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2 / 37ContentCHAPTER 1 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT.4CHAPTER 3 HUMAN RESOURCE MANAGEMENT STRATEGY AND ANALYSIS .6CHAPTER 4 JOB ANALYSIS AND THE TALENT MANAGEMENT PROCESS .9CHAPTER 5
2、 PERSONNEL PLANNING AND RECRUTING .13CHAPTER 6 EMPLOYEE TESTING AND SELECTION.16CHAPTER 7 INTERVIEWING CANDIDATES .18CHAPTER 8 TRAINING AND DEVELOPING EMPLOYEES .22CHCAPTER 9 PERFORMANCE MANAGEMENT AND APPRAISAL.25CHAPTER 10 MANAGING EMPLOYEE RETENTION, ENGAGEMENT, AND CAREERS.27CHAPTER 11 ESTABLISH
3、ING STRATEGY PAY PLANS .30CHAPTER 12 PAY FOR PERFORANCE AND FINANCIAL INCENTIVES.31CHAPTER 13 BENEFITS AND SERVICES .323 / 37CHAPTER 1 INTRODUCTION TO HUMAN RESOURCE MANAGEMENTI sum up five main points specific HR problems I think Cater Cleaning will have to grapple with.First of all, they were lake
4、 for personnel management regulations and procedures both every manager and each employee. As there were many of problems which were harmful to their management because workers lake a series of clear knowledge, abilities and skills. For example, fair employment problems would serious damage employee
5、s rights but they didnt know up to now. Human resource managements always asked people of applicants about their national topic and some other sensitive topics but they didnt refer to professional, abilities and, many other useful topics. Luckily, they havent been reported their discrimination becau
6、se the employees were almost women and ethnic minority which were short of laws concept. This phenomenon told us they couldnt clarify fair employment rules and professional knowledge and laws knowledge.In addition, human resource managements couldnt make employees clear their own duties and responsi
7、bilities. They employees didnt know their clear division of responsibilities; as a result, Cater Center would be inefficiency after confusion day by day. Numan resource of Cater Center 4 / 37couldnt keep employee loyalty and employee stability. It is terrible for a company to face employee thefts th
8、ere. It would not only cause benefits of company, but also cause legitimate equities of the firm. Whats worse, as a result, corporate cultural development and employees activities will be destroyed. Not only the issue of fair employment lacks attention, but also the manager himself has not received
9、any basic training. If I were Jennifer, I will persuade every management to pay much attention make a Post Office Book at first for all of my employees in order that they can identify their responsibilities and obligation. In addition, we must identify the management process is based on the function
10、s of planning, organization, staffing, leading, and controlling. In total, we start with these five functions and we will avoid mistakes like I summed up in my first paragraph.We must consummate the rules and processes of HRM. We can achieve it by solving the fair employment problem, improving their
11、 knowledge, abilities and skills of cleaning and service, enhancing legal knowledge and experience. By doing these, we can improve Cater Centers personnel management regulations and procedures both every manager and each employee.5 / 37CHAPTER 3 HUMAN RESOURCE MANAGEMENT STRATEGY AND ANALYSISI would
12、 recommend that the Caters expand their quality program. My reasons are as shown below.First, the company faced to a larger scale and only holding employee meetings cant solve all the problems they facing. So we must expend ways and measures for every employee in order to widening the feedback chann
13、el for the problem of company.Second, as a manager, we cant 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 of finding for making progress at any time.Specifically,
14、 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 strategy. It will be explicit if Caters make employees k
15、now 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., 6 / 37Afterwards, Caters strategic options will be known and be created by managers and even employees easily. At the
16、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 must face to and need to be solved urgently is whe
17、ther 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 is much better and competent than ever before.In
18、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 identify clear condition of working and program by do
19、ing this.Then we must make Job 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 employees first several days.Refer to their imp
20、ortant designed, we can make a HR practice category and analysis for Caters as I refer below.7 / 37HR practice category Description ExamplesStuffingProcedures to evaluate relevant knowledge, skills, abilities for fit Selective screening assessment of technical interpersonal skills/attitudes/personal
21、Self-managed teamsPower downward by granting authority and responsibility Employee participation programs Teams with decision making authority Decentralized decision making Empowering employees Authority to make decisions participate managementTrainingFormalizing programs to develop knowledge , skil
22、ls, abilities Training for current/future skills Technical interpersonalFlexible work assignments Broaden individual knowledge, skills, abilities Job rotation job enrichment abilities to perform jobCommunication Open com. Channels to express viewpoints Employee suggestion systemsCompensationPerforma
23、nce-contingent pay, group-based pay, market pay policies Profit/gain sharing ownership8 / 37CHAPTER 4 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 Company so tha
24、t 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 management mode, laundry managers are their basic jobs, but there are multiple posts under them. This simple organiza
25、tional structure is suitable for this kind of company.From the drawing above, we can see that laundry organization is the simplest vertical management mode, laundry managers are their basic jobs, but there are multiple posts under them. This simple organizational structure is suitable for this kind
26、of company. First of all, the size of a laundry as an enterprise will not be large. Secondly, the general PresidentmanagerLaundryManager ALaundryManager BLaundryManager C9 / 37objectives and tasks and responsibilities of the Laundromat managers mentioned in the case are relatively specific and relat
27、ively small. In the end, the staff of the laundry will not 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
28、 to write in the format, not too complicated2. The job description 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.Whats more, work standards and procedures should be written into the job de
29、scription.The job description is a detailed description of the information related to the job, which includes the person concerned, 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 explai
30、ns what extent the duty personnel should do and how to do it. As a result, I think that work standards and procedures should be written into the job description.How can Jennifer collect the information needed to write work 10 / 37standards, work procedures, and job descriptions?I think there are man
31、y ways of collecting information, such as the following:1. Summary of the 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 the requirement of employees and so on.The store managers job description should look like and contain as the table below.
