Qantas Assignment By Gems Essay

Qantas Assignment by gems Essay
Assignment
Advanced Diploma in Business Management
Batch No.: ABMD211476B
Submission date:
Lecturer: John Neo
Assignment Topic
1. Evaluate the strategic choice that Quantas has both a theoretical and practical perspective, and
examine how these choices affect human resource planning.
2. If you were in a position to advise Alan Joyce, what would you recommend he does to maintain
the commitment of the employees and implement HR planning? Explain your answer
recommendation.
Student Name ID No.
Kavin Vitayatanagorn G0939745R
Word Count: 1,898 WORDS
Contents: Pages:
1) Introduction page 3
2) Human Resource Management Analysis page 3
3) ... Show more content on Helpwriting.net ...
The frontline of the QANTAS organization is its cabin crews, and QANTAS recognizes the inherent
difficulties they face with irregular sign on and sign off times.
QANTAS also recognize that women, in particular, but all workers in general, have family
commitments, and that these irregular hours impact on their life and family responsibilities. There is
a need for greater flexibility in this area particularly.
4.2) Improving productivity
The innovative work flexibility strategy has been implemented. This has caused concerns that
productivity may suffer as a result. Also, with the increasing concerns over the airline industry
worldwide, and the global financial crisis, QANTAS has recognized that it must improve
productivity.
4.3) Increasing workplace safety
QANTAS are aware that the future workforce must be trained in different aspects of safety and

security. They do ensures that the employee must be safe and sounds during operating hours and
being aware of the terrorism activity.
4.4) Recruit internally for future human resource needs
Perhaps, the appearance of Qantas innovations working culture, and the projections that further
innovations will be implemented, QANTA sees that recruiting staff from external sources may not
satisfy the requirements of the future QANTAS work place.
5) SWOT of Qantas
5.1) Strength: Qantas have a very strong and very trustworthy name, which has a proof record by its
history of being the second oldest airline in domestic
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Strategic Human Resource Management
Executive Summary:
Strategic human resource management is an approach that refers how the aims of the organization
will be acquired through people by means of human resource strategies and combined human
resource practices and policies. It is also based with viewing the people of the organization as a
strategic element for the acquirement of competitive benefit. Strategic human resource model are
used to achieve sustainable competitive advantage in the industry. Human Resources Management is
the strategic management of the employees, who individually and collectively contribute to the
achievement of the strategic objectives of the organization success. As in the case of British Airway,
they use strategic human resource management to ... Show more content on Helpwriting.net ...
(www.cipd.co.uk)
It consider employee of the organization as the strategic resource or human capital that must be
managed and leveraged in executing corporate strategy. According to Huselid, Jackson and Schuler
1997, Strategic human resource management practices are those practices specifically developed,
implemented and executed based on a deliberate linkage to a company's strategy. (www.aabri.com)
1.2 Comparison among Two Strategic Human Resource Management Model:
An organization can achieve sustainable competitive advantage through people by designing the
organizational system through strategic human resource management. It link human resource
practice to business strategy and thus it link human, social and intellectual capital of their member to
the strategic need of the firm. The importance of the environment as a determinant of human
resource strategy has been incorporate into some model.
Matching Model of Strategic Human Resource Management: Matching model assume HR systems
and organizational structure should be managed in a way that is congruent with organizational
strategy. This model is developed by Michigan Business School.
FIRM
Organization
Structure
HRM
Mission and
Strategy
Economic
Forces

Political
Forces
Cultural
Forces
Source: Devanna et al.'s strategic human resource management 'matching' model (Devanna et al.
1984)
It uses HR

Crew Resource Management and Aviation Safety Essay
Abstract
Throughout the history of aviation, accidents have and will continue to occur. With the introduction
of larger and more complex aircraft, the number of humans required to operate these complex
machines has increased as well as, some say, the probability of human error. There are studies upon
studies of aircraft accidents and incidents resulting from breakdowns in crew coordination and, more
specifically, crew communication. These topics are the driving force behind crew resource
management. This paper will attempt to present the concept of crew resource management (CRM)
and its impact on aviation safety in modern commercial and military aviation. The concept is not a
new one, but is continually evolving and can even ... Show more content on Helpwriting.net ...
One of the two key elements of CRM is situational awareness, or, "SA". Simply put, it is the
understanding of the conditions surrounding your flight. Knowing what is happening, what has
happened in the past and how that may affect your flight in the future. Situational awareness is
probably best described as a conditioned state of mind while flying. It comes from experience and
knowledge and can be blocked by being unfit to fly do to fatigue, for example. This concept is
obviously a major consideration in flying all aircraft, but can be considered to be somewhat easier
maintained in a crew aircraft than in a single pilot one.
Another key concept in CRM is communication. This is a topic best described in it's own
publication, as there are numerous factors that contribute to successful or failed communication.
There are many factors to be considered when analyzing communication in the context of CRM,
such as dialect. English is the universal air traffic language, yet it would be impossible to regulate
accents and intelligibility of an air traffic controller or aircraft crew. This can obviously lead to
missed communication between an American

Crew Resource Management: A Key Component In Fire Fighter...
Crew resource management (CRM) is a system of utilizing the experience, attentiveness, and
knowledge of all members on an emergency scene (Ford, 2012). The utilization of crew resource
management allows for a better perspective of a situation or scene, which will then allow for better
decisions to be made. To establish CRM, a department will need to empower all members, change
the culture, and provide CRM training. Empowerment of all personnel to speak up and stop unsafe
acts is a key component in fire fighter safety. Personnel should be allowed to stop or voice concerns
about unsafe acts without fear of punishment. Company officers should still maintain authority to
make final decisions, but should allow the input of

What is human resource management and should it be an...
Human Resources managers are the most important features of any business especially in an
economy where there is an increasing shift towards service based industry. Price (1997) for example
argues that HRM account for a great proportion of many business costs and it is the people that
drive business. Through the key components of HRM such as recruitment and selection, training and
developments, the essay will argue on the importance of HRM in organizations and how it
contribute to organizational strategy. According to Beardwell (2007), in the previous years, there
have been increasingly rapid advances in the field of HRM. The management of people within
organizations has moved from the sideline to central stage. This has enabled ... Show more content
on Helpwriting.net ...
HRM therefore involves finding out about the needs and aspirations of individuals. According to
storey (1995:5) HRM is a "distinctive approach to employment management which seeks to achieve
completive advantage thought the strategic deployment of a highly and capable workforce using an
integrated array of culture, structural and personal techniques."
Consequently, strategic management has become important in the current years. Snell, Youndt and
Wright (1996) classified that the strategic role of HRM is to achieve competitive advantage through
people. In other words, strategic leadership is about the achievement of sustained comparative
advantage over the competition. Tyson (1995) on the other hand outlines that typically, strategic
HRM focus on the integration of HR with the business and its environment. Observing critically of
the importance of strategic HRM, It is very important for any organization to have strategic
management in order to achieve their strategic objectives. Holbeche (2001) state that strategic HRM
involves linking HRM strategy with strategic goals in order to improve business performance and
developing organizational cultures that foster innovation flexibility. In his major study of strategic
management, he concluded that HR activities such as recruitment, selection, training and rewarding
personnel are done by keeping in view the company's goals and objectives.
Moving on to HRM

Dunkin Donuts District Manager Case Study Essay
Dunkin Donuts District Manager Introduction Dunkin' Donuts has over six–thousand locations in
the United States and serves over three and a half million customers daily. The biggest competitor
for Dunkin' Donuts are Peet's Coffee & Tea, Starbucks, and McDonalds. In order to maintain market
competitiveness Dunkin' Donuts must remain driven towards service excellence. This starts by
hiring staff members that are eager to provide the best customer service with every interaction they
have and be able to produce an excellent product. "Dunkin' Brand offers a comprehensive series of
award–winning training programs for crew members, managers and franchises designed to foster
deep connections to our brands' heritage and improve the guest experience and business results at
the restaurant level." (Schmidt,R.A & Oldfield, B.M. 1999) Bill Rosenberg the founder of Dunkin'
Donuts operates by a simple philosophy but one that is carried through each store. "Make and serve
the freshest, most delicious coffee and donuts quickly and courteously in modern well–
merchandised stores" (Dunkin Donuts, n.d., pp. 1) Being a new district manager tasked with
opening five new locations will help fulfill Rosenberg's vision of providing the best product around
in a courteous environment both for staff and customers. This paper will focus on job design,
organizational design, recruiting and selecting, training personnel and performance appraisal are key
elements in the success of opening five new locations.

In Recent Years, Public Sector Organizations Increasingly
In recent years, public sector organizations increasingly leverage collaboration as a means of
overcoming resource constraints and solving complex problems such as natural disaster preparation.
Collaboration offers a means of achieving synergy among the public sector, private sector, and non–
governmental organizations when strategizing, preparing, and responding during times of impending
disasters. When faced with such a complex challenge, various federal, state and local agencies unite
to develop and implement an emergency response plan, outlining essential responsibilities (Perry &
Nigg, 1985). This paper describes the need for stakeholders along the west coast of the United States
to conduct disaster response planning collaboration to ... Show more content on Helpwriting.net ...
Also, according to U.S. Code Title 18, it is not legal for the U.S. Army or U.S. Air Force to assist
with law enforcement activities. Thus, under disaster conditions, only the local police or state–
controlled National Guard elements may conduct law enforcement and peace–keeping. Stakeholder
organizations or communities may expect assistance from federal military units to respond to their
policing needs, but the federal military units must contact the local police or National Guard to
respond. This can create significant friction because of stakeholder organization or community
expectations.
Second, resource management for disaster relief is another complicated friction point. Each
organizational member of the council has their own methods for managing and acquiring resources
and supplies and maintaining capacity. The aforementioned issue of authorities creates legal
considerations that organizations must rectify prior to the sharing of resources. Additionally, since
each organization may use separate methods for resource management, this could cause numerous
friction points from management philosophies to automated systems passing information. Finally, if
some communities or organizations perceive there is unfair sharing of resources, this can create
significant disruption to these communities or organizations squabble among each other.
Third and finally, communication is another major friction point that the

Crew Resource Management Has Come a Long Way but Still Has...
In several studies of aviation mishaps, human error has been cited as the primary cause of the
majority of these mishaps. The main problems of these human errors were failures in interpersonal
communication, leadership, and decision making in the flight deck (or cockpit). With this in mind
and the need to improve on air safety, Crew Resource Management was developed. We will define
CRM and then continue further to define subsequent automations and questionnaires that have
developed through CRM. We will discuss the importance of CRM, automations, and questionnaires
and the research findings.
Crew Resource Management
Crew Resource Management (CRM) has come a long way. The roots of CRM can be traced back to
a workshop, Resource ... Show more content on Helpwriting.net ...
It not only included characteristics in aviation in which the crew must function in, but it also
included multiple input factors such as organizational culture. Several airlines also included training
modules addressing CRM issues in flightdeck automation. And CRM also started to expand to other
within the airline industry (i.e. flight attendants, dispatchers, and maintenance personnel).
(Helmreich, Merritt, & Wilheim, 1999)
The fourth generation CRM would seem to eliminate the problem of human error by making it an
integral part of all flight training. It would also appear that the goal of making explicit CRM training
go away is starting to be realized. (Helmreich, Merritt, & Wilheim, 1999)
In the fifth generation CRM, the goal is for normalization of error and the development of strategies
for managing error. If error is inevitable, then CRM can be seen as a set or error countermeasures.
(Helmreich, Merritt, & Wilheim, 1999)
Through these generations, Crew Resource Management has become known to many as just a three
letter acronym. From when CRM was first developed by NASA, it has lost much of its meaning. We
can define CRM as a safeguard for the limits of human performance (Merritt & Helmreich, 1996).
CRM can be further defined as a management system that makes the best possible use of all its
available resources (i.e. people and equipment) to promote safety and improve the effectiveness

Crew Resource Management
Prior to 1959, faulty equipment was the probable cause for many airplane accidents, but with the
advent of jet engines, faulty equipment became less of a threat, while human factors gained
prominence in accident investigations (Kanki, Helmreich & Anca, 2010). From 1959 to 1989, pilot
error was the cause of 70% of accident resulting in the loss of hull worldwide (Kanki, Helmreich &
Anca, 2010). Due to these alarming statistics, in 1979 the National Aeronautics and Space
Administration (NASA) implemented a workshop called "Resource Management on the Flightdeck"
that led to what is now known as Crew Resource Management (CRM) or also known as Cockpit
Resource Management (Rodrigues & Cusick, 2012). CRM is a concept that has been attributed ...
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The National Transportation and Safety Board (NTSB) investigation concluded that the probable
cause of the crash was pilot error, and the pilot's failure to properly monitor the flight instruments to
detect their decent before impacting the ground (Elder & Elder, 1977). Another significant crash was
United Airlines Flight 173 on December 28, 1978, nearly six years to the day since the Flight 401
incident. Another coincidence is that Flight 173 also experienced a landing gear issue like Flight
401. The captain of the United Airlines flight attempted to troubleshoot the landing gear issue over
the course of an hour (Noland). During this time, the flight engineer made feeble attempts at making
the captain, who has been described as arrogant, aware of the low fuel state of the aircraft (Noland).
The result was the United Airlines flight crashed in a wooded area killing 10 people after running
out of fuel. The NTSB concluded that whether the flight engineer was unaware of the graveness of
the situation or just didn't assert himself enough to let the captain know about the fuel quantity
problem, something needed to be done in regards of flight crew's interaction and management of
their resources. The NTSB made a recommendation which led to implementing a new program set
up by a NASA workshop called Crew

The Human Resource Importance For Learning And Competence...
Fairleigh Dickinson University, Vancouver Campus
MADS 6602 V3 – Personnel Administration
Taranjeet Kaur, MAS (Candidate)
Student ID: 1732181
Instructor: Dr. Jay Ariken
15th april ,2016
Question 9– Pick two organizations and describe the Human Resource Importance for learning and
competence development within the two organizations?
Answers –
The key role of human resource is the management of the people in an organization. In other words,
it is the selection of a right people for a right job at a right time and to make maximum use of
employee's talent and skills to profit an organization and economy as a whole.
The main concept of human resource department is that all labor is equal and the quality of labor is
produced by investing on them. Basically, HR department cultivate, acquire and retain human
capital.
IMPORTANCE OF HUMAN RESOURCE –
1. RECRUITMENT – The process by which a job vacancy is identified and the desired employees
are notified for the opening. The advertisement for the job vacancy is done through newspapers,
social sites, trade paper and recruitment agencies
2.SELECTION– The process of assessing candidates and appointing a right candidate for an opened
vacancy. Applicants are short listed after the events of interviews and the best among all suitable
candidates is selected.
3.TRAINING – The selected candidate is provided with the series of online and offline training
sessions. This training programs aims at providing proper knowledge and

Essay On Air Transport Management
Air Transport Management and Operations
Contents
1.0 Introduction
2.0 Principles of management
2.1 – Planning
2.2 – Organizing/controlling
2.3 – staffing
2.4 – controlling
2.5 – Management in Airline Industry
3.0 Human Resource Management 3.1 – History of Human Resource Management
3.2 – HRM vs PM
3.3 – Abraham Maslow's theory
3–4 – HRM in Singapore Airlines
4.0 ICAO/CAA's relevance in Security and Safety at UK Airports
4.1 – ICAO/CAA definistions
4.2 – Runway Incursions
4.3 – Birdstrikes
4.4 – Poor Weather 4.5 – Public safety Zones

5.0 Conclusion
6.0 – References
This report will evaluate and identify the functions of management and its relation to the airlines and
airports. Subsequently it will analyze and assess the role of human resource managers and evaluate
their role in the airline industry. It will also identify and explain the importance of ICAO and the
CAA in relation to UK airport safety and security measures
"The art of getting things done through people ' ' is how Mary Parker Follett described management.
All organizations are based on cooperation to achieve a final goal and if there is a team of people
working together management is necessary. It allows better results, being more efficient, get more
profit, take better decisions and its
importance

Human Resource Industry Audit
Human Resource Industry Audit – Reflection Paper
Tommy Kramer
Nov 4, 2006 Human Resource Industry Audit – Reflection Paper
Change is the one constant in the highly competitive business world. Industries are consistently
exploring different ideas, techniques, and processes to make or keep their organizations moving
forward in the competitive environment. The commercial airline industry is an extremely
competitive, safety–sensitive, high technology service industry (Appelbaum and Fewster, 2002).
This industry is struggling to remain competitive and effective management of personnel plays a
large role in its viability. People, employees, and customers must remain the center of the industry 's
core competence (Appelbaum and Fewster, ... Show more content on Helpwriting.net ...
The challenges facing the industry are a lack of skilled pilots, shortages of quality frontline people
and an aging workforce (Appelbaum and Fester, 2002, Keeling, 2005, & Flin, O 'Connor, & Mearns,
2002). Recruitment should focus on trying to change outcomes in the industry. First be honest in
selling the industry and try to make it as attractive as possible (Pollitt, 2004). It is a difficult choice
for airlines to bring their excess baggage to the table, but if new applicants are fully aware of the
contribution they can bring to the industry despite its shortcomings, this may appeal to the ethics of
the worker who values his talents. Recruiters should be part of the solution (Pollitt, 2004). The
recruiter should look like the workforce he is trying to recruit. Most senior–level recruiters are pale,
male and stale (Pollitt, 2004, pg. 25). Also bend rigid seniority rules and make it easier for
experienced workers to change airlines (Keeling, 2005). Younger people are more focused on being
promoted on merit. The airline industry is still struggling with letting go of traditional systems in
which promotion is based on tenure. Airlines need to address and change these practices so the
industry is more attractive to new talent.
Training and development is at the forefront of airline priorities. Airlines must create an effective
plan for training, developing, and retaining employees. Airlines recognized many accidents were

Organizational And Social Responsibility Of Samsung
This report is cantered around on how contemporary organizations can work effectively inside of an
undeniably Resource Constrained Environment. Using Samsung as a case study and to apply our
understanding to analyse and discuss the company's approach to environmental and social
responsibility.
SAMSUNG/BACKGROUND
Samsung started its first operation in 1983, as a small export business, selling dried fish, vegetables
and noodles, and today Samsung has grown into some parts, Samsung Electronics, Ltd., is a part of
Samsung Group, that has the world's leading and biggest technology company by revenues. The
Samsung produces consumer electronics, telecoms equipment and home appliances. Samsung has
326,000 employees with it ... Show more content on Helpwriting.net ...
Enter Jugaad. (www.smu.edu)
1. CLIMATE
Environmental change is one the most genuine natural dangers confronting our world. It is urgently
critical for all organizations to reduce greenhouse gas outflows or emissions from business
operations so as to secure the earth against environmental change and achieve sustainable growth,
(Michael.B.2013, p.17) (Barry Dalal and S. 2002. p.9)
Samsung has been building up corporate–level approaches or strategies to address the immediate
effect on environmental change. Through striving to decrease immediate and aberrant outflows of
greenhouse gases and avoid potential dangers via completing activities in voluntary GHG reduction
and the improvement of an inventory. (Michael.B.2013, p.17)
2. ENVIRONMENT
As indicated by the verification, a few suppliers were found to ineffectively oversee risky
substances, for example, not naming unsafe substances or not double– layering containers in
preparation for water spillage or leakage. Samsung electronics gave the suppliers concerned training
on unsafe substance management and asked for improvement. Together with this, we likewise
frequently dispatch its 'worksite ecological security specialists ' to our suppliers to offer counseling.
(www.acs.org)
Figure. 1. Coltan (Columbite–Tantalite)

A Case Study Of Clapton Commercial Construction
In an effort to develop a Performance Management Plan for Clapton Commercial Construction, the
expectations of your company have been examined thoroughly. Clapton Commercial Construction
plans to operate in Phoenix, Arizona and expects an addition of 20% to the current 650 employees.
Currently, Clapton Commercial Construction has annual net revenue of $10,000,000. Within the first
year Clapton Commercial Construction expects a –3% revenue growth to stay the same, at least for
the first year and based on historical data, the turnover rate is 20%.In an effort to determine what is
expected from the employees within the labor industry and how to successfully measure
performance, the performance management plan will offer you more insight as it ... Show more
content on Helpwriting.net ...
In any industry, feedback is essential both for learning and for trainee motivation. If trainees are to
understand what leads to good as well as poor performance, the level of specificity of feedback
should vary (Cascio, 2013). Providing immediate feedback will allow for the greatest impact. Being
an established company, there are just a few reminders for Clapton Commercial Construction
Company is to ensure you're providing specific ways employees can improve, being upfront about
areas of weakness and praise strengths and talents. Also let them self–evaluate and tell you how they
think they're doing. Also don't overly sugarcoat and avoid being too harsh. The feedback provided to
the employees should also be kept private between the employee and many managers involved in
order to create a sense of trust between the employee and the interviewer. Just be sure to keep in
mind that performance appraisal is more than just a to–do list; it's an open line of communication
between management and employees, both temporary and permanent and will provide you an
opportunity to deliver. It's an opportunity to convey to your skilled laborers exactly what needs to be
done to be a part of your

Human Resource Management And Labor Relations
Name: Priyal Patel
Course name: Human Resource Management and Labor Relations in the Aviation and
Transportation
Course number: 47–506–01–FA15
Human resource management in Aviation:Recruting and selection.
Abstract
The commercial aviation industry is safety–sensitive, high technology and extremely competitive
service industry. The implications are vast and pervasive affecting no less than the organisation's
strategy, culture, and numerous operational activities.
Responsibilities of human resources departments within aviation organisations and the skills of
human resources personnel. HRM expertise in general and recruitment and selection as well as
diversity and equal opportunity in particular are required now, more than ever, to spearhead the
strategic development of a customer–centric,learning–oriented workforce that is capable of adapting
quickly to the strategic goals and change imperatives facing the airline industry.
INTRODUCTION
Two fundamental strategy are in aviation and airline industry since the beginning of aviation
industry.One.concern of safety, and two, anever–increasing consumer expectation of broad service
choice and service excellence. Research has long shown that accidents and poor service qualityare
primarily rooted in socio–technical human factors, not technology.Sub–optimisation, or poor quality
in regards to management, decision making,teamwork, employee motivation, or communication can
translateinto loss of

Southwest Airlines By Herb Kelleher And San Antonio
Southwest Airlines is one of the largest airlines in the United States by number of passengers carried
each year (Inkpen, 2013). The company had been profitable for decades unlink other major
competitors and also was able to weather 2008–09 recession (Inkpen, 2013). At southwest,
leadership philosophy is to manage well at good times to prosper through bad times (Inkpen, 2013).
The airlines we found by Herb Kelleher and San Antonio in the year 1970. Southwest began flying
in year 1971 in three Texas cities with three aircrafts and 25 employees. Its initial focus: Short–haul,
point–to–point flights, a fleet of Boeing 737s, low fares and high–frequency flights (Inkpen, 2013).
In year 2012, 81% of its passengers booked tickets via ... Show more content on Helpwriting.net ...
Culture at Southwest
Herb Kelleher summed up the Southwest culture as follows.
Our people taking pride in what they're doing (Inkpen, 2013).
Recognize the people are still the most important assets (Inkpen, 2013).
How you treat your employees determines how they treat customers (Inkpen, 2013).
We give People the license to be themselves and motivate others around them (Inkpen, 2013).
We give people the opportunity to be an individualist (Inkpen, 2013).
Southwest Business Model: Low Cost & Mass Market Southwest has chosen low cost business
model, which aims to capture the broad mass market (Inkpen, 2013). It offers low cost air travel for
price sensitive customers, who are looking for reliable and frequent flights (Casadesus–Masanell,
2014).
Southwest airlines offers affordable air travel. For example, Southwest was charging $20 for one
way flight from Huston to Dallas when its competitors were charging around $28 (Inkpen, 2013).
Southwest has a no–frills approach to services, which saved time to unload and load flights. For
example, Southwest turnaround time was about 15 minutes when compared to industry average of
45 minutes (Inkpen, 2013).
Southwest airlines was first in airlines industry to sell its seats online. In year 2012, Southwest's
81% of revenue were booked via southwest.com (Inkpen, 2013).
Southwest also reduces its cost by operations efficiencies by using only one type of aircrafts (Boing
737s), operated with 50% less gate

Approaches to Management and Organizational Behaviour:...
205KM Management and Organizational Behaviour
Report 1
Title: Approaches to Management and Organizational Behaviour:
Pizza Hut and McDonald's (Fill in the Name of Company A) (Fill in the Name of Company B)
Student Name: HSU Ka Syn Syrus Student ID: 51878875 Tutorial Group: 2
Table of Contents Page Num 1. Objectives | 9 | 2. Business Background | 9 | 3. Organization
Structure and Design 3.1 Organization Structure of Company A3.2 Organization Structure of
Company B3.3 Compare the Similarities and Differences of Organization Structure between
Company A & B | 10101214 | 4. Approaches to Management & Organizational Behaviour
| 15 | ... Show more content on Helpwriting.net ...
4.3 Compare the Similarities and Differences of Organization Structure between Pizza Hut and
McDonald's
Similarities of Organization Structure between Pizza Hut and McDonalds:
Pizza Hut and McDonalds are the same using the Functional Division and Hierarchy Division. The
relationship between the function is the position of the specialist, and other areas. In general,
specialist will have the authority to adhere to the line manager, to achieve any of their instructions.
In many large and global companies are always using Functional and hierarchy division to descript
their company structure. In addition, these structures can make employee clear their job
opportunities.
Similarities of Organization Structure between Pizza Hut and McDonalds: Although the two
companies are well–known company in the world, But in Hong Kong's business size are different.
Pizza Hut owned by Yum! Brands, Inc, but the business in Hong Kong is operated Franchise by
Jardine Matheson. Region on district administration is relatively simple, because of only china
regional business. On the other hand, Hong Kong McDonalds is not operated franchise of the way.
Hong Kong McDonalds business was monitored by the management of the Asia (Figure5.). Asia
McDonalds Managed by the U.S Headquarters of non–Franchise operating worldwide business. So
the difference of these companies is Hong Kong

Culture, Values, And Ethics Essay
Before, during, and after a merge/acquisition many aspects of a business should be
considered/restructured, many of which are no brainiers, such as financials, locations, customer
base, etc. What is often forgot or looked over is culture, values, and ethics. Culture holds a specific
importance to the success of a business, and during a merger or acquisition this importance should
only be amplified. It is, as I see it, the acquirers' duty to spend a great deal of time, resources, and
effort on a newly defined culture. RPZ must take in to consideration both companies previously
established cultures before the merge, what were the core values, ethics, benefits, recognition? Once
they are considered separately the must then see how they can put the two together while keeping
customers, employers, and stakeholders happy, all while staying within budget, and staying in line
with their new business model. A culture could also be referred to as a personality of a company, it
has less to do with what a company does and is more about how they do it. Webster defines culture
as "a way of thinking, behaving, or working that exists in a place or organization (such as a
business)". Behavior is more important to business than some realize, and if a company lacks and
overall behavior/personality it is likely they would lose other important variables that make any
business thrive; morale, drive, focus, integrity, quality, standards, etc. A good culture/behavior
standard can be taught and

Singapore Airlines Essay
Singapore Airlines: Managing Human Resources for Cost effective Service Excellence
"In Singapore, we always want to be the best in a lot of things. SIA is no different. ... a lot of things
that we have been taught from young, from our Asian heritage ... filial piety, the care and concern,
hospitality, and, of course, the most important part is trying, if we can, to do whatever we can to
please the customer. And how do we do it? Sometimes, people just wonder, 'How do you guys
manage to do it with limited time and resources on a flight?' yet we manage to do it somehow. Call
us magicians."
Lim Suet Kwee, Senior Rank Trainer, Singapore Airlines Training School, and Senior Flight
Stewardess
SIA's new business class has the widest seats in the A ... Show more content on Helpwriting.net ...
Even though training is often emphasized as a key element of success in service industries, SIA
remains the airline with the highest emphasis on this aspect. Newly recruited cabin crew are
required to undertake intensive four–month training courses–the longest and most comprehensive in
the industry. SIA's training aims to enable cabin crew to provide gracious service reflecting warmth
and friendliness while maintaining an image of authority and confidence in the passengers' minds.
SIA's holistic training includes not only safety and functional issues but also beauty care, gourmet
food, and wine appreciation, as well as the art of conversation. As SIA's reputation for service
excellence grows stronger, its customers tend to have even higher expectations, which increase the
pressure on its frontline staff. According to Ms. Lim Suu Kuan, Commercial Training Manager, the
motto of SIA is this: "If SIA can't do it for you, no other airline can. The challenge is to help the staff
deal with difficult situations and take the brickbats. The company helps its staff deal with the
emotional turmoil of having to satisfy and even please very demanding customers without feeling
that they are being taken advantage of." Former CEO Dr. Cheong Choong Kong also commented
that "to the company, training is forever and no one is too young to be trained, nor too old."
Continuous training and

What Is The Importance Of HRM
WHAT SHOULD BE DONE TO IMPROVE THE
HRM IN THE SRI LANKA NAVY
Lt UGWP Kumara,BSc(Sp,Hons), RD(PADI)
What is HRM?
1. Human Resource Management is the function within an organization that focuses on the
recruitment of, management of, providing direction for the people who work in an organization and
by providing the leadership and advice, knowledge, necessary tools, training, administration,
coaching, legal and management advices. The primary objective of HRM is to ensure the
availability of appropriate man power for right jobs so as the organizational goals are achieved
effectively.
Why we need improvement of HRM
2. The components of HRM are performance management, organization development, safety,
wellness, employee motivation, communication, ... Show more content on Helpwriting.net ...
The foreign opportunities for training should be maximized and it can be observed that the lack of
employment and application of sailors/officers those who got the foreign trainings. Hence their
suggestions should not be limited for their course reports and better system should be developed to
employ them in a proper way. As an example, there are Ship Diving Officers (SDO) who unable to
complete Clearance Diving Officer (CDO) course and they are having enough knowledge to conduct
the diving operation. But there are no more applications of themselves and finally they will have to
go for another specialization/long course because of the age barrier. Furthermore, I myself
completed SDO course in Bangladesh and I am a PADI International Diver who retain the
International Diving Licenses in both shallow and deep water diving; but there is no more
mechanism to get out our knowledge by forwarding the age barrier for CDO course.
8. Though direct entry officers having much qualification in different field, the way of their
employment is not satisfied in the organization. Hence they change their positive attitudes on
organization and much of them try to leave the navy in present. So it must be made a proper
mechanism to retain them in the organization and the training of cadet officers should be highly
concentrated on the followings.
I. Quick and correct decision making potential, adoptability and greater mental

Case Study
Singapore Airlines: Managing Human Resources for Cost effective Service Excellence
"In Singapore, we always want to be the best in a lot of things. SIA is no different. ... a lot of things
that we have been taught from young, from our Asian heritage ... filial piety, the care and concern,
hospitality, and, of course, the most important part is trying, if we can, to do whatever we can to
please the customer. And how do we do it? Sometimes, people just wonder, 'How do you guys
manage to do it with limited time and resources on a flight?' yet we manage to do it somehow. Call
us magicians."
Lim Suet Kwee, Senior Rank Trainer, Singapore Airlines Training School, and Senior Flight
Stewardess
SIA's new business class has the widest seats in the ... Show more content on Helpwriting.net ...
After these baseline requirements, they undertake several rounds of interviews, uniform checks, a
water confidence test, a psychometric test, and even attend a tea party.
The next interview is the management round where the senior vice president and senior cabin crew
staff interview those shortlisted. In the final stage, the applicants attend an apparently informal tea
party that gives management a further opportunity to observe applicants' interaction style and
demeanor. From the 18,000 applications received annually, only some 600–900 new cabin crew are
hired to cover turnover rates of 10%, including both voluntary and directed attrition, and company
growth. After the initial training, new crew are carefully monitored for the first six months of flying
through monthly reports from the inflight supervisor during this probationary period. Usually,
around 75% are confirmed for an initial fiveyear contract, some 20% have their probation extended,
and the rest leave the company.
This meticulous selection process ensures with reasonable certainty that SIA hires applicants with
the desired attributes with a selection rate of 3–4% of its applicant pool. Despite the stringent
procedures and strict rules about appearance and behavior, many educated young people around the
region apply to join SIA due to the perceived social status and glamour associated with SIA's cabin
crew. SIA's reputation as a service leader in the

Human Error : Crew Resource Management
Since 2000, out of all the fatal accidents aviation accidents, 75% of them were caused because of
human error according to the NTSB. Human errors can occur in three different ways say Ramón L.
Rivera. He states in the article, Managing Human Error, "1. A person intends to carry out an action,
does so correctly, the action is appropriate, and the desired goal is achieved. No error has occurred.
2. A person intends to carry out an action, does so correctly, the action is inappropriate, and the
desired goal is not achieved. An error has occurred. 3. A person intends to carry out an action, the
action is appropriate, does it incorrectly, and the desired goal is not achieved. An error has
occurred." The easiest way to counter human error is through crew resource management. Crew
resource management trains people to think outside the boxes and look at the problems in different
ways. It takes daily procedures and show what the outcome is if certain action is taken. Crew
resource management was first brought to the airlines in the 1980's by United Airlines. During this
time, airlines where more focused on the management training approach; which fixates on the
concept of changing the person's behavior. United Airline's crew resource management concept was
modeled after Robert Blake and Jane Mouton Managerial Grid. The Managerial Grid prompts the
aspect of the concern for the people and the concern for the product. There are five different styles
of leadership witch are

Human Resource Management in Mcdonald's
The Concept of HRM
What exactly is 'Human Resource Management'? Many people find HRM to be a vague and elusive
concept––hot least because it seems to have a variety of meanings. This confusion reflects the
different interpretations found in articles and books abort Human Resource Management, A
philosophy of people management based on the belief that human resources are uniquely important
to sustained business success. An organization gains competitive. advantage by using its people
effectively, drawing on their expertise and Ingenuity to meet clearly defined objective .HRM is
aimed at recruiting capable, flexible and committed people, managing and rewarding their
performance and developing key competencies.
The HRM model emphasizes: ... Show more content on Helpwriting.net ...
work for McDonald's. Turnover at the crew–level employees are teenagers. The remainder includes
seniors, working mothers, and "transitional" workers in the 20–25 age range.
The overview above just shows us the history and the structure of McDonald's.
Now come to the second pat:
The McDonald brothers' first restaurant, founded in 1937. From sitting on an outdoor stool or in
their cherished new autos to in indoor restaurant and from the hot dog to the Big Mao and Happy
Meals, it's tremendous differences. Along the way, it built one of the world's best–known corporate
icons and its most ubiquitous store. Why McDonald's becomes increasingly popular and successful?
The philosophy was neatly summarized: What ever people ate, McDonald's would be the ones to
sell it. Furthermore, its famous even due to its quality food and the ways of management.
Here we just focus on the ways of management at McDonald's, such as training, education and
benefit.
Training
Employee training at McDonald's is highly structured. Ends–level workers are first taken through
the basic Crew Training System. The program consists of on–the job– training and is largely
vocational. Each stage of advancement beyond the crew level then entails a new training program,
with the skills becoming more complex and generalized.

Training begins immediately with a one–hour orientation on the company. Each restaurant has its

Using the Chrm Decision-Making Framework, Consider an...
Human resources management.
Using the CHRM Decision–Making Framework, consider an organisation's actual or potential
SHRM response to influential factors and link them to the organisation's internal HRM. * Executive
Summary
As a tool for HRM the six step continuous–improvement HRM (CHRM) decision–making
framework allows senior management and HRM to scan the internal and external environment for
potential problems and opportunities. This report aligns HRM to management strategy and
demonstrated the CHRM decision–making framework process to initiate measures for resolving
problems or taking advantages of opportunities, using an analysis of the internal and external
strengths and weaknesses, and opportunities and threats. Using a SWOT ... Show more content on
Helpwriting.net ...
Qantas' vision is driven by a business strategy focused on five key elements; (1) safety is our first
priority; (2) right aircraft, right routes; (3) customer service excellence; (4) operational efficiency
and (5) two strong complementary brands Qantas and Jetstar as the best in their respective class.
Qantas has a hierarchal structure comprising of three divisions; Commercial, Customer and
Marketing and Operations (Qantas, 2010a).
Qantas currently employs over 37,500 people in over 250 different roles, of which 93 percent are
based in Australia (Qantas, 2010b). As one of its corporate groups, the People section provides
"people strategy; industrial relations; remuneration; workforce management initiatives; and the
implementation of programs aimed at creating a competitive and motivated workforce" (Qantas,
2010a, p6). HRM at Qantas is well established with a combination of control based and resource–
based view of its people, and its people vision reflects that of a commitment philosophy where
people are sought, skilled and motivated to achieve for the benefit of the organisation (Hartel &
Fujimoto, 2010). There is a strong emphasis on selecting, and nurturing future leadership talent,
fostering diversity and encouraging inclusion in the workplace, and improving workplace
productivity (Qantas, 2010a).
Plan
This report was commissioned to

Job Matching Program Entry Essay
"Take time before time takes you." Is my motto and motivation to live meaningfully every day. As a
student, I have been making a great effort to live and learn every day. In my secondary school life, I
had been taking up different posts at school actively, since I treasured and treated these opportunities
as my stepping stones to eqip myself for the future. I have spent years in secondary school to
discover my strong suit since I have had broad interests. Once I was an introverted person in the
junior form, yet since I joined my school's drama club, I stepped out of my comfort zone and started
my new journey of being an actress in dramas. One of the most rewarding experiences for me was
the Drama Festival. It was an enormous turning point of my life. Working with many different forms
of schoolmates, I learnt to cooperate with teammates, how to benefit others and ... Show more
content on Helpwriting.net ...
Human resource management is a kind of job–matching work to me at first. However, I found that
job–matching is not the true picture of human resource management. After exploring the details of
human resource management , I realized that human resource management is of paramount
importance in facilitating the effectiveness and efficiency of a company. Being the one responsible
for achieving organization goals and objectives, key among them being recruiting and training the
best employees, and dealing with performance appraisal. Besides, team spirit is critical in a human
resource management team as far as I know. Since the intra–evuluation among team members and
their interactivity is absolutely the essential element affecting the collective decision–making
capacity of the whole team. I wish that my interpersonal coordination skills can be enhanced by
experiencing cultural diversity and by deepening my understanding about human resource
management around the global through my study particularly through oversea

Hrm in Aviation
International Applied Business Research Conference
Acapulco, Mexico 2003
Human Resource Management In The Global Civil Aviation Industry: A Survey And Analysis Of
Recruitment And Selection, Organization Development, And Education, Training And Development
Practices
Dr. Steven H. Appelbaum, Concordia University, Canada Brenda M. Fewster, Concordia University,
Canada
Abstract The civil aviation is an extremely competitive, safety–sensitive, high technology service
industry. People, employees and customers, not products and machines per se, must be the arena of
an organization's core competence. The implications are vast and pervasive affecting no less than the
organization's structure, strategy, culture, and numerous operational ... Show more content on
Helpwriting.net ...
The primary focus of HRM strategy is the manner in which the HR department aligns general
activities, policies and procedures with the opportunity imperatives of the organization. Such
relevant HRM expertise constitutes nothing less than a powerful strategic opportunity. Methodology
The original purpose of the audit's companion review of the literature was to find other empirical
studies of the airline industry regarding HRM practices, from an applied perspective, with which to
compare and contrast the results of the audit presented later in this article. None were found. This is
consistent with the findings of other researchers. M. L. Thomas (1997), author of the book, A
Portfolio Management Approach to Strategic Airline Planning, comments on the scarcity of research
in the area of airline management. "In reviewing the literature on international aviation, it is clear
that researchers tend to analyze the industry at a macro–level. Although it has gained much attention
recently . . . the topic of international commercial airline management suffers from a lack of
theoretical and empirical work, and the scarcity of literature from a microeconomic perspective."
According to J. Eaton (2001), author of the book, Globalization and Human Resource in the Airline
Industry, research is particularly difficult because "Airline managers are even more secretive and
defensive about academic research than

Essay on Crew Resource Management (Aviation)
In this day 'Crew Resource Management' (CRM) is strongly evident within the aviation industry.
Having developed a positive reputation over the years of its application, it is highly recognised as an
icon for safety practices among many major operators. Airline operators and wider aviation
industries adopt CRM, on a global scale, to attain the desired goal of influencing flight crew
members to operate more safely and effectively as one co–operative unit (rather than as individuals).
The positive application of crew resource management envisages minimised risks and consequently,
safer skies for all. One common definition of CRM can be ... Show more content on Helpwriting.net
...
Fifty seconds after reaching their assigned altitude, Captain Loft required First Officer Stockstill's
assistance in removing the nose–wheel indicator light assembly –to investigate the likeliness of a
blown light bulb and hence, instructed him to engage the autopilot at 2000 feet. For the next eighty
seconds the plane maintained level flight. Then it dropped one hundred feet (30 m), and then again
flew level for two more minutes, after which it began a descent so gradual it could not be perceived
by the crew. In the next seventy seconds, the plane lost only 250 feet (76 m), but this was enough to
trigger the altitude warning C–chord chime located under the engineer's workstation. The engineer
(or Second Officer) had gone below deck following Loft's instructions, and there was no indication
by the pilot's voices recorded on the cockpit voice recorder (CVR) that the warning chime was
acknowledged. In another fifty seconds, the plane was at half its assigned altitude. The CVR
recorded the last few moments of conversation between the crew, acknowledging the change in
altitude: Stockstill: We did something to the altitude. Loft: What? Stockstill: We're still at 2,000 feet,
right? Loft: Hey – what's happening here? (NTSB, 1973) Official observations find a probable cause
of this accident to be the insufficiencies of flight crew to properly monitor flight instruments

Fice Of Management And Budget Essay
"The Office of Management and Budget" is overhauling Appendix III Security of Federal
Automated Information Systems of Circular No. A–130 Administration of "Federal Information
Resources". This is the third phase of arranged corrections to "Circular A–130". "Institution of the
Information Technology Management" Reform "Act of 1996" will oblige OMB to issue extra
direction on capital arranging, venture control and the administration of data innovation. An
arrangement for those corrections will be declared in the spring.
Segment 8a, Information Management Policy– Paragraph Electronic Information Collection, would
be amended to mirror the Government Paperwork Elimination Act, which was instituted in October
1998 "Executive organizations" under Sections "1703 and 1705" the Government Paperwork
Elimination Act "Public Law 105–277" Title XVII, are required to give by "October 21, 2003" the
choice of the electronic upkeep accommodation or exposure of data when practicable as a substitute
for paper; and utilize and acknowledgment of electronic marks when practicable. Organizations will
take after the procurements in OMB direction, Implementation of the Government Paper work
Elimination Act.
Section 8b, Information Systems and Information Technology Management– This segment would be
generously changed. Areas "8b(1), 8b(2) and 8b(3)" would be converted into another "Section
8b(1)" to better coordinate prerequisites under the "Clinger–Cohen Act" the Government
Performance and Results

Tourism Marketting Essay
Human resources management in Travel and tourism
Human resources management in Travel and tourism
2012
Mohamed Rafeek Mohamed Nirose. ID(R1112115251)
Williams College
1/1/2012
2012
Mohamed Rafeek Mohamed Nirose. ID(R1112115251)
Williams College
1/1/2012
Contends
Introduction 1
Task 01 2
Understand human resource management. 3 1.1 Analyse the role and purpose of human resource
management in a selected service industry 4
1.2 Justify a human resources plan based on an analysis of supply and demand for a selected
Service industry business 6 ... Show more content on Helpwriting.net ...
Due to this a lots of company try set an effective and strong Human resources management system
to run the business without problem. 1.2 Justify a human resources plan based on an analysis of
supply and demand for a selected Service industry business
The Qatar Airways Human resources team having a report future human resources needed to run the
business and right and skilled work force availability in future and present.
In Qatar enough man power supply then the demand because people are coming from other
countries,
Planning for human resources is important then other planning in an organization. The management
of human resources begins from human resources planning it is the basis for most of the other
function. Objective of human resources planning
1. Recruit & retain the human resources of required quantity and quality.
2. Forecast the employee turnover and to manage the turnover
3. Meet the need of the project.
4. Foresee future man power requirement.
5. Improve the slandered, Knowledge, Skill and ability of the human resources.
6. To make best use of human resources.

7. Minimize imbalances caused due to non availability of human resources.
8. Assess the surplus and shortage of human resources.
9. Estimate the cost of human resources.
???????????????????????????????????????????????????????????????????????? wat is plan
2.1

Company Analysis : Hmt Electric
Currently, the construction industry in Southern California is booming. However, this positive trend
is not going to last forever as we've previously seen during the 2008 economic meltdown. Given
this, analyzing the value chain and determining activities in need of an overhaul may help to allow
HMT Electric to continue growing even through any upcoming economic downturn. I work for
HMT Electric, a 10–year–old electrical contractor in San Diego, California. As the company hits its
10–year milestone, the executives are beginning to examine areas of the value chain that could
contribute to becoming a more competitive company through a few tweaks. It was just about 1 year
ago that HMT Electric began applying any focus whatsoever to its value ... Show more content on
Helpwriting.net ...
The executives quickly realized that these tasks needed to be broken up and delegated to various
individuals throughout the warehouse department. After this minor adjustment and some basic
training, the department ran significantly more efficient ultimately saving the company money on
labor, material, and material handling as this is now being managed by one person with that sole
responsibility. This adjustment took only a few weeks to implement with very little added expense
but managed to produce a significant return for the minor investment made. The Operations activity
is best defined as the in–field operations and services provided by electricians and in–field crews.
The operations activity is one in which the company is always working to develop new motivational
tactics and installation techniques to improve efficiencies in the field. Ultimately, this is the single
activity with the most contribution to the value chain. If the field crews and field installations lose
efficiency, it has a direct negative impact to the rest of the value chain. Hence the reason why this is
the area that the company spends much of their resources working to improve. The Outbound
Logistics activity is made up of the project management group. The project managers are
responsible for making sure that schedules are made to maintain an appropriate drive in efficiency,
manage project budgets, and

Mcdonalds Australia Human Resources
Final Report | March 29 2010 | | | Strategy and Key HR Challenges Organisation's Background One
of our group members currently holds a position at a McDonalds franchise on the Gold Coast. As a
team we have collectively decided to take full advantage of this connection, and establish a
sponsorship agreement with the Coolangatta Store. This store is one of four that the owner Michelle
and Peter Orton own and run; Marina Mirage, Burleigh Heads, Coolangatta and Tweed Centro these
four stores currently make up the over 780 McDonalds franchises Australia wide employing around
85,000 people. The Coolangatta store we will be focusing on consists of six fulltime managers, an
area co–ordinator, six crew trainers and 28 crew members The ... Show more content on
Helpwriting.net ...
Crew members are provided with all the on–the–job training they require to fulfil their roles. Should
they wish to and demonstrate a good understanding they are always offered promotion pathways.
This includes undertaking a crew trainer development program – otherwise known as a CTDP. This
allows them to demonstrate to managers that they are willing and able to take on more responsibility
and help managers run shift. Essentially they can grow and develop and even go as far as store
manager if they wish to pursue that career path. Human Resource Challenges McDonalds has been
operating for over 55 years so clearly without too much more information it is safe to say that it is a
successful business. In saying that even McDonalds is faced with human resource issues. With
respect to the Coolangatta store the three main challenges that we could identify after speaking with
our sponsor were the following: 1) Turnover: Generally within the first two months employees are
quitting. Annually they are experiencing a 60% turnover and that's too high. The store is located on
Marine Parade straight across from the beach, which plays host to many surfing events and
competitions; like the Quicksilver Pro. During these busy periods it

Human Resource Management : New Version Of Personal...
The case study shows that human resource management is new version of personal management.
There is no watertight contrast between human resource management and personal management 1.
Faculty administration is a conventional methodology of overseeing individuals in the association.
Human assets administration is an advance methodology of overseeing individuals and their
qualities in association. 2. Work force administration concentrates on staff organization,
representative welfare and work connection .human asset administration concerts on securing,
advancement, inspirational, and support of HR in the association. As indicated by this procedure, as
their chaotic ways of life , European more inspired by the fast food shop fast food has get to be.
McDonalds's deals dropped 14%, in spite of the fact that the hugeness of this business sector mirrors
McDonalds's expansionary plans. The accompanying thoughts rose up out of our examinations:
demographic conduct in Europe has changed definitely .The general ripeness rate underneath the
substitution rate in numerous nations age at first marriage and the first youngster has changed, yet a
second demographic move is portrayed as another example has developed .these progressions
reached a state of perfection in populace development practice .By and large ,the populace
development is area has expanded populace and changing appreciate the oration word machines ,sex
contrasts have been diminished significantly. Monetarily dissolvable to

Mcdonalds Case Study
People & Change Management
Assignment 1
Liam Carpenter 01/03/2013
People and Change Management Assignment 1 Galway Business School Liam Carpenter Course:
BA Business Management Student Number: 123788
Contents Introduction HR Issues Implementation Issues Lessons Learnt References 2 2 4 6 7
Page 1 of 8
People & Change Management
Assignment 1
Liam Carpenter 01/03/2013
Introduction: The term of employer branding is important to define, and it is an organisations
reputation as an employer. In the case study of McDonalds the branding of the organisation has
evolved from its early derogatory days to a present day attractive employment prospect. The aim of
employer branding is to differentiate the organisation from its ... Show more content on
Helpwriting.net ...
David Fairhurst, Senior Vice President of People at McDonalds stated that if your employer brand is
not strong 'Your customers won't buy into it, the public won't buy in to it and crucially, your
employees won't buy in to it.' (Fairhurst, 2008) The importance of retaining a firm's human
resources is highlighted by J. Barney, as valuable, non–imitable and rare employees allow an
organisation to move ahead of its competitors. (Barney, 1991) This view of using human resources
as a competitive advantage is supported by Backhaus and Tikoo. Furthermore the best technology
and facilities can give a firm competitive advantage but only with a competent workforce to operate
them. (Boxall, 1998) McDonalds promote their 'McJobs' as a valuable stepping stone to success and
that they have helped many workers in gaining self–discipline, self–supervision and self–
scheduling. They have further emphasised the importance of these attributes and that they are the
key success factors for any one in business. The skills learnt are not of simply burger flipping but to

show up on time, co–operate with colleagues, operate machinery and dealing with the customers.
McDonald's growth and development programme has been an important part of their employer
branding as they have invested heavily in training. In 2007 McDonalds invested £14 million in the
UK for staff development, including basic skills training for employees without

Ihrm
International Human Resource Management
HRM Introduction
Human Resource management represents a fusion of personal management and industrial relations
that is managerially focused and derives from a managerial agenda. It is a resource based conception
of the employment relationship, some elements of which incorporate a development role for the
individual employee and some elements of profit. It is an approach to organizations most important
and value assets – People working there and the clients who indirectly plays a role in the
development of the company. It may from inside the business or outside the business. If we talk
about Globalization and Human Resource comes under International Human Resource management.
The major function of ... Show more content on Helpwriting.net ...
It is not considered, that if a person is put on training he can be best, there is no need for specific
qualifications. During the selection process, some employees are excluded for lack of qualification
or being overqualified or for possessing different attributes or qualifications. Spirituality, emotions
and creativity are ignored. Problems outside of work are expected to be out of the workplace and do
not disturb the working conditions. Overall organizational management is more concerned with
human activity and not with the human beings, which is not fair in today's global environment.
Workplace under Transcultural Management
In Mc Donald's, crew members are just a part of their profit making machine. They have the target
to cover every hours, and for that they make crew members to work like a machine, every
movements of crew members are noticed. In Mc Donald's people from Asian countries, polish
people and people from different culture are working under the IHRMS, IHRM says that managers
should be concerned about the employee's, their culture, there satisfaction level, their feeling as a
human being, but its different in the industry. The managers play a favorable role to the employee
who belongs to their own culture then to diverse one. If you are from different culture, you are not
preferred to work on the front counter, rather you are always find yourself working in the kitchen or
in the lobby areas where lot of labor work is needed. Managers sometime behave

Compensation and Benefits
Compensation and Benefits Lisa Epps BUS303 Human Resources Due Date Ashford University
There are many people that would choose their life career around the benefits and compensation
they may receive. Compensation is known as human resources function that deals with every type of
rewards that one may receive in return for performing organizational tasks.()1 Do to these rewards
such as compensations; turn–over can be affected in the workforce. If an employee did not feel they
valued at the workplace they may leave the job. Some may argue that smaller firm have worst
turnover than larger firms. This can be due to the fact that larger firms can offer better benefits to
their employees, which smaller firms cannot afford. There are ... Show more content on
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Now no business want this to happen to them, being known for bad customer service and can't hold
on to their employees. CEO of Steak and Shake, Peter Dunn put into operation his plan to better
support employees, the crew turnover rate began to fall. In turn, guest satisfaction improved, as
measured by Mystery Shops. By the third quarter, crew turnover had dropped to 192 percent, while
guest satisfaction increased to 86 percent. During the last quarter of 2003, Steak n Shake's crew
turnover rate went down to 188 percent, but it's still 59 percentage points higher than the industry
average. The company has told investors that it can save $2 million to $4 million per year if it can
only convince more frontline workers to stick around. So far, the company has made nominal
attempts to make the workplace more appealing to employees, such as offering a self–funded dental
and vision program to associates and increasing training for frontline employees. Steak n Shake
already offers its frontline employees medical and life insurance; supplemental and dependent life
insurance; short–term disability insurance; vacation pay; meal allowances; a 401(k)/profit–sharing
plan; and a referral bonus program. Life insurance is the cheapest benefit and produces the greatest
reduction in turnover, says La Lopa, an associate professor at Purdue University. Still, the company
has yet to address one of the

Human Resources Management-McDonalds
Abstract
The course work starts with the introduction of human resource management. The assignment will
try to focus on the concept of human resource management strategies and human resource activities
of McDonalds restaurant ltd, the organization where I am working. The objective of this assignment
is to relating the models of HR strategies with McDonalds and summarising HR activities like
performance management, motivation and rewards and HR planning. For the purpose of HRM
strategies I am applying the best practise and best–fit model with McDonalds. Furthermore, it
explains the human resource activities of McDonalds restaurant ltd and ending with an appropriate
conclusions and recommendations that can improve the HRM strategy, HR ... Show more content on
Helpwriting.net ...
("Marching ton & Wilkinson, 2002: 177")
Comparison of McDonalds HR practices with the components of Best Practice HRM model: (Refer
appendices 1)
Employment security: To retain the best staff in the organisation McDonalds is paying high rate of
pay to the staff plus employee meal discount card to every staff member and everyday free break–
meal to every staff member.
Selective hiring: more than 40% of staff in McDonalds is promoted internally instead of taking
directly from outside. As I used to work in the kitchen at McDonalds but now I am improving bit by
bit. Proper training and classes are providing to the staff member for a particular designation.
Self managed teams: every crewmember in McDonalds works with the team spirit. A member of
head of department takes 3 rounds a month to check the position of a particular store. This will in
turn motivates the employee to work in a more efficient way and

Aviation Safety And How Effective Crew Resource Management...
Aviation is considered a high risk organisation consisting of mechanical, technological and human
interfaces. To mitigate risk of injury and death it is critical for companies to implement safety
defences within their practices. Prioritising an effective safety culture within aviation depends on a
combination of professional, national, organisational and just cultures (Hamilton, 2016). This essay
gains insight into the potential positive and negative effects of these cultures in aviation safety and
how effective Crew Resource Management training is, how it has systems have evolved and been
implemented to optimise safety. The goal of this approach to cross–cultural environments is not to
eliminate culture or create a homogenous culture, however to simply understand culture and create
awareness by recognising and managing potential threats posed by different cultural interfaces
(CROSS–CULTURAL FACTORS IN AVIATION SAFET, Ashleigh Merritt and Daniel Maurino).
A safety culture depends on a company's prioritisation of explaining and upholding safe behaviour
and values with its members. The interplay of professional, national and organisational cultures
reflect a safety culture. Of these, national culture presents the most difficult to modify. Practices of a
national culture have the potential to influence communication, leadership and the safety culture of a
company (Hamilton, 2016). Consequently there are significant differences in pilot operation on the
flight deck which poses

The University Of Texas At Arlington
The University of Texas at Arlington
Fall 2015
CSE 5194 Assignment
Critique on
Non–cooperative, Semi–cooperative, and Cooperative Games–based Grid Resource Allocation
(Samee Ullah Khan and Ishfaq Ahmad Department of Computer Science and Engineering
University of Texas at Arlington, TX–76019, U.S.A. {sakhan, iahmad}@cse.uta.edu)
Simranjeet Kaur
UTA ID: 1001237306
Non–cooperative, Semi–cooperative, and Cooperative Games–based Grid Resource Allocation
Straightforward access to large–scale distributed computational assets is provided by computational
Grids. With the help of their size and geographic dissemination they help to create large computing
centers. Several simulation studies are performed for evaluating the mechanisms to allocate
resources in a Grid. There are three mechanisms to allocate resources in a Grid. The first method is
the non–cooperative sealed–bid method where the tasks are auctioned off to the highest bidder.
Second, the semi–cooperative n–round bid method in which each site delegates the task its work to
others if it cannot perform the work itself. Last, the cooperative method in which all the sites
cooperatively perform all the tasks as efficiently as possible. The simulation model has various
leveled Grid structure in which machines are built around larger computing centers called
"federations" [1].
In a computational framework, a large computational task is divided up among individual machines,
which run calculations in parallel and then

Organizing Function of Management
Organizing Function of Management According to Bateman & Snell (2009), Management is a world
of action. It is a world that requires timely and appropriate action. It is a world not for the passive
but for those who commit to positive accomplishments. Management requires the organization and
coordination of the activities related to the running of an organization based on established policies.
Historically, organizing involved creating an organization chart by identifying business functions,
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organizing and viewing their people as perhaps their most ... Show more content on Helpwriting.net
...
This is up 2 million from the prior year and 14 million more per day compared to 2002; McDonald's
total stock return for the three–year period ending in 2009 was ranked number one among the 30
blue–chip companies that comprise the Dow Jones Industrial Average (McDonald's 2009 Annual
Report, 2010. In 2009 McDonald's delivered another exceptional year of growth, posting strong
sales and an increased market share around the world. Global comparable sales increased 3.8
percent, fuelled by solid gains in the United States (+2.6 percent), Europe (+5.2 percent),
Asia/Pacific, Middle East and Africa (+3.4 percent), Latin America (+5.3 percent) and Canada (+5.8
percent). Earnings per share for the year increased 9 percent to $4.11 (13 percent in constant
currencies), while consolidated operating income increased 6 percent (10 percent in constant
currencies). $5.1 billion was returned to shareholders through share repurchases and dividends paid,
bringing the three–year cash return total to $16.6 billion. This is notably at the high end of the
corporation target of $15 to $17 billion for the years 2007 through 2009 (McDonald's 2009 Annual
Report, 2010). Organizational Resources: Human Resources Human

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