An examination of employee retention strategy in Ramsay Health Care UK Dissertation

An examination of employee retention strategy in Ramsay Health Care UK - Dissertation Example According to the studies of Lee (2006); Raub and Streit (2006); Stovel and Bontis (2002) have numerously linked employee turnover and also employee retention to recruitment source. The focus of the present study is to consider the efficacy of employee retention system in Ramsay health care. Employee Retention Practices of Employee Retention Employee Turnover: Theoretical Framework: Current Retention Strategy: The organization under investigation, which is Ramsay Health Care UK, has a retention strategy which includes rewards that mainly consists of non-financial rewards. These rewards includes 75% medical aid support, subsidized food, housing loans, educational support program, uniforms and transport allowances to the lower level employees. Ramsay Health Care UK offers 100% medical aid support, subsidized food, allowances for transport and housing, fuel, car of company, education and housing loans and cell phones of company as well as bonuses on holidays for high level employees. Apa rt from these all retention packages, Ramsay Health Care UK is offering a strategic recruitment program in which they are sponsoring students with an undertaking that students benefitted from the program will work for Ramsay Health Care UK after the completion of their studies for the number of years the sponsorship lasted. In case, a student who has received sponsorship for 5years then he will have to work for the organization for at least five years then he can look for an alternative job elsewhere. As a part of retention program of Ramsay Health Care UK, there is a promotion within Ramsay that foster decent succession proposal and also encourages the employees to form a life-long career in Ramsay Health Care UK. This act will also bring loyalty and constancy amongst the employees. Significance of the Study The significance of the study is that that the selected topic is not as popular in such type of the organizations. Usually we relate medical centers with surgeons, doctors, num ber of beds, facilities, operation theatres, etc. but this study moves around a neglected issue of a medical center that can eventually play a vital role in the performance of a medical center and whose enormous magnitude can move a performance graph from bottom to top or top to bottom. This issue is related with the ones who run the medical center i.e. the employees. This study goes deep into the issues of employee turnover and the employee retention strategy. The causes of employee turnover at Ramsay Health Care are explored; the current retention practices have been examined, the effectiveness of the retention practices have also been determined and the study is concluded on a workable retention strategy, that can reduce the rate of employee turnover in the Ramsay Health Care if applied. This study will help to improve the already existing strategies in the organization and will also facilitate other relevant fields and organizations to improve their employee retention strategies . This study will also help the administration of the organization to identify the causes of turnover rate of employees and provide them an insight to overcome those causes and factors which are creating hindrance in employee retention practices. This study may lend a hand to the organization to have a strong and healthy milieu, as the health care units need to have a calm and peaceful

One Work of Art from Michelangelo Buonarroti and One work of Art from Assignment

One Work of Art from Michelangelo Buonarroti and One work of Art from Leonardo da Vinci - Assignment Example Through the art we are able to see how they have dressed and also in the picture we see one person at the center representing the religious leaders also being involved (Meyer, 2011). It’s seen as the last judgment presented to people on the account of their evil deeds in church. In the Mona Lisa art Leonardo tried to put across the beauty by her curves on her long hair with the color on her face being toned bringing out her beauty. Her hands joined together showed her being calm or relaxed. The clothing can be seen as an ideal woman from her decency showing how mature she is. Her skin color is evenly distributed through da Vinci’s painting. Buonarroti picture symbolizes the kind of activities in the society. The nude picture represents the church followers back scenes which are not in line with Christianity. Michelangelo was a religious person and through his artistic talent he portrayed human anatomy and movements in most of his arts. He was able to blend the colors well the blue shade and the brown shade. The blue showing the sky and the white clouds with people around with actions like asking for a favor from someone (Meyer, 2011). Leonardo da Vinci used blurred and dark outlines contrast of light and dark bringing an ambiguous effect. It has been able to convey an ideal woman as she is conservative and the looks on her face cannot be really told as blank expression as you cannot really determine if she’s smiling or not. Leonardo da Vinci used the technique in framing, use of lighting and composition (Perry, 2009).He used observations and understanding in coming up with his art. Mona Lisa’s eyebrows and eyelashes are visible portraying her beauty. Through glazing technique to show realism achieved through variation in color and shading. He tried to portray her inner beauty by using the dull colors portraying calmness (Perry, 2009). He also used the oil layering on wooden palette. The brush strokes can be seen as

Effect of Greek Financial Crisis on the British Economy Essay

Effect of Greek Financial Crisis on the British Economy - Essay Example During the early days of 2010 sovereign debt was a subject of attention for the whole world. Sovereign debt is the total debt owed by a sovereign country like Greece to its creditors. As a result of this crisis, there was a panic in the financial market worldwide and euro suffered a huge decline in its value. Greece was helped by the EU and IMF to provide them with loans that could rescue the situation. This can be a short term solution to the problem but the obligations of long term debt will still persist or may even get worse (Abboushi, â€Å"Abstract†). David Cameron in one of his statements warned that British economy will suffer more due to this euro zone crisis. It remains a threat to the future of euro. There had been a decline in the growth rate of employment, especially in public sector of UK. The investors are losing confidence in the market and the financial market in UK suffered a setback. A deep recession is on the cards if the situation is not handled carefully. More support for the banking sector is needed and the Government should be forced to take some emergency steps to help improve the financial system, before the crisis worsens further. Even though Britain is not a part of euro zone, still budgetary deficit concerns of the country should be addressed immediately. British banks already hold a considerable amount of debt in Greece, which can be an area of major concern. Moreover, with Greece defaulting to pay their debts, the problem can spread over nations like Spain and Italy where UK has a much larger investment. In addition to this, euro zone is one of the biggest trading partners of UK, so obviously this crisis can have an impounding effect on UK’s economy if other big European economies falter (PRLog, â€Å"How the Greek economy can affect us all†). 2. Changes in the NHS led by the UK Government UK government took a bold step towards reforming National Health Services (NHS) in the country. There had been many major changes in NHS structure due to this decision of UK government and it is for the first time in the history of NHS that such radical changes are taking place. Hospitals are no longer under NHS. General Practitioners (GPs) and not the management bodies now have a huge role and responsibility and are in charge of major part of the budget. This move resulted in abolition of all the 10 strategic health authorities as well as 152 primary care trusts which are the management bodies of NHS. Most of the budget of NHS is now in the hands of GPs only and they have the authority to plan out things accordingly. The GPs are now to decide on the spending of NHS. This new re-structuring of NHS gives way to the development of a new board which is independent of any kind of political influence. It is completely an independent body now and has control over its own accountability. Health of public is now the responsibility of local authorities. NHS industry is now more of a top-down design with GPs sit ting at the top level. The patients are now being provided with more information through ‘HealthWatch’, a new type of body specially designed for the purpose. The patients now have the option to choose the GP according to their own wish and get registered with them. Since its inception in the year 1948, NHS has never experienced such drastic changes. Now the question remains as to what benefits these changes will bring to the people and the

Biometrics - Careers, Technology and Contribution to Business Competit Research Paper

Biometrics - Careers, Technology and Contribution to Business Competitive Advantage - Research Paper Example The acquisition device extracts a feature from the provided sample to produce a reference template which would undergo matching with a match- template to generate a score (Barcode.ro, 2014). There is always a predetermined threshold based on which the score of the biometric score gets measured to reach a decision; conclusion on the degree of match. Majors in the field of biometrics stand a chance of securing jobs in organizations such as police forces, government agencies and intelligence services, corporate investigation companies and forensic computing firms. Biometric specialists can be employed in these organizations for a range of job titles including cryptographers, who work towards hiding the kind of information that should be kept secret, for example, bank account PINs (Kent.ac.uk, 2014). Another job title in this profession is a software developer whose job description is to encrypt software and offer data compression services. Network software developers play the role of designing software for media companies. Biometrics as a technology is applied for different reasons that vary depending on the type of organization. The employability is however limited to verification of identification for either enterprise or document security (detection of fraud). Identification is essential to addressing loyalty and theft in a business environment (Opara, Rob & Etnyre, 2006). It is also widely applied in forensics, for instance, prison security and criminal identification. Many businesses are sluggish in the adoption of Biometric technologies into their operations. Reports show that the slow adoption is mainly attributed to the high financial costs associated with the installation and maintenance of biometric equipment. However, Biometrics is the most reliable option that any business will ever resolve. Its adoption is associated with plenty of competitive advantages in an increasingly competitive market.  Ã‚  

Bmw’s Dream Factory and Culture Essay Example for Free

Bmw’s Dream Factory and Culture Essay The culture at BMW is an entrepreneurial culture which emphasizes creativity, risk taking and the bottom-up system of freewheeling ideas. The top-down management style is popular in Germany but not at the BMW. As soon as associates start working at the BMW, they will have the sense of the place, history and the mission of the company. BMW creates a working environment that promotes easier communications between leaders and employees. Every employee can contribute his or her ideas and creations via either formal or informal ways. For example, an employee sees his or her supervisor by chance on the way to lunch, he/she can tell this person of the idea which has just happened in his/her mind. More importantly, their voices and their ideas are heard, welcomed and brought into discussions and consideration. As a result, a car from BMW is often a production of thousands of impromptu brainstorming sessions. Furthermore, BMW cares for the benefits of its employees. It includes all employees in profit sharing. It has a plan that distributes as much as one and a half months’ extra pay at the end of the year to employees. The company also provides a high level of job security for its employees. Lastly, BMW also focuses on high-quality but practical products which meet the demand of consumers and are highly competitive with other auto producers. The company’s near-failure from producing impractical and expensive cars during the postwar time in 1959 was a big lesson for them. This near-failure is always retold and mentioned in all new orientations for the new associates. It helps to remind all employees at BMW of a lesson learned for the company in developing its plans in the future and ensuring that kind of mistake should never happen again. 2. Discuss the model of leadership illustrated at BMW. The model of leadership illustrated at BMW is the consideration model of leadership. The leaders at BMW have close relationships with subordinates that are based on mutual trust, two-way and open communications, and respect for employees’ ideas. The managers at BMW must stay humble and work closely with subordinates and their peers. The Leipzig factory, which looks like an art museum, is a very creative working environment that can make the communications between managers and employees easier. Managers at BMW are the ones who know to make the right questions to ask their subordinates, not the ones who have all the right answers. They also emphasize the satisfaction of their employees’ needs and provide as many benefits to their employees as possible. They are approachable and always willing to listen to their employees. They think if the employees are well motivated, better cars will be produced. . Discuss how the leadership model contributes to the culture. The leadership model at BMW shortens the distance between leaders and subordinates. The relationships between them are built on mutual trust. Employees can feel free to raise their innovative ideas to their managers anytime and anywhere. When the employees see that their voice is heard, they are more encouraged to talk. Moreover, the company cares for the employees’ benefits. In return, the employees are very flexible to contribute their best for the company. The employees do not mind working temporarily for months in another work location which requires them to be far away from their family. They are willing to work for extra hours without being concerned about overtime. In summary, the leadership model at BMW has made it such a culture that is quite distinct from other German companies. 4. Discuss why employees derive high job satisfaction at BMW. The employees of BMW derive high job satisfaction because their benefits are well cared of, their voice is heard and their hard work is highly appreciated. Also, their job security at BMW is high. Any employees, regardless of what grade they are, can contribute their ideas and their innovations to the company’s managers easily. There are no complicated, formal processes or procedures required to send their ideas to their management teams. Furthermore, when the company gets more profits, the employees will also be more benefited. Good working environment is developed and paid attention to. In conclusion, BMW’s employees are highly motivated so they are satisfied and willing to contribute more to the development of the company.

Employee Performance in the Hotel Industry

Employee Performance in the Hotel Industry 1.1 Background Information: Employees are the assets for an organization. This is true because the success or failure of any organization depends upon its employee too. The importance of an employee in hospitality industry becomes more significant because of its nature- manpower intensive industry. In hospitality industry and hotel sector especially it is very important for organizations to stay focused on employee performance and so how to get enhancement in the employee performance. There are many reason of providing training to the employees. One basic reason is to fill the performance gap after having been identified the same. This gape can be known while having performance evaluation process. These days hotels have been taking continuous efforts to provide most practical and relevant training to the employees of all the functional area of the hotel concerned. These efforts of the hotels are more towards integration and getting more concrete results. Those hotels earning good profit have their well-developed training systems and they resort to a planned approach to training its employees. This level of hotel organization has regular training programmes regardless of its concrete tangible gains or not. There are many hotels where they have different approach to train the employees, that approach is intentional training, this includes providing training to all the employees irrespective of their deficiencies and strengths. This kind of approach of training goes on as one of the function of the organization. Srivastava.V.N, Shafiq.M, Ghosh.K (2005) Employee performance is more important in this industry because employees are having direct interaction with the guest and secondly it is employee of the hotel industry that satisfies its guest. So it is very important for the manager concerned to know the factors that affects employee performance. There is a saying that perfection of work depends on pleasure at job. So pleasure and performance both can be achieved by quality education about the subject area and systematic training of the same. As far as Indian hospitality industry is concerned, a report commissioned by the department of tourism, Government of India, revealed that the annual demand for trained manpower in hotels and restaurants is likely to touch 29,000 by the year 2010. This figure is likely to increase to approximately 39,000 by the year 2020.And the actual supply of manpower? A total of approximately 18,000 students are being trained in hotel management and food craft annually in the country. Currently, in hotels, attrition rates are at 18-25 per cent per annum, and growing at an alarming rate of 10 per cent per annum. This, exacerbated by an escalating wage bill of 10-12 per annum with a five-year forecast pegged at a minimum increase of 40 per cent over current levels. Thus systematic training will play a life saving role in hospitality industry to counter with the current scenario. www.indiatoday/may2007/page24 After having basic information about systematic training and its significance to the hotel industry author would like to provide definitions of the key terms of this research. 1.2 Definitions: Training means learning some new things for increment or development of the working personnel. Training is becoming a necessary for having skills and attitudes as a part of each individuals working life for the higher performance. Performance Management: it is a process which is designed to improve organization, team and individual performance and which is owned and driven by line manager. Fool.M, Hock.C (2002). Training constitutes a systematic approach to training which includes taking the time to analyze what results the organization needs from its employees, if employees are accomplish those results. A systematic approach includes evaluating approaches before, during and after training to ensure employees truly benefited from the training in terms of enhanced results to the organization. www.managemertthelp.org/trng-dev/basics/sd.htm. Training is a planned process to modify attitude, knowledge or skill behavior through learning experience to achieve effective performance in an activity or range of activities. Golssmith.A, Nickson.D, Solan.S, Wood.R.C,; (1997). Training is a systematic process through which an organizations human resources gain knowledge and develop skills by instructions and practical activities that result in improved corporate performance. Frank.M.G, Mary.L, Monchello, BaumJ (1996). 1.3 Aim and objectives / Research Questions / Hypothesis: 1.3.1 Aim and Objectives: Purpose of this research work is to explore systematic training as a major factor in enhancement of employee performance in service department of hotel Industry. To explore the term Systematic Training and employee performance in hotel Industry. To explore the determinants of employee performance To find out relation between systematic training and employee performance. To explore training as motivational tool that leads to employee satisfaction. To explore the process involved in systematic training 1.3.2 Research Question: R.Q.1: What are the factors that influence employee performance in hotel sector of hospitality Industry? R.Q.2: How systematic training will ensure employee performance in hotel Industry? R.Q.3: What is the mechanism (process or technique) of systematic training? Is training works as motivational factor? 1.4 Rationale behind choice of this research topic: Employee performance is key to success of hotel organizations. So this is a prime area of focus because employee performance leads to organizational success and especially in hotel industry because of its nature that is manpower intensive industry. This is the reason employee performance is always a matter of consideration. These are the reasons author felt to explore this area with the help of systematic training. 1.5 Structure of Dissertation: This section is about presentation of the dissertation. First chapter after this introduction section is LITERATURE REVIEW which is chapter No.2, in this section author has presented his secondary research. After that chapter No.3 is METHODOLOGY chapter where in author has explained the methodology used to achieve the aim and objectives of this research. After methodology section there is chapter No.4 which is basically ANALYSIS OF FINDINGS with the help of tables and graphs. And at last chapter is 5 which contains CONCLUSION AND RECOMMENDATIONS. After these there is BIBLIOGRAPHY section which is nothing but list of references, followed by APPENDIX section which contains sample questionnaire and other additional material related with this research. LITERATURE REVIEW 2.1 Introduction: Literature review section of this report is secondary research related to the topic area and aim and objectives established by the author. This section of the research has been proving the research related to the topic area with the help of secondary research. All the variables of this research has been taken into account and all possible factors are also explored which is statements and quotes and sayings of scholars. 2.2 Significance of performance management: Performance management requires a willingness and commitment to focus on improving performance at the level of individual or team everyday. It focuses on performance and potential appraisal, performance review and feedback, and 360-degree feedback. All these processes center round improvement of performance levels of the employees. Its main purpose is to improve performance at all three levels- individual, group and hotel. A direct application of performance management is raising competency levels and potential of employees through employee training and development. Training and development efforts need to be linked with performance and potential appraisal systems prevailing in the hotel to improve results from training. Concrete gains from such training efforts initiated for employees can be achieved. Where performance appraisal has indicated poor performance, training focused at improving needed performance levels can yield significant improvement of performance by initiating need based professional development programs. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) Managing higher performance in a hotel is very much dependent on adopting a systematic training approach by which training gives better results and is more effective for both the individual as well as for the hotel. Training is a planned process to modify attitude, knowledge or skill behavior through learning experience to achieve effective performance in a activity or a range of activities. Goldsmith A, Nicleson D, Solan S, Wood RC: (1997) Training includes systematic training, which includes the different approaches like Analyze, Design, Develop, Implement, and Evaluate. Therefore systematic training means to analyze the needs and training goals of the organization with knowledge and skills to perform according to the hotel needs. Then a design of training system is there by which a training package is developed, which is inclusive of audio-visual, graphics, manuals etc. and at last implementing the package, which is developed. Simply approaches of systematic training provide a phase to next phase as it is a ongoing process. www.managementhelp.org/trng-dev/basics/sd.html. 2.3 Types of Training and Development: 2.3.1 Informal Training and Development Informal training and development is rather casual and incidental. Typically, there are no specified training goals as such, nor are their ways to evaluate if the training actually accomplished these goals or not. This type of training and development occurs so naturally that many people probably arent aware that theyre in a training experience at all. Probably the most prominent form of informal training is learning from experience on the job. Examples are informal discussions among employees about a certain topic, book discussion groups, and reading newspaper and journal articles about a topic. A more recent approach is sending employees to hear prominent speakers, sometimes affectionately called the parade of stars. Informal training is less effective than formal training if one should intentionally be learning a specific area of knowledge or skill in a timely fashion. Hardly any thought is put into what learning is to occur and whether that learning occurred or not. (However, thi s form of training often provides the deepest and richest learning because this form is what occurs naturally in life.) www.managementhelp.org/trng-dev/basics/sd.html. 2.3.2 Formal Training and Development: Formal training is based on some standard form. Formal training might include: Declaring certain learning objectives (or an extent of knowledge, skills or abilities that will be reached by learners at the end of the training), using a variety of learning methods to reach the objectives and then applying some kind(s) of evaluation activities at the end of the training. The methods and means of evaluation might closely associate with the learning objectives, or might not. For example, courses, seminars and workshops often have a form but its arguable whether or not their training methods and evaluation methods actually assess whether the objectives have been met or not.http:/ /www.managementhelp.org/trng_dev/methods/slf_drct.htm 2.3.3 Formal, Systematic Training and Development: Systematic, formal training involves carefully proceeding through the following phases: 1. Assessing what knowledge, skills and /or abilities are needed by learners; 2. Designing the training, including identifying learning goals and associated objectives, training methods to reach the objectives, and means to carefully evaluate whether the objectives have been reached or not; 3. Developing the training methods and materials; 4. Implementing the training; and 5. Evaluating whether objectives have been reached or not, in addition to the quality of the training methods and materials themselves www.managementhelp.org/trng-dev/basics/sd.html. A systematic approach is goal-oriented (hopefully, to produce results for the organization and/or learners), with the results of each phase being used by the next phase. Typically, each phase provides ongoing evaluation feedback to other phases in order to improve the overall systems process. Not all formal methods are systematic. Some courses, workshops, and other training sessions have goals, methods and evaluation, but they are not aligned, or even integrated. The methods, in total, do not guide the learner toward achieving the training goal. The evaluations are too often of how a learner feels about the learning experience, rather than of how well the learning experience achieved the goal of the training. http://www.managementhelp.org/trng_dev/rnethods/slf_drct.htrn 2.3.4 Self-Directed and Other-Directed Training: Self-Directed Training Self-directed training includes the learner making the decisions about what training and development experiences will occur and how. Self-directed training seems to be more popular of late. Note that one can pursue a self-directed approach to informal or formal training. For example, self-directed, informal training might include examples of informal training (book discussion groups, etc.), as long as the learner chose the activities and topics themselves, either for professional or personal reasons. Self-directed, formal training includes the learners selecting and carrying out their own learning goals, objectives, methods and means to verify that the goals were met. htpp//:www.authenticityconsulting.com/ Other-Directed Learning This form, of course, is where someone other than the learner drives what training activities will occur. Other-directed, informal training includes, e.g., supervisors sending employees to training about diversity, policies, sexual harassment in the workplace. Other-directed, formal training includes where someone other than the learner specifies the training goals will be met in training, how those goals will be met and how evaluation will occur to verify that the goals were met. This form of learning is probably the most recognized because it includes the approach to learning as used in universities, colleges and training centers. This form of learning typically grants diplomas and certificates. Note that this form of training, although readily available in universities, etc., is usually somewhat generic, that is, the program is geared to accommodate the needs of the most learners and not be customized to any one learner. Therefore, a learner may pay tuition fees to learn knowledge and skills that he or she may not really need.Another form of other-directed, formal training is employee development plans. The plans identify performance goals, how the goals will be reached, by when and who will verify their accomplishment. htpp//:www.authenticityconsulting.com/ Other-directed, formal training can be highly effective for helping learners gain desired areas of knowledge and skills in a timely fashion. A drawback is that learners can become somewhat passive, counting on the expert to show them when and what they should be doing. htpp//:www.authenticityconsulting.com/ 2.4 Systematic Training Approach: Adopting a systematic approach to training helps ensure that supervisors are getting the most out of themselves and their employees. A systematic approach to training includes the time to analyze what results the hotel needs from its employees, if employees are accomplishing those results, and what training and what training and development approaches are needed by employees to better accomplish those results. A systematic approach includes evaluating approaches before, during and after training to ensure employees truly benefited from the training in terms of enhanced results to the organization. These also have to be linked with performance management. Effective training and development includes using sound principles of performance management and effective training techniques. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) 2.4.1 Steps: Analysis-: Analyze the hotel needs and identify training goals which, when reached, will equip learners with knowledge and skills to meet the hotels needs. Usually this phase also includes identifying when training should occur and who should attend as learners. Purpose of training analysis is identifying training goals. A training analysis is conducted ultimately to identify training areas and plans for learners to help them acquire higher competence levels and contribute to accomplishment of the hotels goals (usually in terms of a performance standard). Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) Design:- Design a training system that learners and trainers can implement to meet the learning goals; typically includes identifying learning objectives, need facilities, necessary funding, course contents, lessons and sequence of lessons. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) Designing the Training Programs-: The step requires listing of typical activities involved in designing training. During the design phase (which is usually closely integrated with the development phase), trainers work from learning goals to design a training system that learners and trainers can implement to meet the learning goals. This phase also typically includes identifying learning objectives, need facilities, necessary funding, course contents, lessons and sequence of lessons. The various training media are selected, e.g.: instructor-led, computer-based, worldwide web based, self-directed, interactive and computer-based, or multi ­media. Therefore this design phase can also include identifying evaluation criteria to evaluate if course content is understandable by learners. There are some points considered for the phase which are as follows: à ¢Ã¢â€š ¬Ã‚ ¢ The nature and type of training that is to be imparted. à ¢Ã¢â€š ¬Ã‚ ¢ The anticipated that learners may take to learn the particular aspects desired to be imparted from the training. à ¢Ã¢â€š ¬Ã‚ ¢ The financial provisions that can be possible to be made for the particular type of training. à ¢Ã¢â€š ¬Ã‚ ¢ The level of participants group. Formulating Program Learning Objectives-: Training programs should be designed by the trainers and/or learners to achieve certain overall goals. Programmes should also include various learning objectives that will help in achieving the overall goals of the training programme. Care must be taken while designing a training programmers learning objectives. These should be designed and worded to the extent that others can clearly understand. These training objectives have to be clarified to the learners in the beginning of the programme so that they know from the beginning what specifically are the programme objective and whether the same have been achieved or not. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) Develop : Programme development requires developing right from the programme outline to training manuals, trainers manuals, specific cases, so that programme objectives and learning goals can be achieved with optimum efforts for training made. It must be developed and implemented in a manner so that the best results from training are achieved. The way the entire programme is conceived and developed is also an important determinant for the success of the training effort. It contains the following main activities: Developing Programme Learning Activities-: Every programme must contain a set of learning activities consisting of a mix of role-plays, exercises, games, instruments, cases, etc. these learning activities have to be compiled theme and sub- theme wise. Training material must be systematically developed and finally each sub-theme, theme with the help of various learning activities must culminate in concrete learnings. Development requires documentation of all these and compiled a trainees and trainers manuals to use as resource material for conducting programmes systematically. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) Develop System of Continuous Learning-: Programme can be developed in such a way that the process of continuous learning is in-built in the programme structure itself and learners continue to learn even after the programme is over. Therefore it is important that the process learning must continue. This can be possible through developing mechanisms for reinforcements by the learners superiors, post training follow-ups, and helping learners develop a plan of action for implementing in the place of work both in short term and long term. The techniques to help facilitate occurrence of continuous learning on the various programme themes, has to be planned and integrated into the programme development phase. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) Implement-: This phase involves implementing the developed training package, which includes scheduling and delivering the training materials, and running the programme. This phase can include many administrative activities, such as copying, taken attendance data, billing participants, arrangements for program logistics and support facilities to create a favorable environment for learners. The major activities requiring care in this phase among others mentioned above are: Selecting a Trainer-: This activity is the most important activity. The appropriateness of the trainer will determine the effectiveness of the programme as well as the cost. The most important consideration when selecting a trainer is if they are well suited to the training design required to meet the learning goals. For e.g, if learners prefer computer-based instruction, then they will benefit most from a trainer only when he will have a thorough understanding of on-line/web enabled training technologies with a high level of personal mastery. Trainers may be chosen from among the following depending on needs, suitability and costs. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) Evaluate-: Training evaluation is extremely important phase and preferably, must be done before, during and after implementation of training. Evaluation process must adopt approaches that are practical and relevant. Typically evaluation could be carried out at four distinct points of time. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) Evaluating Before the Implementation Phase-: The evaluation at this point must find out whether: The planned training package will really result in enhancing the employees knowledge and skills needed to perform the task or carry out the assignment roles. The same has been attended by other employees in the hotel and that how useful have they found. The employees are/will be comfortable with the training pedagogy. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) Evaluating During Implementation of Training Programme-: It requires finding out: How are the participants feeling about the relevance and usefulness of the programme, getting more and more interested or disinterested? Continuously undertake recapitulation before the next day and sum up before the close of the day. A short-programme evaluation could be structured and taken during the middle of the programme to take any corrective action required. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) Evaluating Immediately After Completion of the Training-: The training programme must be evaluated properly after the same has been completed. This can be done by: Giving each participant a feedback form and taking a structured written feedback. Take the participants verbal feedback to check for anything that has not been covered up in the written feedback. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) Evaluation after completion of 3-4 Months of Training: This is generally done by an expert evaluator from inside or outside the hotel to evaluate what have been the concrete gains to both the learners knowledge and skills and to the hotel as well. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) 2.5 Advantages of Systematic Training: Training involves an expert working with the learners to transfer to them certain areas of knowledge or skills to improve in their current jobs. Development is a broad, ongoing multifaceted set of activities (training activities among them) to bring someone or an organization up to another threshold of performance, often to perform some job or new role in future. The typical benefits are as follows: Increased job satisfaction and morale among employees. Increased employee motivation. Increased efficiencies in processes, resulting in financial gain. Increased capacity to adopt new technologies and methods. Increased innovation in strategies and products. Reduced employee turnover. Enhanced hotel image. Srivastava.V.N, Shafiq.M, Ghosh.K; (2005) 2.6 Dimensions of Systematic Training and Development Processes: Systematic Training and development processes could be described using two dimensions one for the degree of formality and one for the balance between self-directed and other-directed learning. These two sets of choices result in four overall approaches. That is, one can take an informal approach to self-directed or other-directed learning. Similarly, one can take a formal approach to self-directed or other-directed learning. htpp//:www.authenticityconsulting.com The decision about what approach to take to systematic training depends on several factors. These factors include the amount of funding available for training, specificity and complexity of the knowledge and skills needed, timeliness of training needed, and capacity and motivation of the learner. Other-directed, formal training is typically more expensive than other approaches, but is often the most reliable to use for the learner to achieve the desired knowledge and skills in a timely fashion. Self-directed, informal learning can be very low-cost; however the learner should have the capability and motivation to pursue their own training. Training may take longer than other-directed forms. htpp//:www.authenticityconsulting.com Highly specific and routine tasks can often be trained without complete, formal approaches. On the other hand, highly complex and changing roles often require more complete and formal means of development, which can be very expensive as a result. If training is needed right away, then other-directed training is often very useful, e.g., to sign up for a training course at a local university, college or training center. Or, a training professional can be brought in. Again, other-directed training is usually faster and more reliable, but more expensive. Self-directed forms of training require that the learner be highly motivated and able to conceptualize their approach to training, particularly in formal training. htpp//:www.authenticityconsulting.com 2.6 Factors affecting systematic Training Programme: After having a series of discussions with the trainers/management consultants several factors were identified and grouped into which affect the training programmes negatively. Some of the factors which contributed to the negative results of training programmes are grouped as the reasons for failure of a training programme. Some reasons are identified for less effective training programmes and the responses were collected on a five point scale. All the reasons were listed in the questionnaire and the respondents were asked to rate the reasons for the less effective/ poor quality of a training programme. In the opinions of the respondents and the mean values of the reasons for less effective training programmes, the following are the factors, which affect the most of the training programme results: No follow up after the training programmes. Too much of individual difference among the trainees. Lack of motivation to trainees after the training. Inadequate opportunity to perform what the trainee has learned during the programme. Resistance to change due to uncertainty of outcomes. Communication gaps at the programmes. Too short duration. Lack of genuine support from top management. Very little planning or problems in the design itself. ( Srivastava.V.N, Shafiq.M, Ghosh.K; (2005)) Informations of this section have been taken from work of many scholars as a part of secondary research. Based on the secondary research author would like to conclude that to have enhancement in performance of hotel staff systematic training would be a vital factor. Now author will conduct primary research and discuss the concept based on his own experience after having interaction with the samples while conducting primary research. Author will replicate this conclusion based on secondary research, in the conclusion section of this report, while writing conclusion based on primary research. Chapter 3 METHODOLOGY 3.1 Research Design: A research can be exploratory, descriptive or explanatory. The determination of a particular research (as whether it is exploratory, descriptive or explanatory) is based on the aims and objectives of the research. Exploratory research seeks to get new insights into the subject, answers the research questions and assesses a phenomena from a new perspective. In other words, such research attempts to understanding or clarifying a problem (Saunders et al, 2005). Further they add that exploratory research goes through the processes of reviewing literature and consulting to experts on the subject through selected methods of consultation. They further put that exploratory research is advantageous in the sense that it is flexible and adaptable to change. Thus while conducting exploratory research a researcher can change his/her direction considering the new data and new insights. On the other end, as according to Saunders et al. (2005), the purpose of descriptive research is to highlight an accurate profile of an event or situation. This research is also termed as an extension of exploratory research, where a clear picture of phenomena is required before collecting the data. Finally there comes explanatory research, which according to Saunders et al. (2005), establishes relationship between variables and in such type of research focus is given on studying a situation or a problem (through explaining relationship between variables). In such type of research various statistical tests are conducted in order to examine the relationship. The aim of this research is to examine five star hotels on the basis of systematic training to the staff of service department and staff performance point of views. 3.2 Research Method Business and management Research, like any other study, has evolved through years of theoretical foundations and conceptualisations. Research may be defined as something that people undertake in order to find out things in a systematic way, thereby increasing their knowledge (Saunders, Lewis Thornhill, 2003). Research would not be meaningful if it is not done in a systematic way i.e. it should have a clear purpose and data collection should be done accordingly followed by assembling of data collected along with interpretation without which it is not considered a resea

The Analysis of Antonio’s Character :: Antonio Sebastian Essays

The Analysis of Antonio’s Character The lines selected for analysis are Act II, Scene I, lines 277-291, when Antonio is trying to reassure Sebastian that killing his brother—the King of Naples—is a good idea and well worth the effort. As the reader knows, Antonio usurped his brother, Prospero, and became the Duke of Milan. This sets the stage for his attitude towards Sebastian’s wanting to kill his brother, King Alonso. Because of Antonio’s past actions he sees nothing wrong with getting rid of a family member for personal gain, but his reasons for doing so began at a young age and have been etched into his brain. Antonio’s psychological depth reveals that he is a man jealous of his brother’s rightful power, and stemming from that is his insecurity and lust for power wherever he may find it (in this case, having power over Sebastian). Antonio is not a good person, has few conscientious thoughts, and is now trying to convince his companion to follow his lead. If An tonio’s brother, Prospero, was to hear the selected lines, he would say that the only time Antonio thinks about performing acts that will get him power, by eliminating those who currently have it, is when it is to his advantage. He would say that Antonio devises plans to get rid of leaders when they are at a disadvantage, and he at an advantage, because he doesn’t feel that he could succeed otherwise—his insecurities kicking in. I don’t think Shakespeare agrees with Antonio, and there are two examples in the play to support that. In response to Sebastian’s question about whether his conscience would bother him after committing fratricide, Antonio replies, â€Å"Ay, sir, where lies that? If `twere a kibe / `Twould put me to my slipper†¦Ã¢â‚¬  meaning that if his conscience was a small sore on the heel of his foot (a kibe), it would drive him to wear comfortable shoes but it would certainly not disrupt his life or stop him from doing what he’s doing. This shows Antonio to be a cold-hearted man, one who is able to quiet that little voice inside his head and push it to the back of his brain and continue with his terrible acts. In the next thought, he says, â€Å"†¦but I feel not this deity in my bosom,† admitting he doesn’t feel the tug of a conscience in his heart. The Analysis of Antonio’s Character :: Antonio Sebastian Essays The Analysis of Antonio’s Character The lines selected for analysis are Act II, Scene I, lines 277-291, when Antonio is trying to reassure Sebastian that killing his brother—the King of Naples—is a good idea and well worth the effort. As the reader knows, Antonio usurped his brother, Prospero, and became the Duke of Milan. This sets the stage for his attitude towards Sebastian’s wanting to kill his brother, King Alonso. Because of Antonio’s past actions he sees nothing wrong with getting rid of a family member for personal gain, but his reasons for doing so began at a young age and have been etched into his brain. Antonio’s psychological depth reveals that he is a man jealous of his brother’s rightful power, and stemming from that is his insecurity and lust for power wherever he may find it (in this case, having power over Sebastian). Antonio is not a good person, has few conscientious thoughts, and is now trying to convince his companion to follow his lead. If An tonio’s brother, Prospero, was to hear the selected lines, he would say that the only time Antonio thinks about performing acts that will get him power, by eliminating those who currently have it, is when it is to his advantage. He would say that Antonio devises plans to get rid of leaders when they are at a disadvantage, and he at an advantage, because he doesn’t feel that he could succeed otherwise—his insecurities kicking in. I don’t think Shakespeare agrees with Antonio, and there are two examples in the play to support that. In response to Sebastian’s question about whether his conscience would bother him after committing fratricide, Antonio replies, â€Å"Ay, sir, where lies that? If `twere a kibe / `Twould put me to my slipper†¦Ã¢â‚¬  meaning that if his conscience was a small sore on the heel of his foot (a kibe), it would drive him to wear comfortable shoes but it would certainly not disrupt his life or stop him from doing what he’s doing. This shows Antonio to be a cold-hearted man, one who is able to quiet that little voice inside his head and push it to the back of his brain and continue with his terrible acts. In the next thought, he says, â€Å"†¦but I feel not this deity in my bosom,† admitting he doesn’t feel the tug of a conscience in his heart.