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
Content
CHAPTER 1 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT (3)
CHAPTER 3 HUMAN RESOURCE MANAGEMENT STRATEGY AND ANALYSIS (6)
CHAPTER 4 JOB ANALYSIS AND THE TALENT MANAGEMENT PROCESS (10)
CHAPTER 5 PERSONNEL PLANNING AND RECRUTING (14)
CHAPTER 6 EMPLOYEE TESTING AND SELECTION (18)
CHAPTER 7 INTERVIEWING CANDIDATES (21)
CHAPTER 8 TRAINING AND DEVELOPING EMPLOYEES (26)
CHCAPTER 9 PERFORMANCE MANAGEMENT AND APPRAISAL (30)
CHAPTER 10 MANAGING EMPLOYEE RETENTION, ENGAGEMENT, AND CAREERS (33)
CHAPTER 11 ESTABLISHING STRATEGY PAY PLANS (37)
CHAPTER 12 PAY FOR PERFORANCE AND FINANCIAL INCENTIVES (38)
CHAPTER 13 BENEFITS AND SERVICES (40)
CHAPTER 1 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT
I sum up five main points specific HR problems I think Cater Cleaning will have to grapple with.
First of all, they were lake 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 employees’ rights but they didn’t know up to now. Human resource managements always asked people of applicants about their national topic and some other sensitive topics but they didn’t refer to professional, abilities and, many other useful 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 phenomenon told us they couldn’t clarify fair employment rules and professional knowledge and laws knowledge.
In addition, human resource managements couldn’t make employees clear their own duties and responsibilities. They employees didn’t know their clear division of responsibilities;
as a result, Cater Center would be inefficiency after confusion day by day. Numan resource of Cater Center couldn’t keep employee loyalty and employee stability. It is terrible for a company to face employee thefts there. It would not only cause benefits of company, but also cause legitimate equities of the firm. What’s 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 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 functions 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 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.
CHAPTER 3 HUMAN RESOURCE MANAGEMENT STRATEGY AND ANALYSIS
I would 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 can't solve all the problems they facing. So we must expend ways and measures for 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 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 strategy. It will be explicit if Caters make employees know that where。