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美国商科作业代写:星巴克的人才特点

星巴克的咖啡师必须具备许多个人特点和技能,才能发挥他们的作用。这些技能和特点可能包括友好、注重细节、致力于提供客户服务以及在快节奏环境中工作的能力。Pilbeam和Coridge表明成功的资源与良好的组织配合,因为它是与人力资源管理最佳实践,因此招聘的第一阶段应该进行一个角色或个人规范为了建立所需的技能和属性的作用。菲利普斯和沟表明成功的招聘、选择和保留也应该与公司的战略目标一致,因此保健和应该考虑最合适的招聘与选拔的方法以确保他们将吸引最好的潜在候选人,整个过程也将导致长期留住员工。Bratton和Gold指出:“招聘是一个过程,它能产生一批有能力的人才,向一家机构申请工作。选择是经理和其他人使用特定工具从一群申请者中选择一个或多个更有可能在工作中获得成功的人的过程,给定管理目标和法律要求”。因此,托灵顿等人观察到有一些可供选择的招聘和选择策略,包括面试、评估中心和心理测试。每种方法都有自己的优点和缺点,因此根据所涉及角色的资历使用多种方法组合使用并不罕见。然而,在招聘和选拔开始之前,有必要确定一个适合该职位的规范。因此,星巴克咖啡师的建议规格如下..

美国商科作业代写:星巴克的人才特点

A Barista at Starbucks must have a number of personal characteristics and skills which will enable them to carry out their role. These skills and characteristics are likely to include friendliness, attention to detail, a commitment to providing customer service and an ability to work in a fast-paced environment. Pilbeam and Coridge indicate that successful resourcing is as much to do with good organisational fit as it is to do with HRM best practice, and therefore the first stage of recruitment should be to undertake a role or person specification in order to establish the skills and attributes necessary for the role. Phillips and Gully suggest that successful recruitment, selection and retention should also be aligned to the strategic objectives of the firm and therefore care and consideration should be given to the most suitable recruitment and selection methods in order to ensure they will attract the best potential candidates and also that the entire process will result in long term employee retention.Bratton and Gold state that “recruitment is the process of generating a pool of capable people to apply for employment to an organisation. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements”. Accordingly, Torrington et al observe that there are a number of alternative recruitment and selection strategies including interview, assessment centre, and psychological testing. Each has its own advantages and disadvantages and therefore it is not uncommon for multiple approaches to be used in combination depending on the seniority of the role in question. However, before recruitment and selection can commence it is necessary to determine a suitable specification for the role. Thus the suggested specification for a Barista at Starbucks is given below

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