees in front of thestaffs of our company. Not to let him be disgraced deliberately, but

51、 to let employees know how important the sincerity is and how precious the trusts are.As for the reference calls about these employees when they go to other companies looking for jobs, I think I will be mercyto him and tell anothercompany that this employee can be inspected and retained if he didn t

52、 make too muchof mistake, even though I fired him abide by the rules. Wesee, forgiveness and kindness are the greatest virtues, they can save a person who still has a warm heart.CHAPTER 7 INTERVIEWING CANDIDATESThe way to improve the practice of interviewing:The main body of the interview is the int

53、erviewer and the interviewee, so in order to improve the company's interview practice. We must first have a group of professional interviewers. They should have the following qualities: good insight with some psychology and organizational behavior knowledge of good psychological ability expresse

54、d excellent judgment and spoken interview experience preferred 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 industry and knowledge industry the salary level have a good analysis ability.

55、In addition, there are something errors that can undermine an interview s usefulness and we had better avoid them: first impression, not clarifying what the job requires, candidate-order error and pressure to hire, nonverbal behavior and impression management, effect of personal characteristics incl

56、uding attractiveness, gender and race, etc., diversity counts.She should make an interview form for management and non-management interview questions by doing I illustrate below.Key points and test questions management personnel recruitment exam questions:1. Do you think what is "management&quo

57、t;Test whether the applicant can combine theoretical management knowledge with work practice.2. A good enterprise to makeprogress, what is decisive In the complex market environment, success factors of different enterprise big difference. The answer is to test the extent to which the applicant under

58、stands the managementof the original unit.What are the 3 you've read about management books Good management is very pay attention to the collection of information and knowledge updating.3. What do you think is the most difficult as a manager"Bad news report" is a concise and comprehensive answer.It simply because it can make deep and serious recruiters ask further questions and superficial recruiters will not consider the use of addition