Fluent Essays

Please use the interview response and other data provided below form jakes interview to answer the question on compensation below  there is also an example below that shows how a different question was answered with the same information Your answer should be 2-3 pages long  Textbook name is Canadian Human Resource Management by Dr. Hermann F. Schwind 978-1-25-908762-2  Eleventh Edition Style/Format Your document should be professionally formatted, with 12 pt. font, bolded headings, page numbers in the footer area, and 1” margins. Spelling and grammar do count, as attention to detail, working to deadlines, and thoroughness are all skills and abilities employers expect and reward.  be as concise and clear as possible  Citations/Bibliography You must cite all your sources. Use APA sixth edition style, provide in-text citations after any quote, statistic, or other text from the internet. Insert your Reference List as a separate page at the end of your document. Failure to cite your sources will qualify as Academic Misconduct. The penalties for that range from partial marks, a zero on the assignment, and for a second offence, a zero in the course. You should include specific reference to the course text throughout your report when noting key theoretical concepts.  Compensation Identify and explain the  current types of pay incentive programs for this position or, if none  exist, what incentive system would you recommend for this job  classification to motivate them to high performance. Support your  recommendations with references to theories of incentive plans and why  you believe such incentive plans are beneficial to this particular  company. (Refer to Chapter 9 in your textbook) Recommendation to answer  We recommend that a survey program is implemented to get the guests point  of view on the staff who performed well or under performed during their  stay. These include waiters, waitresses, lifeguards, securities, gardeners, housekeepers, bellhops, to name a  few. We propose having an electronic and or paper-based system where  guests can rate the hotel and its staff upon checking out. The front  desk clerk will bring this to the guests attention and direct said guest to either google to do rating or fill out physical  forms. HR would file these reviews/ feedback to help eliminate  challenges whenever there are disagreements/discrepancies regarding an  employees performance.  One  advantage of this proposal is that the hotel will be better able to  reward employees who went above and beyond to provide excellent customer  service to guests (performance standards). It also raises the image and service standards of the hotel in the eyes  of the public.HRPD 701-003 ASSIGNMENT #3 Centennial College Members: Egemonye, Benson – 301119876 Gosavi, Samruddi – 300977703 Mason Gordon, Crystal – 301172454 Soontit, Sandy Jo-Ann – 301167125 Theessen, Warren – 301166663 Wu, Chengcong – 301048016 Part A · What does the company stand for and hope to accomplish as an organization? · This is outlined in the vision and mission statements: · VISION: The Jakes family vision is “to provide the warmest customer care and community experience in the world”. · MISSION: The mission of the Jakes family is “to be the most unique boutique resort in the Caribbean which offers a true Jamaican experience. Our business is to provide a positive experience to all customers using our hotel, villas, spa and restaurant facilities. Our ultimate goal is to satisfy our clients to the extent that they can never forget us. This will be achieved primarily through the professionalism of well-trained staff to ensure customers receive the highest customer service that can be provided.” · What is your mission, vision, strategic goals/direction? This is outlined in the vision and mission statements: · VISION: The Jakes family vision is “to provide the warmest customer care and community experience in the world”. · MISSION: The mission of the Jakes family is “ to be the most unique boutique resort in the Caribbean which offers a true Jamaican experience. Our business is to provide a positive experience to all customers using our hotel, villas, spa and restaurant facilities. Our ultimate goal is to satisfy our clients to the extent that they can never forget us. This will be achieved primarily through the professionalism of well-trained staff to ensure customers receive the highest customer service that can be provided.” · · How has this changed/evolved in the past 50 years? In keeping with our vision and mission we have now added a service mission which states “ I ensure that every Jakes guest leaves a Jakes Ambassador.” · This has 10 service standards; see below: Part B: Front Desk Receptionist (Job Description Needed) · How do you evaluate the employees’ performance or what kind of evaluation system does the company use and what are the measures to do the evaluation? An employee performance appraisal is conducted at the end of a 6 month period. A performance appraisal form is used as the instrument. See sample attached. · Who is involved in the performance appraisal process? The Head of Department (HOD) conducts the appraisal and the appraisal form is then reviewed by the Human Resource department in collaboration with the General Manager/Directors. · Are there any differences on the evaluation standards/metrics for different job positions from rank and file to middle managers to senior managers? Two different standards/appraisal forms are used to evaluate the managers/superviors versus the line staff. Managers/supervisors are appraised by the Directors and General Manager. Please see attached. · How are the Staff Performance Appraisal Form Department: _______________________________________________________ Appraisal Date: _____________________________________________________ Surname: _____________________________________ ____________________ First Name: ________________________________________________________ Job Title: __________________________________________________________ Manager’s Name: ___________________________________________________ INTRODUCTION: This performance appraisal is intended to measure an employee’s skills and accomplishments over the period under review. Scores and rankings are used as a tool to determine combined performance and attitude and development/training areas. The scores are applied in order of performance, totaled at the end of the section and then the ranking and future path determined. Scoring: Score Category Definition 5 Excellent Objectives and expectations are being exceeded by the individual with little to no supervision or guidance needed. 4 Very Good Objectives & standards generally being met by the individual and some initiative shown in accomplishing tasks & making suggestions 3 Good Objectives being met by the individual are considered good because of the fact that standards are met and maintained. 2 Fair Poor delivery of objective, either quality of work or performance. Below acceptable standard. Always making excuses. 1 Poor Little or no attempt made at achieving objectives. Needs constant reminder of duties. Poor or unacceptable behaviour. Not in work area. * Please circle the asterisk that denotes the objective the employee meets or demonstrates. An asterisk is provided for each Attribute discussed. If only 3* have been met by the employee the score is 3- Good, 4* met the score is Very Good etc. Ranking: Scoring Range Performance Category 31 - 40 Excellent Performance. Career path should be mapped out for this employee and opportunities for promotion be considered/discussed when available. This employee should be a candidate for employee of the month and year as well as possibly other recognition. 21 - 30 Good Performance. Discuss areas of strengths and weaknesses and work out a plan to overcome weak areas. Discuss career at Jakes and plan candidate’s future within the company/group. This employee may be a candidate for employee of the month and year. 11 - 20 Ordinary to acceptable performance. Discuss whether the employee was given the necessary tools for the job and has the technical expertise needed. Discuss employee’s strengths and weaknesses and set out a plan for future training and development. A period for improvement should be established and further review conducted. 0 - 10 Poor performance. Employee is unable to grasp or master the personal and professional skills needed to complete jobs functions. Employee is deficient in several areas. Employee to be re-oriented with joSupervisory/Managerial Performance Appraisal Form Department: ________________________________________________________ Appraisal Date: _____________________________________________________ Surname: __________________________________________________________ First Name: ________________________________________________________ Job Title: __________________________________________________________ Appraiser’s Name: ___________________________________________________ INTRODUCTION: This performance appraisal is intended to measure a supervisor/manager’s skills and accomplishments over the period under review. Scores and rankings are used as a tool to determine combined performance and attitude and development/training areas. The scores are applied in order of performance, totaled at the end of the section and then the ranking and future path determined. Scoring: Score Category Definition 5 Excellent Objectives delivered before specified time frame and to the quality that exceeds normal standards. 4 Very Good Objectives delivered within specified time frame and the quality meets the acceptable standard. 3 Good Progress and quality of work to date is acceptable considering difficulty of goal and impacting factors. 2 Fair Poor delivery of objective, either quality or time substantially below acceptable standard. 1 Poor Little or no attempt made at achieving objectives. Poor and untimely delivery. Needs constant reminder of duties * Please circle the asterisk that denotes the objective the Supervisor/Manager meets or demonstrates. 5 asterisks are provided for each Attribute discussed. If only 3* have been met by the Supervisor/Manager, the score is 3-Good, 4* met the score is Very Good etc. Ranking: Scoring Range Performance Category 37 - 45 Excellent Performance. Pace-setting performance. Consistently surpasses all standards; innovative. Ideal for upward mobility. 28 - 36 Good to Very Good Performance. Consistently exceeds normal expectations for the position but may have some challenges. Discuss areas of strengths and weaknesses and work out a plan to overcome weak areas. Discuss career path and plan for a future within the company/group. 19 - 27 Ordinary to Acceptable Performance. Performs to normal expectations of the position in a capable manner and just about meets expectations for quality. Discuss whether the supervisor/manager was given the necessary tools for the job and has the technical expertise needed. Discuss supervisor/manager’s attributes and weaknesses and set out a plan for future training and development. A period for improvement should be established and further review conducted. 10 - 18 Fair. Performance is fair but needs improvement. Discuss whether the supervisor/manager was given the necessary tools for the job and has the technical expertise needed. Discuss supervisor/manager’s attributes and weaknesses and setJanneil Highlight