Urgent work needed

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خالل من وذلك الموظف حياة دورة لمراحل مفصل : شرح a. An examination to the different stages of the HR life cycle applied to that job by doing

the following

- : تعريف دورة حياة الموظف

HR-Life Cycle’s Definition

........HR Cycle pertains to the distinct stages that employees go through amid their employment within the company that they work. Therefore, allowing a company to look into the human

resource strategy and execution (Thompsen, 2009).

ختر دورا معينا من وظائف واشرح عنها ) المسؤوليات والمتطلبات ( ا

موظف حجوزات ، موظف استقبال ، موظف تدبير منزلي ، مساعد شيف ، مقدم الطعام او اي وظيف من المستويات التي يبدأ بها طالب متخرج حديثا

( اختر واحد )

Choose on role (Reservation Employee, Receptionist, House Keeper, Assistant Chef & Waiter), then introduce this role responsibilities and requirements

...Waiters have multiple roles that they undertake within a company beginning with the delivery of food orders from the kitchen I the client. Furthermore, they have the responsibility to issue

menus to customers and take their orders. They have the responsibility of creating a communication link with customers for example responding to any questions that they may have for example the location of the washrooms. They have the duty or rendering customer

complaints to the kitchen

Waiter requirements include completion of secondary education with certificate proof, fluency in English and communication skills, previous restaurant experience, coordination when carrying

items such a as plaits, ability to standing for long hours, flexible working hours and much more.

اشرح بالتفصيل المراحل المختلفة لدورة حياة الموظف المطبقة في تلك الوظيفة ) التعريف ، انواع ، االهمية

Explain in detail the stages of HR-Life Cycle (definition, types , importance)

واالختيار – 1 : التوظيف

1. Recruitment & Selection

: Attraction االستقطاب الجذب

الموارد البشرية والوثائق في كل مرحلة من مراحل دورةاتأحكام وتوصيات صحيحة حول كيفية تحسين عملياصدار حياة الموارد البشرية من خالل :

Make valid judgements and recommendations on how HR process and documents at each stage of the HR life cycle can be improved through :

explain more

......Attraction pertains to the stage if making a job position within a company appear appealing i.e. a great place to work (Thompsen, 2009). . For example, the public should know that there is

a great organization culture within the workplace. The importance is to encourage and motivate qualified candidates to apply for a job opening a the company whenever there is an opening

Recruitment التوظيف من خالل االعالن : At this stage the company is seeking to fill out a job opening (Thompsen, 2009). For example, inquiring from members of the company if they have anyone in mind to fill a vacant role, placing job vacancy advertisements on platforms and much

more. The importance of this stage is announcing to the public the presence of a job vacancy within the company

Interviews pertains to the data collection method in recruitment where an applicant responds to questions asked by the employer orally for assessment of multiple areas, behavior, personality,

experience and much more (Guest, 2011). Some interviews are structured while others are structured which entails the same questions for every client while the opposite being

unstructured. The importance interviews is to filter the qualified clients beyond the academic requirement fuffillment

والتوجية – 2 : On boarding Orientationاالعداد

At orientation, human assets employees and organization management officially introduce new hires in your organization. If performed on-web website online and in person, orientations are

generally conference-room or classroom-fashion activities that carry collectively new hires from distinctive departments throughout an organization. Specifically Human resources and company

leaders usually delivers data through videos and presentation. Numerous of time companies have o schedule the time for every leader to welcome innovative employees in their company .

: هناك ثالث مراحل

There are three stages:

التهيئه والتوجيه - 1

Orientation. .On boarding orientation pertains to ensuring that the hired employee is well adjusted within the company (Thompsen, 2009). For example communication on the vision and

mission of the company, clarify job description and regular follow ups. The importance of this stage is to ensure that there is a smooth interaction between the hired employee and the rest of

the staff members and organization.......................................................................................................................................

.................................................................................................................................................2 - ادارة االداء والتقييم

Performance Management – Evaluation. .Performance management entails evaluation which looks at how the employee is functioning within the company for example how they interact

with others, key contributions at work, any policy violations and much more (Thompsen,

2009). The importance is to determine whether the employee needs training in certain areas, recognition of accomplishments and much

more................................................................................................................................................... التطوير -3......................................................................................................................................

والتدريب

Training and development. Training and development pertains to the placement of measures within a company that seek to enhance the skill and knowledge of an employee in areas that

they are weak or the company needs to implement for example the use of information systems (Thompsen,

2009). ................................................................................................................................................ .........................................................................................................................................

العمل ) - 3 ترك والخروج لنقل E : ا

Exit & Transition

...At this stage the employee leaves the company but doesn’t cause significant disruptions such as retirement (Thompsen, 2009). Transition ensures that the company can easily adjust to the departure of the employee such as nomination of possible candidate within the company that

would fill the position. ............................................................................................................................................

...............................................................................

........................................................................................................................................................... ....................................................................

اذكر المراحل الثالث في الجدول االتي مع تحديد االهمية والمشاكل لكل مرحلة

Explain the importance and issues in each stage :

المشاكل / التحديات Problems , Issues & Challenges

االهمية Importance

المرحلة Stage

1 – Hiring staff members that

don’t integrate well with the rest of the staff members for

example due to personality conflicts....................................

......... ............................................. ............................................. .............................................

2- Urgency in filling out the

position may rush the process and lead to the wring

recruitment and selection

1 - ...Ensure a company can fill a position with qualified staff

members hence meeting needed skills and knowledge

to meet he vision and mission of the

company................................... ...

..........................................

.......................................... .........................................

2- ...Decreases the excessive workload being placed on

certain members within the company by adding more staff

Recruitme nt and selection

التوظيف واالختيار

(Rutherford, Buller, & McMullen

2003 ......................................... ...

.............................................

............................................. 3 –

...Possibility of legal suit where the client feels some bias

hence the need to ensure that there are no misconceptions

during the recruitment stage.........................................

. ............................................. ............................................. .............................................

members.................................. ....

.........................................

......................................... 3 –

.A proper recruitment and selection strategy saves on money and time. Whereby,

there are specific job requirements ti increase

chances of success rather than relying on a gut

feeling....................................... .

.........................................

1 – Lack of willingness of certain

staff members to follow the directions made by human

resource for example excessive tardiness Guest,

2011)........................................ ..

..........................................

.......................................... .........................................

2- ..Lack of motivation to comply with the relevant directions for

example due to low pay........................................

.........................................

......................................... 3 –

Lack of flexibility to cope with the changes taking place

within the company during preparation and

direction(Rutherford, Buller, & McMullen

2003.......................................... ......................................... .........................................

1 - Ensures the achievement if the relevant goals and

objectives in line with the mission and vision of the

company Guest, 2011)........................................

.. .......................................... .......................................... .........................................

2- ...Increases the efficiency and effectiveness of

performance of employees within an

organization............................. .........

.........................................

......................................... 3 –

Ensures maximum use of resources within the company

for example by preventing duplication of task, wastage

and much more.........................................

.........................................

Preparatio n and

direction

االعداد والتوجية

.........................................

1 – ..Poor transition issues where

the client caused disruption during exit for example

suddenly quitting.....................................

... .......................................... .......................................... .........................................

2- Loss of a qualified and trained employee which the company

has taken time to train over the years to meet their

expectations. Therefore, the owner is personally attached

to the employee..................................

...... ......................................... ......................................... .........................................

3 – ..Procrastination in looking for the person that would best fit

the role. ......................................... ......................................... .........................................

1 - ...Opens doors to new skills and knowledge from the

vacant position now in place after

exit....................................... .......................................... .......................................... .........................................

2- .Allows a company to get feedback on the working

experience within the company and areas to

improve.................................... ...

.........................................

......................................... 3 –

..Encourages motivation opportunities for the company

through promotion opportunities opening

up........................................ ......................................... ......................................... .........................................

Exit and transition

الخروج واالنتقال

نقاط القوة والضعف ألهميه كل مرحلة

Strengths & Weakness of importance each stage

المرحلة نقاط القوة نقاط الضعف 1 –

...Acquisition of relevant skills and knowledge necessary for

efficient task completion...............................

.......... ............................................

.............................................

1 - ..Presence of personality and behaviors that could

hinder the task delivery process such as poor

interpersonal skills (Rutherford, Buller, & McMullen

2003)....................................... .......................................... ..........................................

Recruitme nt and selection

2- Encourages task delegation

within the company...................................

.......... ............................................. ............................................. .............................................

3 – Better time and cost utilization

by decreased time spent in training or outsourcing Guest, 2011)........................................

...... ............................................. ............................................. .............................................

......................................... 2- Lack of uniformity of the completed tasks in the end

due to delegation(Rutherford, Buller, & McMullen

2003)......................................... ......................................... ......................................... .........................................

3 – Job descriptions could change

over time due to market trends hence causing

additional costs and time wastage Guest,

2011)......................................... .

.........................................

التوظيف واالختيار

1 – Accomplishment of vision

and mission.....................................

... .......................................... .......................................... .........................................

2- Proper task completion within

the context of the relevant job.........................................

.........................................

......................................... 3 –

..Ensures proper resource allocation..................................

..... ......................................... ......................................... .........................................

1 - Possibility of inability to learn the necessary knowledge

and skill during the training process......................................

.... .......................................... .......................................... .........................................

2- Directives hindering the creative and innovative

process of an employee..................................

....... ......................................... ......................................... .........................................

3 – ..Does not consider the

possibility of being overworked in the interest of decreased

wastage of lean management.............................

.......... ......................................... ......................................... .........................................

Preparatio n and

direction

االعداد والتوجية

1 – ..Future increase skill and

knowledge within the company...................................

..... .......................................... .......................................... .........................................

2- ...Feedback from leaving

employee ensures that the company can improve the working experience of the

remaining employee..................................

.... ......................................... ......................................... .........................................

3 – ......Gives motivation for the employees on the possibility

of internal career growth...................................

.........................................

1 - Loss of the already qualified employee hence

opening doors to more costs and time for training the new

recruit....................................... ..

..........................................

.......................................... .........................................

2- The feedback could be in areas that the company is incapable of changing for

example increase pay when the company is going through

financial challenges.................................

...... ......................................... ......................................... .........................................

3 – There is the possibility that a

company would need to outsource to fill the vacant position which could cause

turnover due to the perception of lack of internal growth

within the company (Rutherford, Buller, & McMullen

2003........................................ ......................................... ......................................... .........................................

Exit and transition

الخروج واالنتقال

: Valid Conclusion الملخص ) االستنتاج (

.....In conclusion, despite the weaknesses associated with the importance of recruitment and selection, preparation and direction and exit and transition, these issues can be mitigated or are

not significant enough to outweigh the importance of need for these aspects of human resource. For example, recruitment and selection is necessary to ensure objective completion

despite the weaknesses that its importance may have because running a company is not a one man’s job

: الوثائق المطلوبة في كل مرحلة

Required documents in each stage

Documents Stage 1 – ....Academic completion certificates and

awards

2 – ..Letter of recommendation from previous place of work. 3 – Identification card......................................

4 – Resume and cover letter.....................................................

Recruitment and التوظيف واالختيار selection

1 – ....Memo instructions...................................................

2 – ......Company policy documents ................................................

3 – Individual employee performance review reports......................................................

4 –Relevant, articles, news reports on market trends to prepare

employee. ......................................................

Preparation and direction االعداد والتوجية

1 – Identification card as proof of age during retirement......................................................

2 – Letter of resignation ......................................................

3 – Social security card ......................................................

4 – Birth certificate......................................................

Exit and transition الخروج االنتقال

: الوثائق مع الشرح للوثيقه المقترحة العمليات و توصيات لتطوير

Judgment and recommendations regarding the process and documents

يجب اقتراح تحسين يتعلق بالعميان واخر بالوثائق في كل مرحلة

توصيات وحلول Recommendations for the

process and documents

الحكم Judgment

المرحلة Issues / نقاط االضعف Stage

1 – Identification card

should only be used to determine legal work

age and nothing more..............................

..............

Determ ination of age

to work

Determination of previous

1 - Sometimes companies use age to

remove certain candidates for example when

looking for someone young ........................

Recruit ment and selectio n

...................................... .......

2- Letter of

recommendation should accompany

proof of conduct Guest, 2011).............................

................ ......................................

.......

work experience

.................. ...................................

....... 2- Some former

places of work may have invalidated poor recommendations for

an employee Guest, 2011). .......................

.................. ...................................

......

التوظيف واالختيار

1 – Company policy should

accompany valid and ethical reasons to

encourage compliance ...................

....................... ......................................

.... 2-

Individual performance review reports should

consider the career plan of the

employee...................... ...................

...................................... ...

Observ ation

of rules that

represe nt the brand of the

compa ny

Determ ination

of whethe

r the employ

ee is workin g well

1 - Some company rules could be

discriminatory for example restaurants that require women

to wear short skits............................

.............. ...................................

....... 2- The culture of the work place could be demotivating to an

employee................... ......................

................................... ......

Prepara tion and directio

االعداد والتوجية

Letter of resignation should include the

reason

Social security number should include pension

plan payment

Determ ination

of reason for exit

that pertain

to the compa

Determ ination

An employee could lie about the real reason for their exit to leave

on a god note

An employee could have a poor pension plan

النقل والخروج

Exit and transitio

pensio n plan

for the retiring employ

Recommendations for the development of documentsتوصيات لتطوير الوثائق

1. Ensure clear communication on the documents needed at any of the stages.

2. Ensure that the persons using the documents have an understanding on the best use of these documents

3. Use the documents in an integrated manner rather than individually for example the performance review could be analyzed against the company policy(Rutherford, Buller, &

McMullen 2003.

: Valid Conclusionالملخص ) االستنتاج (

.....In conclusion, these documents are needed to ensure that there is better decision making within the company for example the cover letter and resume would help in deciding on the most

suitable candidate during recruitment

السلبية ا السلوكيات لحل مختلفة تقنيات وتطبيق اخترتها التي للوظيفة األداء إلدارة خطة عداد االتي خالل من بالموظفين االحتفاظ مشاكل على : والتغلب

Develop a performance management plan for your chosen job and applying different techniques to resolve both negative behaviors and overcome issues of staff retention by following the below :

1اختر وظيفة محددة من الوظائف الموجوده في الفندق - 1 . Choose specific role from hotel context

..............................Waiter..................................................... 2حدد ماهي مهام ، متطلبات والمهارات المطلوبه لهذه الوظيفة - 2 . Provide the duties and skills, requirements of the chosen role Duties of a Waiter Collecting customer orders and delivering to the kitchen Transporting the food from the kitchen to the customer Taking questions and complaints from the customer Wiping the tables Skills Communication skills Technical skills in carrying items Team work skills Good memory

Keying in orders at the cash registry Requirements Previous experience English speaking Secondary school completion

اختر ثالث مهارات تحتاج للتطوير من خالل اعداد خطة تحتوي على ) المهارة او المهمة التي تحتاج للتطوير المخرجات- المطلوبة ، واالسلوب المستخدم ، الوقت المطلوب واخيرا الشخص المسؤول عن متابعة اإلجراء ( من خالل الجدول االتي :

Choose 3 performance gap/ skills and prepare the development plan that includes (improvement area, desired outcome, desired action, technique, planned time and who in charge).

المشكلة )تحتاج لتطوير (

Skill gap Improvement Area

Desired outcome

النتيجة المطلوبه

التقنية المطلوبة

Technique

مدة المخطط

Planne d

Time

من المسؤول

Who in Charge

1. Reduction in time wasted

Carrying multiple orders in one go

A week Manager

2. Ability to

accurately exhange

payments rendered

Entering orders at the cash register

A dayFinance manager

3. Ensuring

high customer

service even during

complaints to achieve

customer satisfaction

Handling custoemr complaints

A day Manager

???/ Add citation

References

Guest, D. E. (2011). Human resource management and performance: still searching for some answers. Human resource management journal, 21(1), 3-13.

Rutherford, M. W., Buller, P. F., & McMullen, P. R. (2003). Human resource management problems over the life cycle of small to medium‐sized firms. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 42(4), 321-335.

Thompsen, J. A. (2009). Achieving a triple win: Human capital management of the employee lifecycle. Routledge.