The French Revolution Essay example - 891 Words

The French Revolution The French Revolution evokes many different emotions and controversial issues in that some believe it was worth the cost and some dont. There is no doubt that the French Revolution did have major significance in history. Not only did the French gain their independence, but an industrial revolution also took place. One of the main issues of the Revolution was its human costs. Two writers, the first, Peter Kropotkin who was a Russian prince, and the other Simon Schama, a history professor, both had very opposing views on whether the wars fought by France during the Revolution were worth its human costs. Krapotkin believed that the French Revolution was the main turning point for not only France but for most†¦show more content†¦He also began one of the bloodiest periods in French history, the Reign of Terror. During the Reign of Terror, more than 30,000 people were executed, mainly for opposing Robespierres views. Late in 1794, Robespierre was put to death and a new lea der was looked for; this of course turned out to be Napoleon. With many conquered lands under his belt by 1798, Napoleon had a huge following and planned a coup detat. On November 18, 1799, Napoleon became the First Consul of France, or in his mind the dictator. Napoleon then crowned himself Emperor in 1804 and conquered many countries including Austria, Prussia, and Russia in 1805,06, and 07 respectively. Such a strong ruler is bound to fall eventually, this happened in 1815 with his death. Even with the many improvements to the country of France in the late 1700s and early 1800s, some still believe that the French Revolution was not worth its human costs. Detailed below are two opposing viewpoints on the topic. Peter Krapotkin, a revolutionary Russian prince, argues that the French Revolution paved the way for expansion and democratic growth. Krapotkins first argument is that the French monarchy before the Revolution deprived the lower class citizens of food and necessitie s. There was a shortage of food at the time, and the prices were too high for the lower class to afford. The monarchy also taxed the lower class, which made it even harder for them to afford the food that they needed. During theShow MoreRelatedThe French Revolution And French Revolutions2006 Words   |  9 PagesAlthough the American and French revolutions both took place in the late 18th century, both fought for independence, and both portrayed patriotism, the revolutions are markedly different in their origins; one which led to the world’s longest lasting democracy and the other to a Napoleonic Dictatorship. Political revolutions in America and France happened because people felt dissatisfied with the way their country was run. In North America they rebelled against rule from a foreign power, they wantedRead MoreThe French Revolution And The Revolution1523 Words   |  7 PagesThe French Revolution was a time rife with violence, with many revolutionaries using extreme actions to overturn the French Monarchy and create a government based on equality and justice, rather than tyranny and despotism. This violence reached gruesome and terrible heights throughout the revolution, but was justified by the revolutionaries, who believed that their goals of total equality, the end of tyranny, and the return to a virtuous society, allowed them to use means necessary to attain theseRead MoreThe French Revolution And The Revolution1336 Words   |  6 PagesAnalysis The French Revolution was such an important time history. Not only was it a massacre with many lives being lost, including that of Queen Marie Antoinette and her husband King Louis XVI, it was also a time of great political turmoil which would turn man against man that being the case of Edmond Burke and Thomas Paine. Edmond Burke a traditionalist who believed the people should be loyal to the king against his former friend, Thomas Paine a free thinker who believed in order for things toRead MoreThe Revolution Of The French Revolution1040 Words   |  5 PagesWhile there were political and social causes of The French Revolution the most important cause was actually economic. A few years before the French’s revolution the French spent approximately 1.3 billion livres, 13 billion dollars, on the American Revolution. This gracious contribution caused trouble at home. The French Revolution was one of the most important events in history. While it changed the social structure in France it also affected many different countries across the world. â€Å"the treeRead MoreThe French Revolution And The Revolution1640 Words   |  7 Pages The French Revolution is often seen as one of the most influential and significant events in world history (Voices 9). The surge of rebellion present in those against the old regime, or Ancien Rà ©gime, inspired reformers for generations to come. Nevertheless, the French Revolution would not have occurred without the aid of the Enlightenment Thinkers, or Philosophà ©s. These Philosophà ©s’ ideas sparked the French Revolution. Prior to the French Revolution, France was radically different. It was theRead MoreThe French Revolution And The Revolution1321 Words   |  6 Pages The French Revolution The French Revolution was an iconic piece of history that help shape the world. It was a time were great battles occurred. Blood sheds happen almost every day. The streets were red by the blood of bodies that were dragged from being beheaded. The economy was in bad shape. But before all of this the French had a few goals but there was one goal that they all wanted and that was to get rid of the monarchy. This idea did not arrive out of nowhere, the commoners were influenceRead MoreThe French Revolution And The Revolution1223 Words   |  5 Pages French Revolution As the Enlightenment began in the middle of the 17th century, people began to use reason rather than stick to tradition. New Enlightenment ideas spread throughout Europe such as ideas on government. Enlightenment thinkers such as Rousenan believed that the best government was one formed with the general consent of the people. Other Enlightenment thinkers such as Voltaire and Montesquieu believed in freedom of speech and a separation of power within the government. All of theseRead MoreThe French Revolution And The Revolution1221 Words   |  5 PagesWhen people think of the French Revolution, they immediately think of the country of France and how the Revolution affected it. What most people do not think about however, is how the Revolution affected other countries, specifically the country of England. England was affected positively and negatively by the Revolution in that there was an increase of political involvement, but there was a collapse in the economy due to war declared by France. The French Revolution created a battle of conflictingRead MoreRevolutions And The French Revolution956 Words   |  4 Pages Revolutions are a common occurrence throughout world history. With the amount of revolutions in history, there are those that get lost and those that are the most remembered or well known. One of the well known revolutions is the French Revolution which occurred in the years 1789 to 1799. Before the French Revolution, France was ruled by an absolute monarchy, this meaning that one ruler had the supreme authority and that said authority was not restricted by any written laws, legislature, or customsRead MoreThe Revolution Of The French Revolution1636 Words   |  7 Pageswas an old fortress that had served as a royal prison and in which gunpowder was stored. This will be the place where Parisian crowds will lay siege on and use the gunpowder for their weapons, and this will become a great turning point in the French Revolution. 3) The Great Fear was the vast movement that the peasant insurgency of sacking nobles’ castles and burning documents would blend into. This attack was mainly because of seigneurial dues and church tithes that weighed heavily on many peasants

Unit 14 P3 M1 - 1314 Words

For the pass this assignment will describe the investigations that are carried out to enable the diagnosis of these physiological disorders. For the merit this assignment will assess possible difficulties involved in the diagnosis from their signs and symptoms. P3 There are a range of tests and diagnostic procedures is needed to diagnose dementia, but there are several that are fairly commonly used to diagnose dementia. A GP might refer a person to a specialist to help with the diagnosis. For example, they may be referred to a clinical psychologist which is a healthcare professional who specialises in the assessment and treatment of mental health conditions. Another specialist who the GP might refer someone to is a psychiatrist and they†¦show more content†¦To diagnose osteoarthritis, the doctor will collect information on personal and family medical history, perform a physical examination and order diagnostic tests. Further tests such as X-rays or blood tests are not usually necessary to confirm a diagnosis of osteoarthritis, although they may be used to rule out other possible causes of the symptoms, such as rheumatoid arthritis or a fractured bone. X-rays can also allow doctors to assess the level of damage to the joints but this is rarely helpful as the extent of damage visible on an X-ray isn’t a good indicator of how severe the symptoms really are. During the physical examination the doctor will examine the joints and test their range of motion. He will be looking for areas that are tender, painful or swollen as well as signs of joint damage. The doctor will examine the position and alignment of the neck and spine. A diagnosis of osteoarthritis may be suspected after a medical history and physical examination is done. Blood tests are usually not helpful in making a diagnosis. However, the following tests may help confirm it, a joint aspiration which is where the doctor will numb the affected area and insert a needle into the joint to withdraw fluid. The fluid will be examined for evidence of crystals or joint deterioration. This test can help rule out other medical conditions or other forms of arthritis. The doctor might also get and X-rayShow MoreRelatedUnit 2 Assignment P2 P3 M11036 Words   |  5 PagesDate Submitted: Unit: 2.2 Equality, diversity and rights in health and social care I certify that the attached work is original and my own: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Student Signature Assessment Title: Concepts and discriminatory and discriminatory practices Lecturer: Nicky Edwards, Patricia Britto Issue Date: w/c 6th October 2014 Hand in date: 24th October 2014 Criteria 1st Referral Hand in Date 2nd Referral Hand in Date Grade Achieved Signed Dated by Lecturer P2 P3 M1 Learning OutcomesRead MoreOperation Research of Mathematical Formulation Hungarian Method Algorithm2970 Words   |  12 PagesOperations  Research   Unit  6   Unit  6   Structure   Assignment  Problem   6.1.   6.2.   6.3.   6.4.   Introduction   Mathematical  formulation  of  the  problem   Hungarian  method  algorithm   Routing  problem   6.4.1.  Unbalanced  A.P   6.4.2   Infeasible  Assignments   6.4.3   Maximization  in  A.P   6.5.   6.6.   Traveling  salesmen  problem   Summary   Terminal  Questions   Answers  to  SAQs  and  TQs   6.1  Introduction   The  assignment  problem  is  a  special  case  of  the  transportation  problem,  where  the  objective  is  to   minimizRead MoreThe Importance of Lifestyle Factors in the Maintenance of Health and Well-Being 1135 Words   |  5 PagesBTEC NATIONAL DIPLOMA IN SPORT UNIT 14: EXERCISE, HEALTH AND LIFESTYLE TITLE: KNOW THE IMPORTANCE OF LIFESTYLE FACTORS IN THE MAINTENANCE OF HEALTH AND WELL- BEING ASSESSMENT TASK ONE SCENARIO You are a physical activity and health development officer working at Lewisham Council. Your role involves educating the local community on physical activity and health and working with individuals to help them improve their lifestyle. You assess the lifestyle of individuals, provide advice onRead MoreEssay on Work: Goal and Social Care949 Words   |  4 PagesUnit 6: Personal and Professional Development in Health and Social CareUnit 44: Vocational Experience for Health and Social CareBTEC NATIONAL HEALTH AND SOCIAL CAREExtended Diploma Student Name: Abigail bowes Group: BStudent Number: 20138903 | Unit 6 (P2, P5) half 1. Provide an up-to-date CV at the start of the course. 2. Provide an updated CV at the end of the first year. You will required to completed the following * Completed Units * Work Experience * New Skills and QualificationsRead MoreUnit 29 Essay976 Words   |  4 Pagesï » ¿ASSESSMENT RECORD AND FEEDBACK SHEET Year: 2013/14 U31 / 1 Programme: BTEC Nationals Level 3 Student Name: Unit No Title: 29 – Installing and Upgrading Software Assessor Name: Guy Rigby Assessor Signature: Formative Feedback / Submission Date(s): 1st Submission Due Date: 25/10/13 1st Submission Hand-in Date: Final Submission Due Date: Final Submission Hand-in Date: Student Declaration: The attached assignment is my ownRead MorePersonal Finance and Financial Statements1801 Words   |  8 PagesASSESSEMENT Unit: Unit 2 – Managing Financial Resources and Decisions Learning Hours: 60 Hours. Self-learning hours: 90 hours. Course: HND Business Term: Lecturer: Mrs. Verifier: Learners Name Registration Number Learners Declaration: I certify that the work submitted for this unit is my own: Signed: Hand out Date: Submission Date: The Following Sections to be completed by the assessor: Center Name: Center Number: PleaseRead Moreunit 38 Accounting2172 Words   |  9 PagesUnit 38 Business and the Economic EnvironmentLearner name Assessor nameSameeha Hussain/Antonio ZarroDate unit issuedUnit DeadlineDate unit submitted by student27/01/1419/04/14 Criteria referenceTo achieve the criteria the evidence must show that the learner is able toAsst Task no. Assessor initial date when metPASS CRITERIAP1 Explain the effects of changes in the economic environment on a selected business P2 Identify how government policies impact on a selected business P3 Identify the impactRead MoreUnit 21 – Aspects of Contract and Business Law D1, D22650 Words   |  11 Pages l Unit 21 – Aspects of Contract and Business Law Assignment Unit 21 Candidate Full Name: Date issued: Candidate Number: Date due for return: Teacher: Mr M Tissot Date submitted: Email: Learning Outcomes When you have finished this unit you should: 1 Be able to apply the requirements for a valid contract 2 Understand the impact of statutory consumer protectionRead MoreEvent Driven Programming5602 Words   |  23 PagesBTEC Extended Diploma for IT Practitioners Event Driven Programming (2010) ~ Unit 14 ~ Unit Code : F/601/7281 Level 3 14.P1 14.P2 14.P3 14.P4 14.P5 14.P6 14.M1 Explain the key features of event driven programs. Demonstrate the use of event driven tools and techniques. Design an event driven application to meet defined requirements. Implement a working event driven application to meet defined requirements. Test an event driven application. Create onscreen help to assist the users of a computer programRead MoreSpeadsheet Modeling Decision Analysis 5e: Chapter 3 Solutions4520 Words   |  19 Pages( 300 Xij ( 0 Where B1 = 0 B2 = B1 + X11 + X21 – 300 B3 = B2 + X12 + X22 – 400 b. See file: Prb3_13.xls c. X11 = 0, X12 = 100, X13 = 200, X21 = 300, X22 = 300, X23 = 300, Maximum revenue = $444,000 14. a. X1 = pounds of Whole product to produce X2 = pounds of Cluster product to produce X3 = pounds of Crunch product to produce X4 = pounds of Roasted product to produce MAX 1.85 X1 + 1.4 X2 + 1.04 X3 + 1.40 X4 ST 1

Importance of Staff Manpower Planning-Free-Samples for Student

Question: Discuss various Employee problems which are faced by a hotel with respect to maintaining the staff in the Rooms Division. Answer: Introduction The human resource department comprising of the staff of the organization and other relevant managers comprises of the backbone of the organization. This is very accurate in the case of a hospitality industry like a hotel where the customers need to be satisfied with staff contact directly. This is the reason why man power planning of the staff forms a critical aspect of the organization (Cascio, 2018). If the organization engages in an efficient man power planning then it will be able to serve the customers effectively and efficiently, however, just planning is not that simple and very often the organizations fail to motivate the staff to work efficiently towards the completion of the goals and objectives (Mok, Sparks Kadampully, 2013). The given report concentrates on a descriptive analysis comprising of a review of literature which will highlight the various aspects of why a hotel faces the problem of staffing in its various departments. Importance of Staff manpower planning Staff manpower planning is considered important because: It is an essential part of the managerial functions The primary functions of management which comprise of planning, organizing, staffing and controlling are based on man power. Without efficient man power planning, these factors would remain incomplete. Helps in efficient utilization of resources A proper man power planning also goes a long way in utilizing the resources efficiently. An organization is a powerhouse of various resources which will go waste in if the staff is not present to manage the resources effectively. Large scale hotels and organizations require proper planning in order to set out a path that allows efficient planning Motivation The staffing planning and program not only helps the organization to engage the right person for the right job but also engages in indulgence of various motivational programs. These motivational programs comprise of various incentives, bonus and other programs which help to improve the dynamics within an organization (Bratton Gold, 2017). Maintain better relationships An organization should always work in a harmony. It is extremely important for an organization to maintain clear communication with staff in order to ensure that there exists no organizational gap (Riley, 2014). If such a scenario is possible, only then the organization can carry out operations easily. Staffing helps in improving the relationship between the various employees which then goes a long way in long term goal achievement. Higher productivity Lastly, if proper staffing is done, the employees will be able to engage in high production and efficient customer satisfaction which is important for any firm (Alfes et al., 2013). Review of Literature The given review of literature will be reviewing various authors and their perspective on the given areas: Employee talent as a problem in Rooms Division The rooms division in a hotel comprises of three major areas which comprises of the front office, uniformed services and housekeeping. Out of these only the front office is the primary revenue producer of the hotel. The other areas consist of staffing related problems. These departments comprise of a Guest Service Agent, cashier, Night Audit worker, Housekeeping department and the uniformed services like the doorpersons, valet and others. According to Alfes et al. (2013), this job in the rooms division of any hotel is one of the most tedious tasks which involve constant customer contact and fulfillment of their demands. This particularly involves trained staff which has the ability to deal with the customers and fulfill their wishes (Marco-Lajara beda-Garca, 2013). The customers who visit the hotels are often very demanding and rude. Whenever they place a demand upon the housekeeping staff or the uniformed services for that matter, they want it to be fulfilled within an hour or so. This is always not possible, hence they demean the staff and this is the reason, the rooms division staff is often replaced with new staff. Renwick, Redman and Maguire (2013), states that there does exist a talent problem at this division because the staff needs to have adequate skills to meet up with the varying needs of the hotel industry, and they do not possess the required talent. This is because, the ay at this level of the hotel is quite low and highly talented staff cannot be employed because of cost constraints. Due to these factors in the background, employee talent has become a problem in the Rooms division as those who are willing to work at a low pay, lack adequate skills and those who possess these skills, do not want to work at the given remuneration rate. According to Purce (2014), the turnover rate in the Rooms division is around 13% which is comparatively low. Motivations behind employees wanting to work in front office and housekeeping Although working in the Rooms department of a hotel is a tedious task, there are certain employees who would like to work in the front office and housekeeping department. The motivations for working in front office are as follows: Superiority- Marchington et al., (2017), states that the employees engaged in the front office department of the hotel often feel a sense of notional superiority among workers of other staff like food and beverage, housekeeping and others. Thus, these workers consider their job as white-collared and get motivated thinking the same. Less manual work- Working in the housekeeping department has less manual work and more management tasks. Hence, when employees realize that they do not have to work hard physically as compared to the other departments in the hotel, they tend to get motivated. Authority- Working in the front office department as a duty manager gives an employee a high degree of authority. No task in a hotel can be completed without consultation with the manager. According to Jackson, Schuler and Jiang (2014), when the employees are given a sense of responsibility and authority, they often tend to be inspired to work harder for the goal achievement. Career growth- It is generally perceived that working in the front office department is the work of a manager and that this department involves high potential for growth in the career of the employee. For this reason many employees prefer working in the given department. Less working hours- There are various shifts in which the employees can work in a front office job and due to this reason, the employees often feel motivated to work in flexible hours. For housekeeping the motivation can be: High tips- The housekeeping staff is present to serve the customers. Hence, they often get huge tips for the service they provide Marler and Fisher (2013), states that this often works as a high source of motivation for the workers to engage themselves in this jib. Meeting new people- The housekeeping staff often come in contact with employees from all walks of life, therefore they like to gain experience of coming in contact with different kinds of people. Furthermore Budhwar and Debrah (2013), states that this job does not require a specific educational qualification and hence, many people like to work in the given department. Challenges of work front office and housekeeping Working in the front office and the housekeeping department is not an easy task. Many perceive it as a very difficult job which has absolutely no growth prospect. The challenges of working in a front house and housekeeping have been given as follows: Poor leadership is considered to be one of the most dominant challenges of the work in the front office and the housekeeping department. The managers are very stringent and tend to blame the employees for anything and everything that goes wrong. For this reason, the employees often prefer not working in the given department. Less promotion chances- The work at the room divisions department is very static. The work has little or no chances of employee promotion. Any employee would like a growth in their career and for that purpose; the Rooms division department lags that which then leads to a challenge. Unhealthy social life-The timings in the Rooms division department is varying. According to Baum (2016), the lack of work life balance serves as a huge challenge for the various employees working in the Rooms Division department. This is because the working hours is very long in this given department and leads to an unhealthy lifestyle. Poor communication channel- The communication channel in the Rooms division of the hotel is very weak. The managers do not feel the need to communicate the essentials of the organizational visions to the employees which makes them feel as if they are unable to associate themselves to the goals of the organization. Lack of job security- There is no job security in the job of a Rooms Division. It consists of mainly manual jobs like housekeeping, cleaning, laundry and others. These jobs are very tedious and require special skills, which is not possible for everyone to possess. Therefore, for this purpose, the hotels often sack the employees. This gives a lack of job security to the employees which serve as a huge challenge. Best practices adopted by hotels to retain and attract Rooms Division staff Incentives- According to Hoque (2013), incentives tend to serve as a huge source of motivation to the employees and can be considered to be the best practices which can be adopted by an organization. If the workers who have been performing well, be provided certain performance incentives, it will give rise to a good cultured environment which will be good for the hotel. Work in shifts- The employees should be provided a comfortable work shift hours. This will lead to better productivity as the less number of hours they will be working in a firm, they will be working hard for the welfare of the firm Conclusion Therefore, from the given analysis it could be witnessed that the job of a Rooms Division is a very difficult one and requires highly skilled and trained employees. The pay at the Rooms Division department is extremely low and this is the reason why employees often tend to leave the job because of various factors like low job security, poor management and tedious working hours. The management at the hotels needs to make an effort to see to it that they work well towards the goals completion of the hotel and take an effort in order to make the working environment better for the employees. Satisfying the employees will automatically lead to satisfaction of customers. Recommenations on how to retain the staff Retaining the staff forms an essential component of the Rooms Division staff. This is because that exist high costs of training the employees, again and again and certain measures are taken to keep them in the hotel, the company would save costs. The given four essential steps to keep the employees in the organization are as follows: Start from the scratch and at the very beginning The process of retention of the employees can begin at the very initial phase of interview. The primary key is to see to it that the right employees are hired for the right purpose of the hotel. Right techniques of employing the right kind of staff should be adopted. This may include proper screening of employees, going through their background and relevant work experience. It can be stated that if it is observed that a particular employee has been leaving and taking up work continuously, then there exists a fault in him. Keeping the employees occupied According to Nickson (2013), it is very important for an employee to see to it that the staff is well occupied. Giving a sense of purpose to the staff is the key to long term relationships. If the various tasks of the employees have the tendency to keep themselves busy then they will remain for a long time. For this purpose, the employees need to be given out proper schedules and activities which then will be able to keep them busy and in the firm. Innovative practices Innovation is often considered to be the key aspect of any organization. Giving rise to innovative practices in an organization may engage the employees. This innovation might be new ways of staffing, motivating and recognizing their achievements. The innovation practices mainly concentrate on the new ways of making the employees feel valued and respected. There should be an innovative way of rewarding the employees in front of the whole organization and other relevant programs in order to satisfy the employees. Providing them comfort Any worker if provided an environment of comfort will be happy to remain in the hotel. The comfortable environment needs to be created for the staff who will then feel appreciated. The company can engage in a get together function for the staff in order to see to it that they are satisfied and will be able to face the challenges easily. References Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Alfes, K., Truss, C., Soane, E. C., Rees, C., Gatenby, M. (2013). The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement.Human resource management,52(6), 839-859. Baum, T. (Ed.). (2016).Human resource issues in international tourism. Elsevier. Bratton, J., Gold, J. (2017).Human resource management: theory and practice. Palgrave. Budhwar, P. S., Debrah, Y. A. (Eds.). (2013).Human resource management in developing countries. Routledge. Cascio, W. (2018).Managing human resources. McGraw-Hill Education. Hoque, K. (2013).Human resource management in the hotel industry: Strategy, innovation and performance. Routledge. Jackson, S. E., Schuler, R. S., Jiang, K. (2014). An aspirational framework for strategic human resource management.The Academy of Management Annals,8(1), 1-56. Marchington, M., Wilkinson, A., Donnelly, R., Kynighou, A. (2016).Human resource management at work. Kogan Page Publishers. Marco-Lajara, B., beda-Garca, M. (2013). Human resource management approaches in Spanish hotels: An introductory analysis.International Journal of Hospitality Management,35, 339-347. Marler, J. H., Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human resource management.Human Resource Management Review,23(1), 18-36. Mok, C., Sparks, B., Kadampully, J. (2013).Service quality management in hospitality, tourism, and leisure. Routledge. Nickson, D. (2013).Human resource management for hospitality, tourism and events. Routledge. Purce, J. (2014). The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Renwick, D. W., Redman, T., Maguire, S. (2013). Green human resource management: A review and research agenda.International Journal of Management Reviews,15(1), 1-14. Riley, M. (2014).Human resource management in the hospitality and tourism industry. Routledge

Performance Appraisal case study Essay Example

Performance Appraisal case study Paper The second option is to follow through with promoting Jose Luis, but to find a position with increased responsibilities and salary for Juan. The implications are as follows: Juan could be promoted into a Senior Salesperson role; a supervisory role or even be considered for a promotion at another site. This may serve to placate him. There are a few reasons that this alternative isnt the best option. First, positions shouldnt be created simply to keep employees happy. The organization needs to create and fill positions based on strategic objectives. Second, if the performance appraisal that was carried out was accurate, he shouldnt be moving up simply because of his tenure with the company. The third option is to rescind the job offer and to carry out a proper selection process including the two incumbents as well as any other internal or external incumbents. The implications are as follows: The company should seek legal advice and be prepared in case Jose Luis wishes to seek legal action. Although employment contract as generally considered at will whereby it can be terminated at any time, the company should still be well prepared. Although its not good practice to do this, its not entirely unusual when either a company find out new and relevant information about a candidate or when the company strategy changes. In this case, the new information was that there was less information about the candidate than previously thought. A senior level staff such as the Director of HR should speak with Jose Luis as quickly as possible to inform him of the error caused by the HR Manager. We will write a custom essay sample on Performance Appraisal case study specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Performance Appraisal case study specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Performance Appraisal case study specifically for you FOR ONLY $16.38 $13.9/page Hire Writer He should be informed that his performance is well recognized, but that the company has an obligation to everyone involved to ensure the hiring process is done correctly. If he is indeed the best person for the job the company will soon discover this. The job should then either be posted on a suitable employment website to gather candidates or, more preferably due to time pressures, be sent to a recruiter who may have candidates on hand. In this case, the interviewing can take place within one weeks time and a decision could be made within two weeks. The interviews should be well prepared. There should be at minimum two people present including the Director of Sales and a competent HR person (we would like to leave the current HR Manager out. This will be discussed later. ) The interview questions should be valid. In conjunction with the interview, employee track record (not including the performance appraisals which were uncertain) and seniority with the company, a decision should be made in a fair and equitable manner. Decision should be privately discussed with each internal candidate. He should be disciplined and retrained. Given how pivotal knowledge of hiring and performance management is for an HR professional, the company should evaluate whether or not the incumbent is the right person for the job. Terminating employment may need to be considered. The Director should assess the other responsibilities of the HR Manager. The best option although it will be a difficult one, is to take the fourth option, to rescind the offer and to conduct a fair and ethical hiring process for the position deciding between the two internal candidates. Although it may not send the best message about the company to rescind an offer, it is clear that the process was not done properly. The decision to hire internally is simply because it seems as though the company will be capable of finding a qualified manager between Juan and Jose Luis. If not, external candidates can be considered, but this doesnt seem to be a likely scenario.