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代写被发现:人力资源管理

代写被发现:人力资源管理

本研究是在前人研究成果的基础上提出假设的。进一步的研究是基于符合人力资源实践理论方面的某些模型。此外,研究中考虑的假设得到了文献的支持,因此制定了相应的措施。这些措施在进行定量分析方面很有价值,因为定量分析比定性分析更科学,而定性分析的结果可能存在偏差。

本研究的局限性之一是所采用的测量方法,即与离职意图和偏差行为相关的测量方法被恰当地选择,并且对工作敬业度有相当大的影响。然而,这些度量可能不能提供正确的场景,因为推论不是直接的,并且是从这些度量中派生出来的。此外,这项研究已经进行了一年多的时间。对员工进行为期一年的监控并扣款是一项艰巨的任务。最后,其他可能影响工作投入和偏差的因素,如团队支持、经理和同事的角色,还没有包括在内。这些因素的缓冲效果也需要纳入研究。

人力资源实践/策略的主要发现和应用

研究主要集中在组织支持的POS。主要发现是,如果工作敬业度较低,员工离职意愿和越轨行为就会较高。这种不当行为只会出现在员工认为没有得到组织支持的情况下。

另一个重要的发现与缓冲假说有关,即POS作为调节因子,维持工作投入与偏差行为之间的关系,并为低水平的工作投入提供缓冲。

本研究从两个方面对契约理论做出了贡献。首先,个人资源、工作资源和社会资源三种类型为工作需求带来的压力提供了必要的缓冲(Bakker et al., 2007)。此外,工作资源在所有这些方面的作用是重要的,因为它们具有激励潜力。第二,参与已被概念化为积极工作和精力资源的状态。该研究强调了POS的重要性,因为它不仅可以用于社会交换,还可以作为雇主提供的组织资源。

代写被发现:人力资源管理

The study has been conducted by formulating hypothesis based on previous findings. Further research has been based on the certain models conforming to the theoretical aspects of the HR practices. Moreover, the hypotheses considered in the study are supported by the literature and accordingly the measures have been developed. These measures are quite valuable in conducting quantitative analysis which is more scientific than qualitative approach in which biased results can be there.

One of the limitations of the study is that the measures employed i.e. measures related to turnover intentions and deviant behaviors have been suitably selected and have considerable influence on work engagement. However, these measures might not provide the right scenario as the inferences are not direct and are derived from these measures. Furthermore, the study has beenspreadover a period of one year. It is a difficult task to monitor employees over the one-year time and draw deductions. Lastly, other factors that can affect work engagement and deviations such as team support, role of managers and co-workers has not been included. The buffering effect of these factors also needs to be involved in the study.

Main Findings and Omplications for HR Practices/Strategies

The study is concentratedpredominantly on POS as organizational support. The main finding is that if there is low level of work engagement, there will be higher level of turnover intentions and deviance. Such misbehaviorswill be there only in cases where the employee does not think the support from the organization is there.

Another essential finding is related to the buffering hypothesis i.e. POS acts as moderator to retain the relationship between engagement at work and deviant behaviors and performs as buffer for low level of work engagement.

The present study contributes to the engagement theory in two ways. Firstly, the three types of resources i.e. personal, job and social resources offer necessary buffer for the stress created due to job demands (Bakker et al., 2007). Further,the role of job resources amongst all these issignificant as they have motivational potential. Secondly, engagement has been conceptualized as state of positive work and energetic resource.The study highlights the magnitude of POS as it can be seen not only for social exchange but also anorganizational resource that can be provided by the employers.

英文论文翻译:BFG公司的运营

英文论文翻译:BFG公司的运营

本报告是关于BFG公司的,该公司从事保险业务。BFG的业务分布在5个不同的地区,拥有150名员工。最近,管理层决定将其办公室合并为悉尼的公司总部。管理部门担心管理费用和人员费用无法管理,这已影响到人力资源管理。BFG已被另一家保险公司SIG收购。在经过深思熟虑的总部运营过程中,BFG在员工投诉、客户投诉、员工投诉、销售收入下降等方面一直面临着诸多问题。本报告包括与人力资源测量框架相关的各个方面,以便从人力资源问题上加以克服。员工敬业度、文化和工作环境,以及与离职面谈和员工不满有关的问题。在本报告中,X理论和Y理论被用于BFG的领导力管理。本报告的最后一部分包括对BFG的建议,以便他们能够应用it管理其人力资源。

BFG案例研究

描述公司及其经营目标

BFG是一家10年前在澳大利亚注册成立的保险公司。其主要经营市场在澳大利亚,并与5个办事处在澳大利亚。BFG的主要业务目标是实现20%的基准利润率。但由于BFG的人力资源多元化,人力资源成本巨大,无法实现20%的利润率。BFG无法管理或控制其人力资源或人员成本的开销,这是失败的原因。

英文论文翻译:BFG公司的运营

问题出现

最近,BFG的管理遇到了两个或两个需要注意的问题。在被SIG公司收购之前,BFG已经在5个不同的地点开展了业务,每个地点都有自己的一套人力资源政策。因此,即使合并了不同的地点,BFG也无法解决人力资源管理中的员工或问题(Bach & Edwards, 2013)。BFG管理层面临的另一个问题是没有组织好人力资源管理体系。SIG有自己的一套管理人力资源的政策和实践。BFG的管理很难与SIG的HRM标准相匹配。

问题证据:在BFG的企业运营和人力资源管理中存在的问题或问题很少。大公司所面临的投诉、不满政策等都有所增加。以下是一些显示BFG问题的证据:

由于5个地点的合并,许多员工离开了他们的工作,因此这增加了剩余员工的总体工作量。由于工作量增加15%,导致员工投诉(Bach & Edwards, 2013)。

员工对呼叫中心员工的招聘和选拔过程的不满增加了5%。

由于BIG合并了5个不同的办公室,这导致了员工流动率很高。很多员工离职是因为办公室的重新定位,很多人没有在BFG找到未来的增长(开封等,2012)。

由于办公室的合并,员工无法理解他们的新角色和职责。这导致了销售收入的下降。

英文论文翻译:BFG公司的运营

This report is about BFG Company which is engaged in the business of insurance. BFG has its business operation among 5 different locations and has 150 employees. Recently management had decided to consolidate its office into corporate headquarter in Sydney. Management is concern about its unmanageable overheads and staffing cost and this has affected human resource management. BFG has been bought out by SIG which is another insurance company. BFG has been facing many issues while operating from considered headquarter in terms of staff complaints, customer complaints, staff grievance and fall in sales revenue. This report includes various aspects related to HR measurement framework so as to overcome from human resource issues. Employee engagement, culture & working environment and issues related to exit interview and staff grievance. In this report, Theory X and Theory Y have been used for managing leadership in BFG. Last section of this report includes recommendation have been stated for BFG so that they can apply it managing its human resource.

Case Study of BFG

Description of Company and its Business Objectives

BFG is an insurance company which is incorporated 10 years ago in Australia. It has its main operation market in Australia and was working with 5 offices in Australia. Main business objective of BFG is to achieve benchmark 20% profit margin. But somehow BFG is not able to achieve profit margin of 20 % because of its diversified human resource and incurring huge cost on human resource. BFG is not able to manage or control its overhead on human resource or staffing cost and this is the reason of failure.

英文论文翻译:BFG公司的运营

Problem Experiencing

In recent time, management of BFG has encountered with two problems or issues that needs attention. Since prior to bought out by SIG company, BFG has its business operation at 5 different locations and each location has its own set of HR policy. Therefore even after consolidation of different locations, BFG is not able to figure it out how to deal with staff or issues in HRM (Bach & Edwards, 2013). Another issue that management of BFG faces is of not having organised human resources management system. SIG has its own set of policies and practices that manages human resource. It is very difficult for management of BFG to match HRM standards as of SIG.

Evidence of problems: There are few issues or problems that exist in business operation and management of human resource of BFG. There has been increase in complaints, grievance policy, etc that BIG has been facing. Following are some evidence that shows issues BFG:

Because of consolidation of 5 locations, many employees left their job therefore this has increases overall workload for remaining employees. This has resulted in staff complaints because of workload by 15% (Bach & Edwards, 2013).

Staff grievance has been increased against recruitment and selection process of call centre employees by 5 %.

Since BIG has consolidated its 5 different offices this has resulted in high employee turnover rate. Many employees leave job because of redirection of offices and many does not find future growth in BFG (Kaifeng et al., 2012).

Because of consolidation of offices, employees are not able to understand their new roles and responsibilities. This had resulted in downfall in sales revenue.

personal statement 怎么写:霍夫斯泰德文化维度理论

personal statement 怎么写:霍夫斯泰德文化维度理论

为此,我们分析了来自同行评议期刊和书籍的政府报告和美国统计局的统计报告。调查发现,2015财年美国和中国的商业交易总额为6594亿美元。出口额为1616亿美元,进口额为4978亿美元(Hamilton and Webster, 2015)。中国是美国最大的贸易伙伴,贸易额达5980亿美元。基于这些贸易,中国直接为美国市场提供了25万个就业岗位。678000个工作岗位间接依赖于这些国家之间的贸易协议(Santoro, 2015)。目前的员工有必要了解这两个国家职场文化的细微差别。

一旦建立了这个模型,分析的下一个因素是以前由研究人员研究和开发的学术模型。用Hofstede模型分析了不同工作文化之间的差异。对所有观点进行了批判性分析。最后,提出了在跨文化平台上工作的公司应该如何作为一个整体协同工作的建议。这些在本分析中都作了详细的分析。根据调查结果得出结论。本研究的局限性在于没有进行初步的研究。在提出论点时,考虑了来自知名和同行评审期刊的次要研究数据。

personal statement 怎么写:霍夫斯泰德文化维度理论

以下是对中美职场的重要比较。

两种国家文化中组织工作场所期望和实践的批判性比较:

霍夫斯泰德文化维度理论是一个用来理解跨文化维度的框架。它反映了社会价值观、一定文化内涵对人们的重要性以及这些价值观如何与工作场所绩效组织文化相关联。最初,这是由用于检查一个组织中人们的工作文化的因素分析得出的。该模型经过改进,现在有六个因素可以用来了解不同国家的人民文化和组织文化。考虑权力距离指数、不确定性规避、个人主义、男性气质与女性气质指数、长期取向和人们的放纵态度(Wachner, 2013)。这些Hofstede公式被用来了解企业在经营过程中的文化差异。

personal statement 怎么写:霍夫斯泰德文化维度理论

For this the governmental report and the US bureau statistics reports from peer reviews journals and books were analysed. It was found that the US and China totalled business dealings worth $659.4 billion for the fiscal year 2015. The exported amount was $161.6 billion and the imported amount was $497.8 billion (Hamilton and Webster, 2015). China is the largest trading partner with US that was worth $598 billion in total. Based on these trade China directly supports 250000 jobs in the United States market. 678000 jobs are indirectly dependent on the trade deals between these nations (Santoro, 2015). There is a need for the current workforce to understand the nuances of the workplace culture between these two nations.

Once this was established the next factor that was analysed was the academic model which was previously researched and developed by researchers. The Hofstede model was used to analyse the differences between the work cultures. Critical analysis of all viewpoints was considered. Finally, recommendations were proposed as to how companies working in the cross culture platforms should work together as a whole. These were analysed in detail in this analysis. Conclusions were drawn based on the findings. Limitations of this research is that there was no primary research conducted. The secondary research data from reputed and peer reviews journals were considered while making the arguments.

personal statement 怎么写:霍夫斯泰德文化维度理论

The critical comparisons of the workplace of China and United States have been elucidated in the following.

Critical comparison of organizational workplace expectations and practices in two national cultures:

Hofstede culture dimension theory is a framework that is used to understand the cross cultural dimensions. It is a reflection of the values of the society, importance of certain cultural connotation to the people and how these values relate to the work place performance the organizational culture. Originally this was derived from the factor analysis that has been used to examine the work culture of the people of one organization. The model has been refined and now there are six factors that is used to understand about the culture of the people and the organizational culture in the different nations. Power-distance index, uncertainty avoidance, individualism, masculinity vs. femininity index, long term orientation and the attitudes of indulgence of the people are considered (Wachner, 2013). These Hofstede formula has been used to understand about the cultural difference in the operational procedures of the companies.

paper代写:经营与服务管理理论

paper代写:经营与服务管理理论

翁(2016)认为,产业需要创造力和可持续性。在当今时代,来自供应商、所有者、投资者、员工和客户的不同利益相关者对一个行业的可持续性提出了担忧。讨论了从能源支出到生态破坏的各种可持续性措施。塔可钟遵循的节能措施是为了降低能源成本,从而提高产品对消费者的成本,从长远来看,这也是一项非常可持续的措施,具有额外的影响。翁(2016)讨论了当前一些关于如何创造性地将可持续发展融入组织的研究讨论。作者认为,大多数可持续发展实践最终都偏离了最初的本意,因为其背后有一个利润议程。根据塔可钟的案例,在节能的背景下,确实有一个利润的议程,因为节能有助于改善客户的联系,然而,塔可钟可以利用他们现有的节能倡议,作为提高其他餐厅的意识的方式。他们可以借此机会培训员工更多地节约能源,这将有助于公司通过可持续发展举措提高运营效率。

Chen等(2015)提出了旅游和酒店业存在的需求不确定性问题。餐饮业作为旅游业和酒店业的一部分,可以说这里也存在着类似的问题。在产品需求不确定的背景下,餐饮业可能会措手不及。他们可能会面临满足客户需求所需的员工短缺。他们可能在适当的时候不能满足需求。在这种情况下,业务管理和效率可能受到阻碍。由于拥有良好的流程和设备,餐厅将能够处理这些问题带来的大部分压力。即使在需求不确定的情况下,塔可钟也能够提供一致的服务和产品。尽管需求有波动,但每一种服务产品的一致性属性都是一样的。Pan等人(2007)认为,即使在不确定的情况下,如果组织准备好了,优化也是可能的。

paper代写:经营与服务管理理论

Hwang等人(2010)对Taco Bell提出了另一个有趣的观点。在他研究的引言中,他指出,大多数服务组织最终都是基于战略视角做出能力决策的。该观点认为,在组织确保稳定服务质量的地方,“服务级别通常指定为平均稳定状态等待时间,或者指定为给定的等待时间分布百分比(例如95%)。许多连锁餐厅和快餐行业的直营店都将等候时间标准作为明确的竞争优势宣传。例如,Dominos提供免费披萨,如果交货超过30分钟后,下订单”(Hwang et al ., 2010, p.465)。类似地,Black Angus等其他餐厅也提供免费午餐,他们无法在10分钟内完成订单交付。另一方面,像Taco Bell这样的组织也在制定一种策略,他们试图将系统成本降到最低,以便为客户提供好处,但不会降低质量。因此,这将意味着塔可钟更专注于将劳动力成本降至最低,并确保他们的劳动力被最优地分配到工作任务中。正如案例研究所示,每位员工都接受了良好的创新和节能设备培训,他们还使用了确保一致性的测量钢包。因此,就案例研究而言,它们是基于零售空间进行优化配置的。这个观点很有趣,因为它表明,与Black Angus等其他外卖研究餐厅不同,Taco bell的目标不是纠正一个运营问题或错误,而是从战略上试图完全避免错误。

paper代写:经营与服务管理理论

Weng (2016) argues that creativity and sustainability are required for industries. In current times, different stakeholders of an industry aging from supplier, owner, investors, employee and customer have raised concerns on how sustainable an industry is. Different measures of sustainability from energy expenditure to eco damage are brought into context of discussions. The energy saving practices of Taco bell that it follows in order to reduce energy costs and consequentially improve on costs of product to the consumer also has the additional impact of being a very sustainable measure in the long run. Weng (2016) discusses some of the more current research discussions on how to incorporate sustainability creatively in organizations. The author claims that most of the sustainability practices end up deviating from its original intended meaning because there is a profit agenda in the background. According to the Taco Bell case scenario, there is a profit agenda indeed in the background as energy saving helps to improve customers’ connections, however, Taco Bell can make use of their existing energy saving initiative as a way to increase awareness for other restaurants, too. They can take the chance to train employees to conserve energy even more and this could help with company streamline operational efficiency through sustainability initiatives.

Chen et al (2015) presents what demand uncertainty issues exist in the tourism and hospitality industry. The restaurant industry being a part of the tourism and hospitality industry, it could be said that similar issues also exist here. In the context of uncertainty in demand for a product, the restaurant industry could be caught unprepared. They can face shortage of employees needed to meet the customer demands. They might fail to meet the demand within proper time. In such context, operational management and efficiency could be hampered. In having well streamlined processes and equipment, the restaurant will be able to handle much of the strain introduced by these issues. Even in uncertainty of demand, Taco Bell would be able to provide consistent services and products. Despite the fluctuations in demand, every product served would still carry the same quality in terms of the consistency attribute. As Pan et al (2007) argues, optimization even in the context of uncertainty could be possible if the organization is prepared.

paper代写:经营与服务管理理论

Hwang et al (2010) presents another interesting perspective on Taco Bell. In the introduction paragraph of his research he states that most service organizations end up making capacity decisions based on strategic perspectives. The perspective is that where an organization ensures a steady quality of service, “service level is usually specified as the average steady state waiting time or as a given (e.g. 95%) percentile of the waiting time distribution. Many restaurants chains and fast food industries outlets that waiting time standards as an explicitly advertised competitive edge. For example, Dominos offers free pizza if the delivery is more than 30 minutes after placing the order” (Hwang et al, 2010, p.465). Similarly, other restaurants such as Black Angus also offer free lunch where they are not able to meet order delivery within a time period of 10 minutes. On the other hand, organizations such as Taco Bell work on a strategy where they would attempt to minimize the system costs as well in order to provide benefit to the customer but without decreasing quality. So this would mean that Taco Bell focused more on minimizing their labour costs and ensuring that their labour is optimally allocated to job tasks. As the case study shows, each of the employees is well trained in the innovative and energy saving equipment and they also make use of the measuring ladles that assures consistency. They are hence optimally allocated based on retail space as far as the case study goes. This perspective is interesting, as it shows Taco bell unlike other delivery study restaurants such as Black Angus does not aim at correcting an operational issue or error after it is done, but strategically tries to avoid the error altogether.

美国作业代写:酒店管理

美国作业代写:酒店管理

顾客在登记他们的早餐或午餐选择时享有优先权。要了解当前物流的运作情况,就应该分析服务提供的优势领域。酒店管理人员应该具备提高客户参与度的必要先决条件。应该有一个性能分析来了解酒店处理新需求的实际能力。在这方面已经确定的业务问题是,人们对服务的看法已经降低。有一个相当大的差距,这应该理解使用SERQUAL模型。这使得酒店能够了解需要改进的地方(Hoque, 2013)。在过去,为顾客提供早餐服务有很多问题。在提供的服务和消费者的期望方面有很大的差距。过去的主要业务问题是满足消费者的期望。人民没有按照他们的期望得到服务。这导致了许多消费者对所提供的服务的抱怨。在目前的时代,即使酒店将有能力处理所需的午餐和早餐,也有必要处理消费者对公司提供的服务的投诉。重要的是要处理消费者对质量和感知的要求。

据推断,酒店可能面临的主要经营问题是如何处理消费者对其向人民提供的服务质量的投诉。

美国作业代写:酒店管理

为了增加消费者感知的正面观点,可以使用SERQUAL模型。SERQUAL模型依赖于五个维度。在第一个方面,分析了有形设施的有形方面。在第二个维度,重点是可靠性。第三个方面强调工作人员的反应能力。第四维度是对个人的保证,第五维度是对个人体验的解释(Mauri, 2013)。

期望-构象理论是SERQUAL模型的一部分,该模型试图开发满足消费者期望的服务质量(Mauri, 2013)。期望理论是一种动机理论,它解释了个人基于象征做出决定的方式。

提供优质的服务,满足顾客的期望,是酒店业的当务之急。服务应具有一致性和可重复性,以确定公司的服务质量水平。

美国作业代写:酒店管理

The customers are given preference while checking in about their breakfast or lunch option. To understand the logistics of the current operation there should be analysis of the areas of strength in the service delivery. The hotel management staff should have the required prerequisite to increase customer engagement. There should be a performance analysis to understand about the actual capacity of the hotel to handle the newer requirement. In this the operational issue that has been identified is that the people perception of the services has been reduced. There is a considerable gap and this should be understood using the SERQUAL model. This enables the hotel to understand the areas of improvement (Hoque, 2013). In the past there was a lot of issues in servicing the customers for breakfast. There was a considerable gap in the services provided and the expectation of the consumer. The main operational issues in the past was meeting of the consumer expectations. The people were not serviced according to their expectation. This had led to a lot of consumer complaints about the services that were rendered. In the current times even though the hotel will have the required capacity to handle the lunch and breakfast, there is a need to handle the consumer complaints about the services rendered by the company. It is important to handle the consumer requirements about the quality and perception.

It has been deduced that the main operational issue that the hotel might face is the handling of the consumer complaints regarding the quality of services that has been rendered to the people.

美国作业代写:酒店管理

To increase positive views of the consumer perception the SERQUAL model can be used. The SERQUAL model depends on five dimensions. In the first dimension the tangible aspects of the physical facilities are analysed. In the second dimension the reliability is focused. The third dimension emphasizes on the responsiveness of the staff. The fourth dimension is providing assurance to the personal and the fifth dimension explains about the personal experience (Mauri, 2013).

Expectation-conformation theory is a part of the SERQUAL model that tries to develop a service quality that meets the expectation of the consumers (Mauri, 2013). The expectancy theory is the motivational theory that explains about the ways in which the individuals will make decisions based on the symbolization.

It is imperative for the hotel industry to provide quality services and meet customer expectation. There should be consistency and repeatability of the services to determine the service quality level of the company.