Organizational chart
Employee Turnover- It is the percentage number of employees who quite an organization and are replaced by new workers. In this context it will be important for Business Bay Ventures to be in apposition to measure employee turnover so as to evaluate the reasons for estimating the cost-to-hire due to budge purposes.
Employee Satisfaction-It is a term used to describe if employees are happy and comfortable and that they are gratifying their requirements and needs at work place. Employee satisfaction in Business Bay Ventures is calculated using employee satisfaction survey method. The measures will include workload, flexibility, compensation, resources and teamwork. Employee satisfaction in this case will be significant to the Busines Bay Ventures so as to identify what it needs to keep its workers happy and also reduce on turnover.
Customer Satisfaction-It is a term in marketing that measures how services and products that are supplied by a company surpass a customers’ expectation. Customer satisfaction will be important l to the Business Bay Venture group since it will provides marketers and business people with metrics to use to administer and better their business performances. Customer satisfaction will be carried out for the following reasons; to helps reduce customer churn while increasing customer lifetime value. To acts as a point of differentiation; to acts as a leading pointer of customer repurchases intentions and loyalty
Productivity-it is a measure of economic output per unit of input.For Business Bay Ventures gropu, inputs are categorized as capital and labor while output is categories as measures revenues and other Gross Domestic Products such as business inventories. Productivity will be measured across the entire economy or it will be viewed as from industry to industry to evaluate trends in labor development, earnings levels and technological enhancement.
Number of complaints-these are the average issues raised by customers due to non satisfaction. considering quantitative evaluation to Business Bay Ventures organization, it will measure the positive impacts to the business and its customers. It will assists identify whether the methods used to administer complains is viabl and whether it still need to be improved, or whether customers who had issues are still maintained as customers to the business.
Health and Safety Management-it is a process that is put in place by employers to take care of risks of damage and sickness. In this scenario, The Business Bay Ventures organization will intend to accomplishit health and safety mamangement by identifying, evaluating and calculating risks to employees in all workstation operations. Health, and safety management complexity will varry depending on the different departmnet and also depending on the type of operations carried out.
Recruitment Strategy
Recruiters make use of a range of tactics to bring the best aptitude to their companies.the individual accountable for developing valuable recruiting strategies is typically a recruiting or sourcing manager,talent acquisition manager or director of personnel.Recruiting course changes at a calculated level and may comprise the improvement of applicants interactions, the development of ability pipe-lining, successing setting up, the optimization of employment channels, reassessment of interviewing processes, and the deploymeny of fresh employment technology.Below are sample questions likely to be asked to a job applicant.
Administrator Position
1) How long can you work with us? And what other job can you handle?
2) Tell us about your past achievements, experience and how you can apply them in this organization
3) Tell us about your competence in this job listing, your experience and how your education fits in this job.
4) What are the probable challenges you find difficult to handle in a business organization filed?
5)What are your short and long term objectives for this job?
6) can you tell us why you left your previous job?
7)who directed you to apply for this job?
8) what do you think will be the biggest challence you will face in this job incase the job is offered to you? And what has made you to come up with that view?
Customer Services
- Tell us about your education back ground
- What is your experience in this job listing
- How can you deal with difficult customers
- What changes will you bring to this organization
Security Officer
- What are your career goals for security job?
- What are your greatest strenghts
- How long have you served in security field?
- What strategies can you apply incase of ana emergency?
- How prepared are you in dealing with insecurity issues
- Why did you leave your last job?
- What skills have you added in the past years to improve your experience in security
Nursey position
1)What are the general duties you perform as a nursey?
2)What administrative rights do you have?
3)Are passionate working with children?
4)Describe your previous work experience with children
Cleaner Position
1)Describe a situation when you made a suggestuin to improve your work
2)Describe your work environment that you prefer
3)What is your reaction to instructions
4)What is expectation regarding the renumeration?
5) What are the qualities of a good cleaner
6)how did you learn about this vacancy?
Recruitment process
Selection criteria
A job requirement will convey skills, education, knowledge ,experience and abilities that are thought to be important to performing a scrupulous job.The job specifiaction will be developed from the job examination.Idealy, also developed from a comprehensive job depiction, the job requirement describes the applicant as one who wants to be hired for a specific job.
A job requirement cuts to the across with the employers necessities while the job explanation defines the duties and necessities of an employee’s job in facet.The job requirement provides a in depth occurrence essential to carry out the job,skills, education,characteristics, and knowledge with an indication of the specific job necessities.
Requirements for an Administator position
–bachelor degree in Business or related field
-sales and marketing skills
-four years experience as a sales manager
-Customer care experience
-professionalism
-High integrity degree
-Able to work under pressure
Requirements for a Nursely
1)Have exllent communication skills
2)Have the ability to work with young children
3)Some one who is responsible
4)One with child unique offer
5)Attantion to details
6)A team player
7)Intersting personnes
Security officer requirements
1)Any relevant higher learning qualifications
2)Practicla training on security jobs
3)Yealy seminars
Requirements of customer care jobs
1)Attention to details
2)Modest person
3)Exellent communication skills
4)time management skills
5)Result oriented
6)Ability to work under pressure
Staffing
Staffing in an organization refers to selecting the right personnel for the exact post, working out and developing an employee. It will also involve presentation apparaisal of employees, appropriate promotions, transfers and giving appropriate remenuration and inspiration. The skills required to administer a system proposed to categorize, store and get back huge amounts of data easily are extremely vital in large organizatios.These includes the growth and improving database presentation ,design of databases strategies,monitoring ,competence and setting up for potential expansion necessities .Below is view of possible question sthat can arise as a result of staffing in amy organization.
- How does the company choose the services it will use
- Why work for this company?
- What will be yor role in this position?
- Might you be protected into any particular service?
- What kind of services to offer to customers?
- What do the current employees say about this company?
- What is the current turnover rate?
- What actions should I follow?
- How duties should be assigned to staff?
- Who will be involved in decision making processes?
- What is the expected mode of conduct?
- What motivation factors to put in place for our employees?
- What are the strategies to use?
- What are the employee’s attitudes towards their work?
Gap Analysis
This is a tool that the HR team will use to help discover the gap between its present situation anf the future state that the organization needs to reach.Gap analysis is important because it will help identify if the company is performing to its potential and if not perfoming,the reasons for non-performance to its expectationsIt will aid in identifying flaws in resource distribution, production and planning.
| Best Practise | Best Practise Feasibility | Regulation of Recruiting 100 staff at once | How Recruiting will be carried out |
| The organization should provide and encourage learning and development | Project scope that wil define problems of the organization | The law requires that an organization should not employ more than 100 personel all at onec | Recruitment will be carried out to applicants based on based on Merit and according to employment standards of the organization |
| The work place should provide clear work expacetations and ensure there is quality in the environmenr, resources and eguipments are available to the employees at all time. | Evaluation to examine the price effectiveness of the approach choosen | The law requires that all employees should be entitired to freedom of speech and movement | The qualified candidate is one who will portray the right knowledge and skills for the job and also potential to deliver quality. |
| The employees should be proud,commited and contribute ideas to get innolved in decision making process. | Review-it is an analysis of the foregoing elements to be assembled into a feasibility study and an official review is to be conducted with all partis concerned. | The law require that all employees should be given allowances and entitled to annual leave | Have over five years experience in the job specification |
| Future state | Current state | Next Actions | |
| If a big number of employee left from their job at the same time | Involve a committee to review employee terms and conditions | Carry out a research to know the root cause of the incident | Involve employees in airing their grievances and problems |
| Is the demand of employees covered from Outside UAE ?How do you bring them back? | Yes they are. Through negocaitions with the concerned agencies | Yes they are. Through negocaitions with the concerned agencies | Yes they are. Through negocaitions with the concerned agencies |
| Authorities Concerned | The government, employement agencies, foreign affairs agencies | The government, employement agencies, foreign affairs agencies | The government, employement agencies, foreign affairs agencies |
| Applying for group visa |
Competency/Values Framework
| Intermediate | Moderate | Advanced | |
| Commitment | 0%-44% | 45%-65% | 66%-100% |
| Punctuality | Ever late | Abit Punctual | Never late |
| Speed in Performance | Slow | moderate | fast |
| Creative Intelligence | Minimal | Moderate | Exellent |
| Emotional Intelligence | Quite | moderate | Slow |
| Promptitude | Slow to react | Moderate | Exeptional |
| Time Management | Poor | Good | Excellent |
| Problem Solving Skills | Poor | moderate | Exeptional |
Measuring Employee competency
Competency evaluation is important in the process of making employees career advancement plan.A major significant constituent of performance supervision is training people to build up their skills that may be holding them back from realizing achievements and ultimately moving up the commercial hierarchy.To aquire a complete scrutiny of employees competencies, an employee will be obliged to use various methods, ranging from testing, self-evaluation and surveillance.
- program a time to assemble with the employees to analysis his or her job account and his or her daily job responsibilities and duties. Its advisable to inform the employee that you would be assessing his or her proficiency through a self appraisal where you will be provided with honest and sincere assessment of his or her job performance according to the competencies crucial to complete each task.
- Interpret supervisory ratings in employee presentation appraisals to asses the employee’s proficient distinctiveness and qualities such as honesty ,integrity and self enthusiasm.
- make out the procedural skills that capability employee must have to carry out his or her job functions.monitor and rate the expertise with wich the employee carry’s out each function.This review type typically requires a subject matter specialist.
- scrutinize employee employemet applications , expansion ,report and training summaries and presentation appraisal goals to establish the employee’s abilities or capacity.Identify proficient goals the employee has acknowledged during presentation appraisal meetings-they are good indications of areas that creates attention to the employee as well as areas in which he or she has some propensity.
Competency rate
1=Not valid.
2=I recognize him or her to be performing at a less than efficient level in his or her current place of work on this place of work learning aptitude
3=I recognize him or her to be executing at a rather valuable level in his or her current place of work on this place of work learning competency.
4=I recognize him or her to be performing at an valuable level in his or her place of work on this place of work learning competency.
5=I recognize him or her to he performing at an exceedingly efficient level in his or her current place of work on this place of work learing competency.
References
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Rothaermel, F. T. (2013). Strategic Management: Concepts. McGraw-Hill Irwin.
Simons, R. (2013). Levers of control: How managers use innovative control systems to drive strategic renewal. Harvard Business Press.
Trkman, P. (2010). The critical success factors of business process management. International Journal of Information Management, 30(2), 125-134.
Wheelen, T. L., & Hunger, J. D. (2011). Concepts in strategic management and business policy. Pearson Education India.