MGE Papers

Abstract In this paper I am going to describe the business and geographic location, plan of diversification, proposal for recruitment and selection of employees, proposal for training and professional development, restructure pay and incentive, performance management and appraisal and recommendations for policies and procedures that need to be added, updated or changed Description of business and geographic location The business I have been hired by is North America based IT Services Company that operates across all states of America and Canada. The company employs people from south East Asia and mostly from United States. As an IT services company it deploys teams at client locations and in these teams one can see people from multiple nationality. They have in house development centers too which are in India, Sri Lanka and in the USA. Currently the company does not have enough diversity, for example, there is a lack of presence of women in the work force. There is a lack of diversity

·         Policies are sometimes under-utilized by career-oriented professionals. ·         Users may face stigma; career backlash; glass ceiling effect. ·         Policy use is sometimes not supported by management. Absenteeism, supervision, equity, performance, customer service and the overall creation of more work for managers who have to coordinate the implications of more complex policies are among the most prevalent concerns of among management when considering the implementation of these types of policies. Given the valid concerns, what are the benefits—both tangible and to the culture of an organization that undertakes the adoption of policies designed to help employees with work-life balance?  .  I see life-changing benefits of work-life balance. In my first company, I did not have any work-life balance, because the company mostly worked on fixed bid projects and the prime focus was on profitability. As a result, the projects were short staffed and everyone in the project was

In this paper, we will assume the role of a HR specialist who has been entrusted with formulating a broad proposal for including diversity in the organization. The Marriott International hotel franchise operates more than 6500 properties in 127 countries and territories and looking to diversify its workforce. It believes in reaffirming principles of inclusiveness (Marriott International, n.d). Sector - Hospitality industry Industry - Hotels, Casinos, Resorts Location - Bethesda, Md A lot of jobs in the hospitality industry involve handling customers face-to-face in numerous ways (Doyle, 2018). However, there are background jobs that include jobs in sales, marketing, and accounting, food services in the hospitality industry, including wait staff and chefs. There are numerous executive jobs as well including hotel managers and executive chefs. Enlisting the perfect individuals and preparing them appropriately are the best approaches to guarantee the accomplishment of your association (Se

INTRODUCTION This week is about cultural intelligence within the organization and how to improve it for better use. In this work, we will try to give some opinions on the subject with some observations. DEVELOPMENT We are proposing a mining company that will operate a mining concession containing copper and cobalt 350 km north-west of the capital Kinshasa in a small town called Yumbi in Congo. The employees will be accommodated in a camp with the possibility of having playgrounds, halls, and sports areas, and according to the contracts, they will be able to go after 3 weeks in their country of origin for rest. The company will in the next 3 years extract, produce and transform raw products into finished products for export to other countries in the sub-region. The place where the site will be erected is in an area populated by people who live on the hunt, who grow and raise livestock. There is a stream that passes through the concession and is of paramount importance to the people livi

Introduction This issue is about performance appraisal at GENSER SPRL (GENERATOR SERVICES). Our main responsibility is to service any generator of our customer on time . Our mission is to perform our jobs above customers’ expectations thereby improving the quality of service . However, at the company, the focus is mostly on getting the work done and increasing the company’s bottom line. There is no formal career path in place for employees. Employees are employed based on the skills they have, and it is a ‘sink or swim’ situation. This has resulted in talented people leaving the company, more workload for the current employees and a general feeling of dissatisfaction among staff. Although management is aware of the problems; demotivation and employees’ dissatisfaction with the lack of upward mobility at the workplace they have not taken any formal measures to improve their policies or systems. For example, my supervisors are always temporary because of my varied job duties and the su

I will start by saying that, I have worked for 2 employers so far in my 12 years career and I do not think the HR took any substantial step to raise cultural awareness. Saying that I will share my thoughts on what the HR can do.             I have always worked in multinational companies with people from various national backgrounds. While working regardless of cultural differences you are supposed to know your work and deliver. So, there is no bonding or cultural exchanges happen. But someone like myself who worked in multiple geographies can easily distinguish between work culture in India, USA, and Australia.             So, first thing, HR can do, before sending employees in foreign assignments they can train them about the countries culture and people. Along with any other training that is useful. In fact, I would say, learning the language and being able to follow accent is also critical for the employee to be productive.             I think role based training would be another g

The proposed outcome of a diversity and inclusion initiatives at Wider Vision will follow a step by step approach to address the following. •         Needs analysis and data collection to determine gaps •         Strategy design to address business objectives •         Implementation of initiatives •         Evaluation and continued audit of the plan (SHRM, 2019). Wider Vision is a company located in the Hills district of Sydney. They are a main supplier of optical products such as contacts, lenses and solutions to optical outlets and day surgeries in both Australia and New Zealand. They employ 250 staff at their Sydney Head Office and dispatching warehouse. Wider Vision’s plan for diversification and inclusion following a needs assessment will focus on the key areas of Recruitment and Selection, Training and Development of people on all levels; Pay incentives; Performance Management and Appraisal.  Workplace diversity is understanding, accepting and valuing differences between people