硕士课程作业论文：战略人力资源管理范文

发布时间：2016-08-16 07:15

彭布罗克郡是威尔士西南部的一个县。它毗邻卡马森郡东部和锡尔迪到东北。此外，该县是家庭式的彭布罗克郡海岸国家公园，是英国唯一的沿海国家公园和占据了威尔士三个国家公园之一，被斯诺多尼亚和布雷肯比肯斯国家公园还要大。此外，在考察这一总体增长与增加前往旅游景点在英国拍摄数相关景点报道，作为来自天测量访问调查。虽然这个调查报告称，2014年（-7％），，旅游一日游为一体的数量减少，报告的一日游景点增加了9％。此外，还有来自国外的节日走访英格兰+ 9％的提升。相反地，并连夜国内度假旅游的人数下降了2％。在Coolyl娱乐公园的情况下，在夏季期间高峰时间。在此期间，季节性雇员雇用。在一些年来，高周转率的Coolyl和娱乐公园的关键问题，从而使成本比较高。此外，季节性的工作往往是低技能这并不一定意味着员工很容易更换。这些员工的高周转率的影响，如招聘和培训新员工的成本和间接成本包括直接成本，如员工的专业技能丧失，降低服务质量。具有返回季节性雇员的优点是，服务质量可以保持，增强能力可以用来在更大程度上与该员工之间的网络和通信更容易;所有这些都有助于性能和组织的底线。工作流动的一个负面影响是员工之间的社交和沟通结构的破坏。这是季节性雇员特别感兴趣，因为社交网络和友情似乎影响季节性工人的保留。周转和保留是同一概念的正负两极术语，它们将被交替使用。有可能，但是，也是营业额的积极影响，如增加内部调动，更多的机会，并在政策和实践的变化。因此，本文想给在各自的招聘，培训和支付报酬，并提出了一些建议。

Pembrokeshireis a county in the south west of Wales. It borders Carmarthenshire to the east and Ceredigion to the north east. In addition, the county is home to Pembrokeshire Coast National Park, the only coastal national park of its kind in the United Kingdom and one of three national parks in Wales, the others being Snowdonia and Brecon Beacons national parks. In addition, This overall increase in visits reported by attractionscorrelated with an increase in the number of trips tovisitor attractions taken in England, as measured bythe Day Visits Survey. Although this surveyreported a decrease in the number of tourism daytrips as a whole in 2014 (-7%), day trips toattractions were reported to have increased by+9%. In addition, there was a +9% uplift inholiday visits to England from abroad. Conversely, and the number of overnightdomestic holiday trips fell by -2%. In the case of CoolylandEntertainment Park, it is peak time over the period of the summer. During this period, seasonal employees are employed. Over the some years, the high turnover rates are key issues for the Coolyland Entertainment Park, so that the costs are comparative higher. In addition, seasonal work is often low skilled which not necessarily means that employees are easy to replace. High turnover rates among these employees affect both direct costs such as recruiting and training new employees and indirect costs such as a loss of staff expertise and reduced service quality. Advantages of having returning seasonal employees are that the service quality can be maintained, empowerment can be used to a larger extent and that the networking and communication among the employees is easier; all of which contributes to the performance and bottom-line of an organization. One negative effect of job turnover is the disruption of social and communication structures among the employees. This is of special interest for seasonal employees as social network and camaraderie seem to influence retention among seasonal workers. Turnover and retention are terms for the positive and negative poles of the same concept and they will be used interchangeably. There may, however, also be positive effects of turnover such as an increased internal mobility, more opportunities and changes in policy and practice.Therefore, this article would like to give some recommendations on the respective of the recruitment, training and payment and reward.

Recruitment招聘

Well planning is a key process of the recruitment. Before the recruitment, the strategy on how many employees are qualified in the positions, what criteria is designed for the positions (work experience, academic degrees and qualifications) and pay attentions to employees’ personalities (respect to the customers and teamwork). In the hardship of the seasonal staff, recruitment is quite importantstrategy in the human resource planning. 
There are five recommendations regarding to the recruitment for CoolylandEntertainment Park. Firstly, start recruiting Early is the primary recommendation; the company is not the only employer looking to hire seasonal talent. So if the Park waits too long, probably too late. By putting off seasonal recruiting, the park could miss out on reaching the best candidates; secondly, updatingjob postings is quite useful; if using a previously written job posting, make sure it’s accurate and up to date. Change the title to reflect that it’s seasonal; choose job type categories that relate to seasonal or temporary employment; and add appropriate holiday or seasonal hiring phrases as tags. When it comes to the body of the posting, you might consider shadowing a current employee in the position to get a genuine perspective before writing. By communicating expectations clearly, the park can more effectively reach candidates looking for seasonal work and help reduce turnover later in the season; thirdly, investing in the right sources is important that deciphering which channels are best for tapping seasonal talent is really dependent upon current recruiting mediums. Whether rely on a career site, display ads, niche boards, college recruiting or referrals. Identify which channels are the most successful for reaching seasonal job seekers and investment budget dollars accordingly; fourthly, considering tools for managing a talent community for yearly seasonal hiring is important If your organization hires more than a handful of seasonal workers each year, the park could benefit from investing in software that helps recruiters organize their candidate pipeline. A talent community helps recruiters collect and manage candidates so they can keep in touch with last year’s seasonal hires and attract them back year after year. And possibly leverage them for referrals in the future; fifthly, givingpreference to returning seasonal employees is useful; the park may have several temporary employees who plan on returning next season. Make these candidates first choice when this time comes around again next year. Doing so can help streamline hiring for the next holiday season while allowing focus on recruiting more quality candidates like them.

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