Order ID:89JHGSJE83839 | Style:APA/MLA/Harvard/Chicago | Pages:5-10 |
Instructions:
Human Resources, Job Design and Work Measurement Assignment
Please note the following – applicable to all DB posts:
You must post early enough to give your fellow students time to read your initial post and comment on it; then, you must respond to their comment(s) or question(s) regarding your point of view. This is a must!
Discussion Topic
Read the Case “Hard Rock’s Human Resource Strategy” – CH 10 and respond to the following:
Show your understanding of the OM chapter concepts and the specific case situation
Hard Rock’s Human Resource Strategy
Everyone – managers and hourly employees alike – who goes to work for Hard Rock Café takes Rock 101, an initial 2-day training class.
There they receive their wallet-sized “ Hard Rock Values” card which they carry at all times. The Hard Rock value system is to bring a fun, healthy, nurturing environment into the Hard Rock Café culture(www.hardrock.com/corporate/careers).
This initial course and many other courses help employees develop both personally and professionally. The human resource department plays a critical role in any service organization, but at Hard Rock, with its “experience strategy”, the human resource department takes on added importance. Long before Jim Knight, manager of corporate training, begins the class, the human resource strategy of Hard Rock has had an impact.
Hard Rock’s strategic plan includes building a culture that allows for acceptance of substantial diversity and individuality. From a human resources perspective, this has the benefit of enlarging the pool of applicants as well as contributing to the Hard Rock culture. Creating a work environment above and beyond a paycheck is a unique challenge. Outstanding pay and benefits are a start, but the key is to provide an environment that works for the employees.
This includes benefits that start for part-timers who work at least 19 hours per week ( while others in the industry start at 35 hours per week); a unique respect for individuality; continuing training; and a high level of internal promotions – some 60% of the managers are promoted from hourly employee ranks. The company’s training is very specific, with job-oriented interactive CDs covering kitchen, retail, and front-of-the-house service.
Outside volunteer work is especially encouraged to foster a bond between the workers, their community, and issues of importance to them. Applicants also are screened on their interest in music and their ability to tell a story. Hard Rock builds on a hiring criterion of bright, positive-attitude, self-motivated individuals with an employee bill of rights and substantial employee empowerment.
The result is a unique culture and work environment which, no doubt, contributes to the low turnover of hourly people – one –half the industry average. The layout, memorabilia, music, and videos are important elements in the Hard Rock “ experience,” but it fall on the waiters and waitresses to make the experience come alive.
They are particularly focused on providing an authentic and memorable dining experience. Like Southwest Airlines, Hard Rock is looking for people with a cause – People who like to serve. By succeeding with its human resource strategy. Hard Rock obtains a competitive advantage.
Human Resources, Job Design and Work Measurement Assignment
RUBRIC |
||||||
Excellent Quality 95-100%
|
Introduction
45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Literature Support 91-84 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met. |
|||
Average Score 50-85% |
40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided. |
83-76 points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration. |
52-49 points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met. |
|||
Poor Quality 0-45% |
37-1 points The background and/or significance are missing. No search history information is provided. |
75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration. |
48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met |
|||
You Can Also Place the Order at www.collegepaper.us/orders/ordernow or www.crucialessay.com/orders/ordernow
Human Resources, Job Design and Work Measurement Assignment |
Human Resources, Job Design and Work Measurement Assignment