Culminating Interview of an HR Practitioner

HRPD 701-003 ASSIGNMENT #3

Centennial College

Members:

Egemonye, Benson – 301119876

Gosavi, Samruddi – 300977703

Mason Gordon, Crystal – 301172454

Soontit, Sandy Jo-Ann – 301167125

Theessen, Warren – 301166663

Wu, Chengcong – 301048016

Part A

· What does the company stand for and hope to accomplish as an organization?

· This is outlined in the vision and mission statements:

· VISION: The Jakes family vision is “to provide the warmest customer care and community experience in the world”.

· MISSION: The mission of the Jakes family is “to be the most unique boutique resort in the Caribbean which offers a true Jamaican experience. Our business is to provide a positive experience to all customers using our hotel, villas, spa and restaurant facilities. Our ultimate goal is to satisfy our clients to the extent that they can never forget us. This will be achieved primarily through the professionalism of well-trained staff to ensure customers receive the highest customer service that can be provided.”

· What is your mission, vision, strategic goals/direction? This is outlined in the vision and mission statements:

· VISION: The Jakes family vision is “to provide the warmest customer care and community experience in the world”.

· MISSION: The mission of the Jakes family is “ to be the most unique boutique resort in the Caribbean which offers a true Jamaican experience. Our business is to provide a positive experience to all customers using our hotel, villas, spa and restaurant facilities. Our ultimate goal is to satisfy our clients to the extent that they can never forget us. This will be achieved primarily through the professionalism of well-trained staff to ensure customers receive the highest customer service that can be provided.”

·

· How has this changed/evolved in the past 50 years? In keeping with our vision and mission we have now added a service mission which states “ I ensure that every Jakes guest leaves a Jakes Ambassador.”

· This has 10 service standards; see below:

Part B: Front Desk Receptionist (Job Description Needed)

· How do you evaluate the employees’ performance or what kind of evaluation system does the company use and what are the measures to do the evaluation? An employee performance appraisal is conducted at the end of a 6 month period. A performance appraisal form is used as the instrument. See sample attached.

· Who is involved in the performance appraisal process? The Head of Department (HOD) conducts the appraisal and the appraisal form is then reviewed by the Human Resource department in collaboration with the General Manager/Directors.

· Are there any differences on the evaluation standards/metrics for different job positions from rank and file to middle managers to senior managers? Two different standards/appraisal forms are used to evaluate the managers/superviors versus the line staff. Managers/supervisors are appraised by the Directors and General Manager. Please see attached.

· How are the results from the evaluation feedback shared with Front Desk Receptionist and who leads these discussion?

· Results are shared, discussed and agreed/disagreed upon in the face to face appraisal process with HOD and Front Desk Receptionist.

· Are there developmental goals which includes set timeline for an employee to improve on their performance if the evaluation was unsatisfactory?

YES, based on their overall appraisal score they are ranked into different performance categories. The two lowest categories are: Ordinary to Acceptable Performance and Poor Performance. If the individual falls into the Ordinary to Acceptable Performance category, the timeline is to be determined. However, if the employee falls into the Poor Performance category a timeline of no less than two (2) months is to be determined and if no improvement, termination considered.

· Have there been any changes made to the company’s performance evaluation system in the past 50 years? The company is 28 years old but the appraisal form is frequently revised and updated accordingly. Also, employee of the month/year was introduced over time.

· If yes, what inspired the changes? The need to keep up to date and to keep the staff motivated by so doing boost productivity.

· What changes were made and how did these changes impact the employee’s performances? (Companywide responses are fine for this question)

· The staff members were better able to understand the importance of performance evaluations and were excited/motivated to improve their performance as they aspired to be compensated through monetary gains, a plaque and company recognition.

Part C: Compensation

· Does Jake’s Hotel currently have an incentive scheme for the Front Desk Receptionist’s position?

· If yes, what is it? YES, they receive commission based on surpassing monthly booking revenues in comparison to the previous year.

· If no, why not? N/A

· Are there incentive programs for other posts/roles in the company?

· If yes, please share some of these other incentive programs.

Employee of the month/year which comes with a cash reward and plaque. Long service awards for 5, 10, 15, 20 years, which also has a cash reward and plaque.

· If the Front Desk Receptionist post does not currently have an incentive program, would you recommend one for implementation? N/A

· Why or why not? N/A

· How do you think incentive programs impact Jakes employees, whether positively or negatively?

POSITIVELY- They are motivated to perform to their best. Incentives tied to monetary rewards seem to work best. However, there are a few who recognition is more important for them.

Part D: Benefits

· What are the three main roles of discretionary benefits?

· Income and Health Protections (sick leave)

· Paid Time-Off (vacation, holidays)

· Accommodation and Enhancement (wellness programs or educational assistance are examples)

· I don’t understand this question as discretionary benefits are benefits that are required by law. Paid Sick leave of 10 days is required by law…but company allows for additional sick days unpaid, vacation is an entitlement by law… but leave of absence my be granted on a discretionary basis.

· How do you evaluate and determine employee benefits package? THIS IS DETERMINED IN TANDEM WITH THE LABOUR LAWS. Also, company discretion is used as well.

· Example: Legal obligation

· What other benefits do you provide for your employees? Example: Health Insurance, what do these benefits cover/ provide? HEALTH AND LIFE INSURANCE; company pays 50% of the cost for health insurance for the employee and 100% life insurance for the employee. Employee discounts of 25% which extends to the parents and children of the employee as well; however lunch (while at work) bought at our restaurants is at a 50% discount. There is also affordable lunch available specially for staff.

· If you could make any change/s to the employee’s benefit package, what would you change? Why? I would add a childcare program because most of our staff members have children and so that would ease the burden of having to find a sitter for their child/ren.

Part D: Benefits (ADDITIONAL QUESTIONS ASKED IN SECOND INTERVIEW)

Is it possible to distinguish the benefits based on full-time and part-time/ contract workers? I gather that the benefits are paid out based on these classifications. 

· PART TIME WORKERS DO NOT RECEIVE GRATUITY, ONLY FULL TIME. BOTH FULL TIME & PART TIME EMPLOYEES BENEFIT FROM THE EMPLOYEE DISCOUNTS, HEALTH INSURANCE and LIFE INSURANCE.

Vacation

- Full-Time: According to the law, a staff accumulates vacation days every XXX weeks. Can a staff get their accumulated days within the first year of working at Jakes or if it available after the first year of work?

· AFTER THE FIRST YEAR OF WORK. 

Also, what happens if the staff accumulates days during the first few months then decides to leave the company or is terminated, how would the vacation compensation handled?

· IF THE EMPLOYEE DID NOT WORK BETWEEN 110 - 220 DAYS AS OUTLINED IN LAW, EMPLOYEE DOES NOT RECEIVE VACATION BENEFITS.

- Part-Time/ Contract Workers: Do these staffs get vacation entitlement or contract breaks? How much?

· YES THEY DO, THEY EARN 1 VACATION DAY FOR EVERY 22 DAYS WORKED AFTER 110 DAYS.  

- Tenure: Is it 2 weeks up to 5 years? 1- How much after 5 or 10 years? What are the maximum vacation days paid out by tenure?

· VACATION LEAVE AND PAYMENT IS DONE ACCORDING TO LAW- 2 WEEKS VACATION/PAY FOR TENURE OF BETWEEN 1-10 YEARS AND THEN 3 WEEKS VACATION/PAY FOR TENURE OF 11 YEARS & OVER.

Sick Leave

- Full-Time Staff: 

Major Medical Illness/ Procedures: You noted that unpaid vacation is an option, what about major procedures, do they get paid time off beyond the 10 days (Stroke, heart attack, cancer, surgeries)

· THIS IS UP TO THE DISCRETION OF THE COMPANY. I AM UNABLE TO SAY THAT EVERY EMPLOYEE WHO, FOR EXAMPLE, UNDERGOES A SURGERY WILL BE GIVEN XX PAYMENT. IT IS ALL BASED ON DISCRETION & AFFORDABILITY.

Part-Time/ Contract Workers: Is sick leave given? YES IT IS. Does it follow the same format as full-time workers?

· SAME APPLIES

Maternity Leave

- Full-Time: How much time off is given?

· 12 WEEKS; 8 WEEKS PAID. Is there an option to extend time off without pay? ON A DISCRETIONARY BASIS, YES.

- Part-Time/ Contract Workers: Do they get maternity? Same process as Full-time?

· SAME PROCESS

Late Night Work

- Is accommodation given to staff if they have to work late at night?

· YES, THIS HAPPENS MOSTLY WHEN THE EMPLOYEE HAS DIFFICULTY GETTING HOME.

- Is transportation provided or a stipend or reimbursement?

· NIGHTLY STAFF TRANSPORTATION AT NO ADDITIONAL COST

Educational Assistance

- Full-Time: Do you provide this for staff children? If yes, how does the program work?

· ON A DISCRETIONARY BASIS; MOSTLY THROUGH OUR NON PROFIT ORGANIZATION- BREDS

- Part-Time/ Contract: Same as full-time or this is not a benefit for this classification of staff?

· SAME APPLIES

Accommodation Discount for Staff

- Full-Time: I realize it says employees parents and children, what about the spouse?

· SPOUSE AS WELL, LIMITED TO ONLY SPOUSE, CHILDREN, PARENTS

-  Part-Time/ Contract: Do they get these same benefits as full-time workers?

· YES

Pension

- Full-Time:

· Do you have a pension program in place for full-time employees? Explain how the contributions work, termination/resignation accommodation for pension payout (vested vs unvested), retirement age and payout. STAFF ENROLL USING PRIVATE PENSION SCHEMES ESPECIALLY WITH SAGICOR

· Part-Time/ Contract:

· Do they get these same benefits as full-time workers? SAME APPLIES AS FULLTIME

Health Insurance - Full-time: Can spouse and children be added?

· SPOUSE & CHILDREN ONLY CAN BE ADDED

Does Jakes pay towards the beneficiary's coverage?

· ONLY FOR THE EMPLOYEE'S COVERAGE, 50% IS PAID BY THE COMPANY

- Part-Time/Contract:  Do they get these same benefits as full-time workers?

· SAME APPLIES

Fixed Salaries/ Weekly Wage

- Fulltime: Do these staff get paid a flat monthly payment regardless of the number of hours worked?

· NO, PAYMENT IS MADE FORTNIGHTLY. IT IS BASED ON A HOURLY RATE.

- Part-Time/ Contract: How do these staff get paid and confirm that is based on hours worked.

· PAID FORTNIGHTLY. BASED ON DAILY RATE.

Tips

Do you have a tipping policy in place? If yes, what is it?

· WE ALLOW TIPPING. CUSTOMERS ARE FREE TO TIP AS THEY LIKE, BUT WE ENCOURAGE CUSTOMERS TO TIP AT 10% OF BILL.

Are they any other benefits at all that we might have missed, whether government or company driven benefits? 

*3 DAYS PAID BEREAVEMENT LEAVE GRANTED FOR BOTH FULL/PART TIME WORKERS. IT IS GRANTED ON THE PASSING OF PARENTS, SIBLINGS, SPOUSE OR CHILDREN.

*UNIFORM TOPS PROVIDED.

*STAFF LOAN/ADVANCES: GRANTED FOR EMERGENCY CASES ONLY AND AT THE DISCRETION OF A SENIOR MANAGER AND DEPENDING ON THE AFFORDABILITY & PURPOSE

*BONUSES- FULL TIME (FULL)/ PART TIME (HALF); BONUSES ARE NOT GUARANTEED

Part E- System Implementation

I will send over the recommendations Sandy, Sam & I discussed.