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CONTENTS1.Introduction 22.Findings 2 2.1 Current Organizational Structure 2 2.1.1 Hierarchical Structures 3 2.1.2 Span of Control 3 2.1.3 Departmentalization 4 2.1.4 Communication Patterns 4 2.1.5 the Chain of Command 5 2.2 Future Organizational Structure 5 2.2.1 Hierarchical Structures 5 2.2.2 Span of Control 6 2.2.3 Departmentalization 6 2.2.4 Communication Patterns 7 2.2.5 the Chain of Command 7 2.3 Contingency Approach that help determine the Future structure 7 2.3.1 Task 7 2.3.2 Technology 8 2.3.3. Size 8 2.4 RelationShips 8 2.4.1 Line Relationship 8 2.4.2 Staff Relationship 9 2.4.3 Functional Relationship 10 2.4.4 Lateral Relationship 10 2.5 Authority, Responsibility and Delegation 11 2.5.1 The Authority, Responsibility, Delegation of the Sales Manager 122.5.2 Supervision, responsibility, the delegation of Administrative Manager 133.0 Conclusion 134.0 Reference 141.IntroductionThis report has mainly analysis CHU TIAN, which is a Manufacturing enterprises company. According to the contingency approach, there is a need to re-structures the internal structure. It is also to identify the line, staff, functional and lateral relationships. In the report, I will explain the current and recommended structure of the company, and the authority, responsibility and delegation to line management relationships in the proposed structure.2.Findings2.1 Current Organizational StructureAn organizational structure defines how activities such as task allocation, coordination and supervision are directed towards the achievement of organizational aims. It can also be considered as the viewing glass or perspective through which individuals see their organization and its environment. Organizational structure refers to the way tasks are divided up, how the work flows, how this flow is coordinated and the forces and mechanisms that allow this coordination to occur.2.1.1 Bureaucratic StructuresA Bureaucratic is a logical organizational structure in which power belongs to the position rather than the individual. The risk of an organization's leader abusing power is thus reduced. Management assigns duties according to employees' specialized skills, so roles and power structures are clearly defined and employees have the opportunity to grow within their niches. The possibility of advancement serves as employees' primary motive for success. The rigidity of a Bureaucratic is well-suited to highly regulated businesses.A hierarchical organization is an organizational structure where every entity in the organization, except one, is subordinate to a single other entity. This arrangement is a form of a hierarchy. In an organization, the Bureaucratic usually consists of a singular/group of power at the top with subsequent levels of power beneath them. This is the dominant mode of organization among large organizations; most corporations, governments, and organized religions are hierarchical organizations with different levels of management, power or authority. For example, the broad, top-level overview of the general organization of the Catholic Church consists of the Pope, then the Cardinals, then the Archbishops, and so on.This is a row with a very specific kind of command structure. This structure in the approval and order from top to bottom line. This structure is suitable for beginning CHU TIAN's. This is the kind of structure can be easily decisions, and very formal in nature. They have fewer sectors, which makes the entire organization to become a decentralized, so that power and responsibility, this structure can be clearly CHU TIAN bureaucracy and can respond slowly changing market needs and business operations of customers. In different parts of the communication may be relatively poor in particular horizontal communication. Authorities can make it in their favor, rather than the enterprise as a whole, especially if there is an inter-departmental competition decision.2.1.2 Span of ControlSpan of control is the term now used more commonly in business management, particularly human resource management. Span of control refers to the number of subordinates a supervisor has.A Bureaucratic is a logical organizational structure in which power belongs to the position rather than the individual. The risk of an organization's leader abusing power is thus reduced. Managementassigns duties according to employees' specialized skills, so roles and power structures are clearly defined and employees have the opportunity to grow within their niches. The possibility of advancement serves as employees' primary motive for success. The rigidity of a Bureaucratic is well-suited to highly regulated businesses.As for CHU TIAN, the control range of the company is very narrow, the president control 3 management. Typically, managers are easy to delegate, to ensure the implementation of the policy. Due to high cost, many levels, regulatory authorities can get involved in the work of subordinates and without undue delay may cause too much. The possible loss of control by the board of supervisors and the need for high quality management personnel for their workload is so high, the bottleneck can occur.2.1.3 DepartmentalizationDepartmentalization refers to the process of grouping activities into departments. There are some popular types of departmentalization. Such as Functional departmentalization, Product departmentalization, Customer departmentalization, Geographic departmentalization. Process departmentalization or Divisional departmentalization. Owing to the complexity of tasks and the competitive environment in which organizations operate, they often use a combination of the above-mentioned methods in departmentalization.Functions may not be so important as the area covered by CHU TIAN may be widespread and another grouping may be better. In CHU TIAN, the departmentalization will not very developed. A classic example is conflicts between operations staff and marketing staff where operations might want to standardize to get efficiency and marketing might want more variety to meet what they believe are customers’need. Management positions need people of wide experience and this is not readily available in a rigid functional departmentalization system that affords poor training grounds.2.1.4 Communication PatternsCHU TIAN has numerous communication patterns. Generally, a normal company has six types of patterns for communication including line relationships, functional relationships, staff relationships, lateral relationships, matrix structure and hybrid structures. From the current organizational structure of CHU TIAN. It is easy to find that they apply the line relationships, A president controlfive vice general managers, and each manager cannot manage other managers because they are in a same level, and they plays the same roles of subordinate for the general manager.2.1.5 the Chain of CommandA typical pyramid shape is it. Generally speaking, enterprises must take the focus of attention, from transmission to consumer demand and supply. The concept of demand chain channel members are facing a serious issue: can provide more than supply chain value for customers. The main characteristics of demand chain is demand into supply chain, electrically adjustable, needs as the core, to form the alliance of real value. In addition, streaming content demand chain including demand, resources, information, knowledge and cooperation. The core of demand chain management is collected, the demands of the transmission. As for CHU TIAN, demand chain is extremely significant. Company should contact more manufacturers of raw material, such as cotton or wool, it can cut down the cost and attracts them buy CHU TIAN’s production. Also the firm should ensure demand chain can solve the needs of market, sales and service in the value chain.2.2 Future Organizational Structure2.2.1 Hierarchical StructuresTo solve the current problem is too simple organizational structure, resulting in every manager does not recognize their task, so CHU TIAN might confuse inappropriate hierarchy. After the expansion of the organizational structure, there are five levels of management. First, the behavior of the president of the largest controller, they will occupy the highest position of the company, and his weight and balance of each department. Therefore, control of the general manager and president should work for themselves. Then, for each department or manager to manage some plants, and each department in close contact with other departments, each of the managers and their control.2.2.2 Span of ControlSpan of control is the term now used more commonly in business management, particularly human resource management. Span of control refers to the number of subordinates a supervisor has. In the hierarchical business organization of some time in the past it was not uncommon to see average spans of 1 to 4 or even less. That is, one manager supervised four employees on average. In the 1980s corporate leaders flattened many organizational structures causing average spans to move closer to 1 to 10. That was made possible primarily by the development of inexpensive information technology. As information technology was developed capable of easing many middle manager tasks –tasks like collecting, manipulating and presenting operational information –upper managers found they could hire fewer middle managers to do more work managing more subordinates for less money. Narrow span of control for these managers, there is no control. Therefore, the relevant departments should be formatted and organizational structure expansion. Each manager controls four or more sectors, that is, the control range becomes wider than the original structure. The President also as the largest controller, he has a wide span of control. Last but not least, in the future organizational structure of CHU TIAN, many executives have emerged, and to ensure that the president can not control the span is too wide, the impact of corporate management, the scope of their control to maintain an appropriate amount.2.2.3 DepartmentalizationIt is easy to find the current organizational structure of the division sector is not obvious, and these managers can not by an effective organization. Therefore, the expanded organizational structure, CHU TIAN achieved departmentalization. Future structured in a matrix structure. Department for four or more of their own tasks. Communication and organization will be more efficient and between departments and managers must be reinforced, management performance will improve a lot.2.2.4 Communication PatternsThere is no doubt, in front of the organizational structure, mode of communication is too simple, because the management of the relationship between the main line of communication mode behavior. As a result, there is a big change after the organizational structure changes. Changes in the structure of the matrix structure of the future role of each sector are therefore able to easily develop. And managers can become more centralized command, to maximize the degree of completion of the task. In addition, there are several departments, general manager of marketing by an independent management structure which indicates that the matrix is useful in CHU TIAN future organizational structure.2.2.5 the Chain of CommandAs for the previous organizational structure, demand chain is narrow, not conducive to the company's operations, and there are fewer managers. So in the future organizational structure, managers should be more, resulting in a growing demand chain gorgeous. These managers can control the chain of strong demand. For example, the marketing department can make the demand chain more powerful, it can control more sectors to achieve common goals. Finally, make a CHU TIAN chain of command work more efficiently.2.3 Contingency Approach that help determine the Future structureThe situational variables may include task, technology and size, which will determine the systems and structures determined.2.3.1 TaskSituational variables may include tasks, technology and size, to determine the structure of the system and determined. The nature and size of the task is a key factor in shaping the organization. Complete the goal, to provide customers with better service in the products they buy, and to achieve a good brand. CHU TIAN can increase the execution of service. After completing the task, the company can promote standardization and effective services. Technology used by the organizationis the key factor for success. This is not just about the manufacturer but complete way to sale goods or provide services.2.3.2 TechnologyAs a Manufacturer, Technology is a very importance point to compete with others. The process of social and economic development, the company has no choice but to continue to develop new technologies, so this is a need to increase the sales manager can help the company's technology and research and development department has overall responsibility for the design and technology. New technology will improve the efficiency of the produce and cut down the pollution. This change allows the company highly formalized, there are a lot of specialization and division of labor, and high-centralized decision-making. Size of the organization is a key variable affecting the design and structure, small organizations often have several programs usually have a lot of written procedures, organizational chart and formal processes.2.3.3. SizeIf the company is trying to use a task to enter the global market growth, it will need a flexible structure, fluid, easy to adapt to the environment. Therefore, CHU TIAN should expand the scale. Therefore, it is necessary to increase the company's Quality Assurance Manager is responsible for the production of materials and equipment. Increase the size, capacity, number of staff, including customer output and sales resources also increases. Organizational structures tend to more customization, specialization and differentiation. However, more and more and increase the size of the structure also organize activities, but to reduce the concentration of power.2.4 Relationships2.4.1 Line RelationshipA line relationship would exist between the finance director and the finance manager. Hope this helps, I know there are in the 2 business prelims next week. An organization that has formally appointed managers who then have subordinates reporting to them has a “line”structure. The line relationship provides routes for upward and downward communication and links departments together to an ultimate source of authority. Such line relationship are fine in small and or simple organizations. When an org becomes more complex it may be necessary to move away from thistype of structure. Line relationships are found within functions and departments, with line managers being responsible for everything that happens within their department. In CHU TIAN. Market Manager with the Marketing Staff, Friskies Marketing Staff, Marketing Staff and Marketing Staff is a Line Relationship. Export Sales Manager with the Operations Staff, Marketing Staff, Marketing Staff and Marketing Staff is a Line Relationship. Import Manager with the Finance Staff, Marketing Staff, Marketing Staff and Marketing Staff is a Line Relationship. SALES MANAGER with the R&D Staff, Marketing Staff, Marketing Staff and Marketing Staff is a Line Relationship. Technicial Engineer with the Hum Res Staff, Marketing Staff Marketing Staff and Marketing Staff is a Line Relationship.The Advantage of Line RelationshipThis relationship has a simple structure, will have lower management costs. Unified command, in this structure departments to make decisions quickly. Responsibility and subordinate relationship is also very clear and flexible. It is easy to maintain discipline and order.The Disadvantages of Line relationshipIn this structure, which may lead to some sorts of contradictions and inconsistencies. The production department and run, it will cause some adverse effects. This is not conducive to a comprehensive training management personnel.2.4.2 Staff RelationshipThough line relationship is suitable for most organizations, especially small ones, it is not effective for larger companies. This is where the line and staff organizational relationship comes into play. The line relationship where information and approvals come from top to bottom, and with staff departments for support and specialization. Staff relationship are more centralized. Managers of staff have authority over their subordinates, but staff managers have no authority over line managers and their subordinates. The decision-making process becomes slower in this type of organizational structure because of the layers and guidelines that are typical to it. Also, let's not forget the formality involved. In CHU TIAN, the top of manager control two secondary managers. The two secondary managers control different apartment. They can't bypass the immediate leadership yet. In CHU TIAN, the President with the Market Manager ,Export Sales Manager, Import Manager, SALES MANAGER and Technicial Engineer is a Staff Relationship.the Advantages of Staff RelationshipUnder this relationship, responsibility is clear, every departments are aware to what they should do work, the manager could centralize and unify the employee and command. A variety of experts can play an significant business management role. The stability of organization is higher, when external environment changes small , it’s easy to develop an organizing group efficiency.the Disadvantages of Staff RelationshipSome every department becomes a system. And in this structure some departments may don’t pay attention to information lateral communication, which will cause repeated easily and low efficiency. If the departments are delegated with excessive power, it’s harmful to this structure. Some departments are lack of flexibility and lags on response to environmental changes. Also, this structure may increase the management cost.2.4.3 Functional RelationshipThis kind of organizational relationship classifies people according to the function they perform in their professional life or according to the functions performed by them in the organization. CHU TIAN future will make full use of two resources at home and abroad, two market, realize the complementary advantages, synergistic effect, promote quality, technology, management, market and the international community, to create excellent brand, the world famous brand, for the global consumers to provide more high efficiency production and more greener to make greater contribution to the world .The president with the Marketing Staff, is a Functional Relationship.the Advantages of Functional RelationshipThis structure will make the most of the experts’talent and give the lower level work specific guidance so as to make up for the inadequacy of ability of administrative leadership and management.the Disadvantages of Functional RelationshipThis structure is easy to form multiple leadership and results in lower employee do not know what course to they should take.2.4.4 Lateral RelationshipA lateral relationship is where every one involved is equal, for example the finance manager and the HR manager. In management it is a link between two employees of the same organization who are at the same level of authority. They may not have the same job title or description, but they report to either the same person or to people who are of equal standing in the company's chain of command. The term describes the 'side by side' relationship that two employees may have in the hierarchical structure of a business. In CHU TIAN. The methods of departmentalization include: Functional, product, market, geographic, customer, and process. In CHU TIAN. Small capacity linkage line with the Marketing Staff, Operations Staff, R&D Staff and Hum Res Staff is a Lateral Relationship. Large capacity linkage line with the Friskies Marketing Staff , Marketing Staff, Marketing Staff, Marketing Staff, Marketing Staff is a Lateral Relationship.Freeze dry automatic feeding system with the Marketing Staff, Marketing Staff, Marketing Staff, Marketing Staff and Marketing Staff is a Leteral Relationship.Automatic light inspection leak series with the Marketing Staff, Marketing Staff, Marketing Staff, Marketing Staff and Marketing Staff is a Lateral Relationship.the Advantages of Lateral RelationshipIn this case, it can shorten the distance between managers and employees. Longitudinal velocity propagation of information, there will be less distorted information. And employees are more active and autonomy and satisfaction. The best leaders understand the situation of employees. Executives and employees can form a larger group, which is conducive to solve more complex problems.the Disadvantages of Lateral RelationshipBecause the management range is wide, the decentralization of power, it’s difficult to implement the strict control. The managements are difficult to carry out thorough and specific management. When supervisors and employees form a larger collective, with the expansion of collective’s scale, the coordination and consensus becomes more difficult.2.5 Authority, Responsibility and DelegationAuthority in management is the formal or legitimate authority specified in a character that gives a project manager the authority to act in the name of the sponsoring executive or on behalf on the organization. It is the right to direct or guide the actions of others and extract from them responses that are appropriate to achieving the goals of the organization.The Responsibility is a charge assigned to a unique actor to signify its accountabilities concerning a unique business task. The responsibility of an agent is defined as the subset of tasks allocated to him by a manager and it is shown that rent seeking considerations lead the manager to allocate the few tasks to the agent. For the responsibility exists when a superior holds a certain subordinate responsible for a task, when he announces his beliefs that this subordinate contributes most to this task.Responsibility is the obligation placed on a person who has a certain position in an organization to perform a task, assignment or function.Delegation is the assignment of responsibility or authority to another person (normally from a manager to a subordinate) to carry out specific activities. It is one of the core concepts of management leadership. However, the person who delegated the work remains accountable for the outcome of the delegated work. It is the assignment of authority and responsibility to another person to carry out specific activities. It allows an employee to make decisions--that is, it is a shift of decision-making authority from one organizational level to another lower one.About Authority. Authority is vested in organizational positions, not people. Managers have authority because of the positions they hold, and other people in the same positions would have the same authority. Authority is accepted by subordinates. Although authority flows top down through the organizations hierarchy, subordinates comply because they believe that managers have a legitimate right to issue orders. The acceptance theory of authority argues that a manager has authority only if subordinates choose to accept his or her commands. Authority flows down the vertical Bureaucratic are Positions at the top of the Bureaucratic are vested with more formal authority than are positions at the bottom.2.5.1 The Authority, Responsibility, Delegation of the Sales ManagerIn the delicious company sales manager shall be responsible for the sales growth for the company in terms of sales activities. More importantly, the sales manager should make sales plan, and assist in market. In addition, the sales manager should directly support and training related to local customers to achieve sales manager, branch and individual goals. In addition, it is needed to monitor the sales manager sales for each sales on a monthly basis to ensure his monthly sales quota to meet. At the same time, to meet the top customers, help sales representatives to keep in touch, and complete the transaction is also their responsibility. When it comes to power, the sales manager's guidelines, policies, concerned with the approval of the line or the employee relations and budgeting and planning rules authority make necessary decisions to perform his duty, theframework. Taking into account the delegation, for example, the general manager appointed sales manager, to increase economic and trade at home and abroad, and emphasizes the importance of the sales manager, make a plan about ones of cooperation, some large and medium-sized enterprises at home and abroad, the company's sales increased delicious. In addition, the sales manager can execute the plan, if the general manager powers, make the cooperation plan, and communicate with other company, and give a wealth of information and resources. At the same time, it is the general manager of essential, support and supervise the sales manager.2.5.2 Supervision, responsibility, the delegation of Administrative ManagerIn the delicious company's administrative manager's responsibility is to establish and maintain the good relationship with local government departments, and responsible for all office in Chinese, including the headquarters and factory property management. The administration manager has the right to inspect the financial manager fees, before the job description. In addition, department expense approval approved within the scope approved limit, responsible for the choice of region for the service provider is the management authority. Next is the country's delegation, for example, general management appointed administrative manager, choose good people to help the development of the company, and told the administration manager, in order to increase hiring difficulties, ensuring their loyalty to the company. The administration manager can execute plans, general manager gives power, and give a wealth of information and resources. At the same time, it is essential to monitor the general manager, production manager and staff in the recruitment process support.3.0 ConclusionIf CHU TIAN adopts the new organizational structure, it will have a good reputation for its leading market, maximum profit advanced management,. The size of the company and beneficial parts has a dramatic improve. If they do well in these every points above, they will more likely a stable development in its future. Their new technology improve higher efficiency. More size of organization can give the team more powerful to hard working. Different Relationships can control the organization more useful. There are all benefited new Organizational Structure.4.0 ReferenceDavis, R.C. (1951), The fundamentals of top management, Harper, New YorkDrucker, Peter (1954), The Practice of Management, Harper, New YorkEntwisle, D. and Walton, J. (1961) "Observations on the Span of Control", Administrative Sciences Quarterly, 1961Giorgio Agamben, State of Exception (2005)Gulick, Luther and Urwick, Lyndall (1937) (eds), Papers on the Science of Administration, Institute of Public Administration, New YorkHannah Arendt, Between Past and Future (New York, Viking, 1961) "The Concept of Authority”Józef Maria Bocheński, Was ist Autorität? (1974)Koontz, Harold & Cyril O’Donnell (1964), Principles of Management, McGraw-Hill, New YorkMarch, James G. and Simon, Herbert A. (1958), Organizations, John Wiley & SonsRenato Cristi, Hegel on Freedom and Authority (2005)Scottish Qualifications Authority, 2004, China Modern Economic Publishing House, Managing People and OrganizationsZhao, Rosson, Rosson (2007). The Future of Work: What Does Online Community Have to Do with It? 40th Annual Hawaii International Conference on System Sciences (HICSS’07)。

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人力与组织管理8Outcome4

人力与组织管理8Outcome4

Managing People and OrganizationF84T 34Outcome4Yum!Candidate Name:SCNContents1.0 Introduction (3)2.0 The current situation about Yum (4)2.1 Organic system (4)2.2 Organization chart (4)2.3 The method of management (5)2.4 The problems in the current Yum (5)3.0 The solution (6)3.1 Shamrock organization (6)3.2 Matrix structure (7)3.3 The impacts of technology, size and task on Organization structure in Yum (8)3.5 The relationship between authority, responsibility and delegation (10)Conclusion (11)Reference (12)1.0 IntroductionYum! Based in Louisville, Ky, is the world's largest restaurant company in terms of system units with nearly 38,000 restaurants in over 120 countries and territories and more than 1 million associates. Yum! is ranked 213 on the Fortune 500 List and generated more than $12 billion in revenue in 2011. The brands include - KFC, Pizza Hut and Taco Bell –are the global leaders of the chicken, pizza and Mexican-style food categories. Five brands in the global system of total turnover exceeded 22 billion U.S. dollars, ranking first in the world's food and beverage industry, the restaurant industry is a global leader in muti-brand collections.Although Yum has created great achievement, it also has some problems in organization structure. Such as a large span of control means that one manager need to direct control many staffs. It does not have benefit to improve production efficiency. At present, it is the best time for Yum to re-structure.2.0 The current situation about Yum2.1 Organic systemAn organic system, also known as adaptive organization, is a low complexity, low formalization and decentralization. Organic organization is a loose, highly adaptable and flexible form. Because they do not have standardized work and rules and regulations, it is a loose structure, can quickly make adjustments as needed.Yum is generally an organic organization. In the company, employees are free to communicate with leaders. Departments use specialized knowledge and experience to collaborate to address common tasks. Adjustment of individual tasks as well as members of the organization is completely redefine personal affairs through the interaction between colleagues to achieve. The communication between them based more on information and advice than instructions and command. At the same time, staffs also enjoy a large degree of autonomy.2.2 Organization chartOrganization structure mainly can be divided into three parts: top, middle and bottom. The top is the most important, because they had the largest authority and responsibilities, they are the core of a company's. The middle part is responsible for the communication of upper and lower order, and management staff. The bottom is a large labor force, is the main force of production. The level of command is stepwise diminishing from top to bottom.The organizational structure of Yum is flat structure. Flat structure is base on tall structure and function structure. Flat organization refers to an organizational structure with few or no levels of intervening management between staff and managers. Theidea is that well-trained workers will be more productive when they are more directly involved in the decision making process, rather than closely supervised by many layers of management.2.3 The method of managementYum's management mode is Decentralized Management. Decentralization it‟s mean the modern enterprise organization to play the low layer organization's initiative and creativity, give the production management and decision-making authority to the subordinate organization, the highest leadership only focus on a few relations overall interests and major problems of decision-making power.Yum always follows the decentralized management methods. Company delegate power to each subsidiary company, each company can make some rules and regulations, including the development of new products and sales. It‟s can improve their initiative and creativity in the meantime.2.4 The problems in the current YumThere are several structure problems that are existed in the current Yum. The span of control is a flat hierarchy. There are too many staff in the same department, the treatment of employees decreased, and less chance of promotion. The managers are difficult to manage a large number of employees. Requirements management must have a high ability. With the continuous growth of the company, the structure of the company become increasingly sophisticated. Managers and employees cannot adapt to the new changes, low work efficiency, company's profit fell. So, it is really important for Yum to restructure in the now time.3.0 The solution3.1 Shamrock organizationAn organizational structure in particular to consist of three or three leaves. The shape of the symbolic enterprise three is composed of three groups of be totally different person, its definition is "the basic management and staff as the core, the external contract workers and part-time workers as a form of organization supplement".This organization mode is often used to explain why the non core businessThe functions of the subcontracted to other social enterprises, three groups of people with different expectations, receiving three different management, bring different wages, and are organized in a different way.The first leaf: For the core of expert system, the core staff composed of senior experts, technical staff and management personnel. Professional training of these employees are generally good, is power enterprises senior management.The second leaf is made up of self-employed professionals, technicians and smaller organizations that are hired on contract. They are paid in fees for results rather thanin salary for time. No benefits are paid by the core organization and the worker carries the risk of insecurity. They also enjoy considerable autonomy.The third leaves: Representative is a very flexible labor, such as part-time and temporary workers. In handy mode, this part is not only hire helper, enterprises should fully close to them, let them feel a part of the organization, and high standard work. This part of the decision making power of workers usually limited within the scope of their work.3.2 Matrix structureMatrix organization structure is based on linear function type vertical form of organization system, to add a horizontal leadership system, composed of functional departments and the completion of a temporary task and the formation of project teams, organizational structure to realize the divisional and functional organization structure. Matrix organization structure can also be referred to as the non fixed long-term organizational structure.Advantages:Mobile, flexible, with the project development and the end of organized or dissolution.Because the structure is based on the project organization, task clarity, clarity of purpose, the various aspects of expertise who are prepared. So in the new working group, communication, fusion, to their work with the whole working together, to overcome the difficulties, problems and suggestions, because from the aspects of deployed personnel have a sense of trust, sense of honor, so they increase the sense of responsibility, to stimulate the work enthusiasm, promote the the project implementation.It has also strengthened cooperation between different departments and information exchange, overcomes the linear functional structure in various departments disjointed phenomenon.3.3 The impacts of technology, size and task on Organization structure in YumThe contingency approach proposes that businesslike organization must conform its structure in a sense that is compatible to the type of surroundings in which it operates as well as the technology it uses and any other context related element such as business circumstances.Task: The structure that an organization selects to achieve its objectives is based on strategy. Yum providing a clear direction and strategies is build leading brands across China in every significant category.Then Yum established China's business division.Size: While the size of an organization significantly influences its structure, the relationship is non-linear. Yum Brands predecessor was Tricorn Global Restaurant, was the United States Pepsi group company of a sales department, on October 7, 1997 from Pepsi Co separation, become an independent public company.When the company expand team size, the group's operating profit margins by three years ago 11% increase to 16%, and in the whole year of 1998 and the first half of 1999, all three brand chain sales are increasing, the group appeared thriving new scene.Technology: Organizations use technology to transform inputs into outputs. 2005, Yum brands group and IBM announced formally signed the 《Restaurant IT System Installation and Support Agreement》, in China install 7000 sets of IBM POS machine.After Yum! restaurant improve IT system , customer satisfaction rose by 23%.3.4 The line, staff, functional and lateral relationships in new strThe human resources department, financial department, legal department, operations department and three division have different functions, such as: the human resources department is responsible for recruiting and training the employees; financial department is responsible for accounting, and so on. Black fine line represents Yum's functional structure.Yum line relationships have four layer, the blue line represents linear function, the first layer is the board of directors, the second is the CEO, the third floor is all headquarters, the fourth floor is three division.Yum‟s lateral relationships includes five headquarters, with green line shows that; And three division, black thick line shows that，the five headquarters and three division is lateral relationship.The staff relationships of Yum is the authority of the board of directors of the range is CEO, the scope of duties and powers of the CEO is all employees of five headquarters and three division.3.5 The relationship between authority, responsibility and delegationAuthority:Authority is the right to direct or guide the actions of others and extract from them responses that are appropriate to achieving the goals of the organization.The authority of the board of directors is guide to CEO's decision.Responsibility:Responsibility is the obligation placed on a person who has a certain position in an organization to perform a task, assignment or function.Three business divisions responsibility is obtain profit for Yum.Delegation:Delegation is the act of passing the responsibility to complete a task to another person.CEO empower three business division relatively independent autonomy and management.ConclusionAccording to the report, discovered the Yum in the management of human resources have advantages and disadvantages. According to its deficiencies, in the following suggestions, The leader should use Shamrock Organization theory to strengthen leadership and Yum‟s organizational structure‟d better chose multidivisional structure. Yum‟s management of human resources,the most successful is staff training, due to Yum‟s excellent staff training,let the staff wastage rate of Yum was zero, this is wonderful. Now this is the best time to re-structure the organizations in order to get the most effective transmission of information; regarding the organization is a big surprise, so that the organization can develop more accelerate to achieve better results.Reference1.Amaratunga, D., Bailey, D., Sarshar. M. and Newton, R. (2002), …Quantitative and qualitative research in the built environment: application of “mixed” research approach‟, Work Study, V ol. 51, No. 1, pp. 17-31.2.Bryman, A. and Bell, E. (2007), Business research methods, 2nd Edition, Oxford University express.3.Bryman, A. (1988a), Quantitative and Qualitative in Social Research, Routledge, London.4.Garavan, T. N. (1991), …Strategic human resource development‟, Journal of European Industrial Training, V ol. 15, No.1, pp. 17-31.5.Harrison, R. and Kessells, J. (2004), human resource development in a knowledge economy, Palgrave Macmillan.6.Harrison, R. (2005), Learning and Development, CIPD.7./essays/Discuss-The-Function-Of-Goals-Within-448090. html8./wiki/Taobao9./2010-11-11/100197783.html10./bookhub/5?e=carpenter-ch06_s01。

hnd_人力组织与管理_outcome1-3_全部答案(课堂PPT)

hnd_人力组织与管理_outcome1-3_全部答案(课堂PPT)


-- Objectives are more specific than goals
-- Identify the specific path to achieve goals
-- Have to be SMART
• Objectives in case:
-- to finish work on time and within price
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Section B
6. Motivation for staff depends on more than high salary and working condition
• David used ‘Big Brother’ approach, which means it has complete control over people and is always checking what they do, he liked to run a tight ship
11
Section B
6. Motivation for staff depends on more than high salary and working condition
Explaining one of the following theories: • Maslow’s hierarchy of need • Herzberg’s two factor theory • Alderfer’s ERG theory
satisfy customer’s need
6
Section A
2b. Objectives and policies
• Definition of policy
-- Provide a framework of rules or guidance that manager and staff can make decision
HND人力资源管理实务

HND人力资源管理实务

HND人力资源管理实务Introduction: this report is all about the A G Bell ltd. First, it introduces the key objective and constraint of this organization. Then, it talks about the remuneration system and the difference between non-analytical job evaluation schemes and analytical job evaluation schemes. Last, it explains the term non-discriminatory job evaluation scheme and single status culture.Remuneration is a term that refers to the total pay and benefits that are offered to an employee in exchange for their labors. Most people believe that one objective of any remuneration system for employees would be fairness and equity.There are 3 key objectives of an organization’s remuneration system.First, employees need to know that they are being treated fairly in accordance with what other people are being paid in the organization. Than, they are being paid a fair rate in relation to what other people are being paid in similar occupation and circumstance. Furthermore, employees need to know that they are being treated fairly in accordance with their legal entitlements.After that, some acts place legal obligations upon employers to ensure that their remuneration policies, procedures and structures are fair. There are many constraints in remuneration system. First, the objectives of the organization will effect the organization.Then the organization’s finance will also influence the remuneration system. If the finance situation is bad, the remuneration may be easily and simple. Last, labor market supply and demand is the constraint of remuneration system. If themarket supply is shortage and the demand is increase. The remuneration system will more effectively and good for the employees to attract them.Pay systems fall into two main categories. The basic rate systems are that the pay does not vary in relation to achievements or performance. An employee is paid a fixed amount per hour, per week or per annum. This is sometimes referred to as a ‘time rate system’, because payment is based upon the amount of time the employee has spent at work. In many organizations, the basic rate is established for all workers in one category, but there are often incremental scales, which allow for pay progression. Progression through the incremental scale is often on the basic of length of service, and provides a reward to employees for loyalty and experience. For A G Bell ltd, there are many obvious advantages if they use the basic pay system. First, the basic pay is very simple and cheap to administer because pay does not vary significantly from week to week or even year to year. A G Bell ltd has many staff, so this system will reduce the cost of administer. Then, because of this stability, basic rate payment systems allow labors costs to be forecasted with accuracy. This is very good for the A G Bell ltd because that they will to expand, and this will easily for they make the planning. However, there are various disadvantages to this approach that G Bell ltd uses this system. Basic rate schemes do not offer incentives for improved performance- the pay system rewards time spent at work, rather than individual effort or performance. Some employees may feel dissatisfied at colleagues who are apparently working less hard and being less productive, receiving the same amount of pay as employees who are expanding much more effort and achieving greaterproductivity. If A G Bell ltd uses this system, it may be not achieving exceptional service levels and exploiting cutting edge technology.Performance related pay (PRP) describes a payment system where the amounts being paid to an employee depend on specified outcomes being achieved. A PRP scheme is designed to motivate employees to work in a purposeful and directed fashion in accordance with personal and organizational objectives. For A G Bell ltd, there are many advantages. For example, it provides a direct incentive for employees to achieve defined work targets and the contribution an employee makes is recognized with a tangible reward. Then, a performance culture can be developed with its introduction and Line managers can derive assistance from a corporate framework for setting goals. It should improve individual productivity and performance. After that, performance related pay can encourage staff to gain more knowledge and skill, thus, this can improve their competency, and for our company, the whole performance and profit will increase. However, this system always has disadvantages. For A G Bell ltd individual PRP, there may be allegations of favoritism reviewing the performance of their staff. Then, it may be difficult to measure either the outcomes of the employee’s performance, or to measure the objectives themselves. After that, it will not good for the team work. It also requires all line managers would need to be appropriately trained to run the scheme effectively, which would be costly and time-consuming. Otherwise, there are specific disadvantages that related to competency based pay. For example: Highly trained workers will be more marketable and may be ‘poached’ or tempted to leave and if people cannot be released from their duties to undertake training, there mightbe resentment and allegations of unfairness. After that, when workers reach a ceiling of their training opportunities they may become de-motivated. Based on these situations, I think that the A G Bell ltd should combine these two systems to motivated our staff and improve the performance of the organization. Types of job evaluation schemes are often classified as either non-analytical or analytical. Non-analytical systems can be subdivided into three different techniques- whole job ranking, paired comparison and job classification. Analytical evaluation schemes are schemes where jobs are broken down into components (known as factors) and scores for each component of the job are awarded with a final total giving an overall rank order. The analytical where jobs are broken down into there are components and non-analytical schemes, where the jobs are viewed as a whole. The use of an analytical scheme offers a better defense of a claim is made to an employment tribunal for equal pay for work of equal value. After that, analytical schemes offer greater objectivity in assessment as the jobs are broken down in details, while non-analytical schemes are less objective than analytical schemes, but are often simpler and cheaper to introduce.For example, whole job ranking is non-analytical system. This technique considers each of the jobs as a whole and does not involve analyzing the job and considering the different elements involved. This system is very simple to implement and understand, and is especially useful where an organization has only a very small number of jobs. Paired Comparison, with this technique, each job is compared as a whole with each other job.A rank order can be produced from the total scores of each job, and jobswith similar scores can be grouped for pay purposes. Thepaired comparison method is slightly more scientific than the whole job ranking method in that it attaches numerical values to the judgments that are made, but for more than anything in excess of about 30 jobs, the process of comparing each job with every other one becomes very tedious. Job Classification is also one type of non-analytical system. In this system of job evaluation, the grades are predetermined before the job ranking takes place. This method is simple, quick and reasonably easy to implement. It is a useful method for evaluating jobs in very large organization where analytical method would be overly complicated and time-consuming to implement. After that, analytical job evaluation is including points rating and points factor schemes. Point factor job evaluation schemes break down each job into a number of factors that identify different elements of the job. The main factors may then be further divided into sub factors. Different levels or degrees at which this factor can be present in each of the jobs are then defined. Points are awarded for each factor according to a predetermined scale- this process is sometimes called ‘factor weighting’.Non-discriminatory job evaluation scheme is an analytical job evaluation system. The factor job evaluation schemes include: skill; responsibility; effort; responsibility for people; knowledge; emotional demands; initiative. Therefore excluding a factor that is important for a job will result in it being undervalued in relation to other jobs, and the job evaluation scheme itself would therefore be discriminatory. All factors should be non-discriminatory and factor weightings that may reflect outdated concepts of male or female job roles should be avoided.This system has many advantages to employer. For example, it can avoid the employer received complaint. Then, the analyticalsystem can less the work and improve the performance. It can keep the sense of trust from the employees, because of the system make the employer treat all staff fairly and allocated the job based on their ability.After that, it always has advantages to employees. For example, the employees can enjoy their legal right in the organization. They will become have rich confidence and treat their job positive. It can improve the performance of their job. After that, disabled workers and workers with criminal have more opportunity to work and show their ability.Single status approach in which all staff is placed on the same pay structured and has the same conditions of service. A ‘single status’ culture prevails where the emphasis is upon working towards the common goal, irrespective of class or position in the hierarchy or occupation. The days of senior staff dining rooms and less preferential parking spaces for manual workers are almost over.For example, we can design a flexible employee benefits. We can allow all staff in organization enjoys these benefits. Then we design the different choice for this. For example: training opportunity; Shopping discount card; holiday’ life insurance and so on. After that, these benefits have same costs. All staff has right to choice one type of benefits. This type system allow for each employee to choose from menu of benefits, all of which are costs within a total annual valued.One important advantage of flexible employee benefits is that employees select benefits that are of value to them at any specific point in their working lives. If an employee can tailor their benefits to suit their requirements, this has the direct effect of making the total remuneration package more attractive to thatindividual, and consequently more competitive. For A G Bell ltd, we can attract more skilled people to work for us, and improve the performance of our organization. Then, it can improve productivity by the more flexible use of employees and simplified payroll administration and contracts management, thereby reducing costs. After that, it also can less overall administration and the employee attitudes towards the employer may be improved, thus increasing commitment, morale and motivation.。

HND商务沟通技巧outcome

HND商务沟通技巧outcome

商务沟通技巧报告outcomeCommunication: Analysing and PresentingComplex CommunicationUnit Student GuideDE3N 34Outcome 2Contents1.0Introduction 32.0Procedure 33.0Customer service 33.1 What is customer service? 34.0Daily life 3 4.1Dormitory 4 4.2Canteen 44.3 The university hospital 55.0Teaching and studying 55.1 Facility 55.2 Teachers strength 6 5.3Professional curriculm 65.4Career Prospects 76.0 Extracurricular activity 8 6.1Student activity center 86.2 Sports activity 87.0 Conclusion 98.0Bibilgraphy 109.0 Appendices 111.0 IntroductionThis report is for assessment in the Communications unit of the Higher National Certificate in customer service. The aim of this report is to investigate the way in which customer services of Nankai University. The objectives of the report are to define what customer service is and to look at how customer services provided in Nankai University.2.0 ProcedureTo source this report:a) A number of books on customer surveys were consulted.b) Information on customer surveys was taken from internet websites.c) Information was gathered from an interview with the Nankai University students.3.0 Customer surveys3.1 what is customer surveys?Customer service is a customer oriented values, its integration and management in the pre-set the optimal cost - service portfolio of all the ingredients of a customer interface. Broadly speaking, any can improve customer satisfaction contents belong to customer service scope.4.0Daily life4.1 DormitaryAs for the specific accommodation, Nankai there are two places to stay, a district in the South Park Xiangyu, a hospital in the north campus of Nankai. Undergraduate: RuXi dormitory building 5 and earth, spread the bed, bunk bed desk. One floor has a bathroom. The second floor 6 beds, bunk. 4 Building IV Room, capped a bed, bunk bed is the desk, every house with a separate pit. Campus dormitory 6 beds, bunk beds.To the headquarters, 21 residential apartments and the Western better conditions, a large unit in sets of 4-5 4 earth, above the bed below the desk, plus a separate desk cabinet. Conditions quite other quarters.4.2 CanteenNorth School cafeteria prices were relatively cheap. Most people buy lunch at noon, to wait about 15 minutes, but you can also come from the classroom to avoid late peak. South Park canteen individual contract so the price because it is relatively high, do not look too tasty, very few go.A canteen, two canteens, canteen internshipA cafeteria breakfast good, the other is light-based, more girls to go;Two cafeteria on the first floor is the brother hodgepodge, not good but also expensive. On the second floor is not ye. The middle of the dumpling shop that Korean food and good; floor Xin Hong Park restaurant food is equivalent to a child, but also lacks delicious;Three first floor cafeteria breakfast is very cheap, on the second floor of the pasta well.Canteen frequented freshman, is relatively inexpensive;Triangle restaurant food good, prices are also authentic;Jinnan is known as a place with cooking waste oil, something very authentic unpalatable!90 is a place to drink, eat expensive and not good;Park is the foreign students should often go to restaurants where food is more expensive number, but foreigners seemingly wealthy, actually said to me very cheap. .4.3 The university hospitalNankai University Hospital, 35 existing employees in preparing it into medicine, surgery, radiology, and dental and Traditional Chinese Medicine and other departments.Two north of the main building to the university hospital the most commonly encountered situation is to give you a referral certificate. Boring, but the chargeswill be cheaper, or do a number of minor5.0 Teaching and Studying5.1 FacilitiesClassroom and laboratory：There are many buildings for students to learn, like the administration building, the comprehensive test building, Chinese language teaching center, the new stadium, the first mathematical sciences such as building provides students with a good learning environment. They have advanced laboratory. The experiment teaching in chemistry, biology and physics, electrical and electronic four fundamental teaching center, they brought in the life science instrument platform and the polymer of large-scale instrument and equipment.The school laboratory：Schools to make full use of equipment, equipment management approach is very strict, very important to go through a number of regulatory constraints. Include: purchase, inspection and claims, use and management, assessment and punish, repair, scrap.The filing of the instrument also has an important archive requirements.5.2 Teachers strengthCurrently, Nankai University has a neat line, reasonable structure, academic exquisite, innovative teachers. In 2052 full-time teachers have doctoral instructor in 619, 723 professors, 787 associate professor, Chinese Academy of Sciences and Chinese Academy of Engineering 11, 5 Academy of Sciences in developing countries, "973" and "863" Chief Expert 9, the State Council degree Committee Subject 12, 12 state-level experts with outstanding contributions, distinguishedProfessor of Cheung Kong Scholars Program 31, 14 Changjiang scholar Chair Professor, National outstanding Youth Fund, 29 winners , selected countriestalents Project 20, program for New Century excellent Talents in University (including the former Ministry of Education, cross-century talents fund) selected were 120 people, the national teacher of college teaching 8, Tianjin, "131" Talent Project first level 25.Not only do they have a wealth of knowledge but also have their only teaching style. They will be based on the character of the different students with different educational. Students in this university will have a well development.5.3 Professional curriculumNankai university is the famous medical arts with comprehensive university, the liberal arts subjects, such as finance, international finance, financial engineering, insurance study, insurance actuarial science, finance, international economic trade and applied economics, western economics, macroeconomics, microeconomics, political economics theory of economics, modern international logistics, industry and commerce administration, administrative management, political science, management science, history, tourism, Chinese literature and other professional subject in the leading position. Science subjects, such as science subject in the national life categories is the best. Such as mathematics and applied mathematics, physics and mathematics theory, optical and optical technology, intelligent robot technology, electronic information technology and software science, chemical materials, energy chemical, biological chemistry, biology, medicine, biology gene microbial science technique research ability and ranked the academic level. So, there are various profession options for students.5.4 Career prospectsIn domestic and foreign, Nankai university employment is possible, the college alumni is also widely to every corner of the world, in addition to the learning environment of a school superior outside, the school also open network platform, through the Nankai university employment nets to provide a good platform for the students to better understand the employment information. After a few years of construction, the website whether from the function development, column setup to technical service level are achieved certain level. With your current site employment trends, employment guidance, employment policy, professional introduction, civil service examinations, laws and regulations, professional evaluation, recruitment, employment information, students and information service columns recommendation. In addition, the site also creative developed individualized service and management way, for every registered users and units provide users graduates of an independent virtual space for student online recruitment information, delivering customized electronic resume and employers recruitment information, receiving students released resume to provide a broad network space.Nankai university employment information can not only through the network information get understanding, school every year also holds a recruitment conference, each enterprise company came to select the people, so that students will have more opportunities to understand social employment situation.6.0 Extracurricular activities6.1 Student Activity CenterNew student activity center investment of 100 million yuan, cover an area of about 13000 square meters, from the grey, black and brown rust 3 kinds of color aluminum panel is built, the contour novel chic, strong contemporary feeling, like a piano. Thereare more than 1150 square meters of floor open hall, multi-function hall of more than 500 square meters and more than 1000 square meters of theatre, also have student service center, PaiLianTing symphony, make up, Musical Instruments, the classroom, activity room, library exhibition hall, the engine room and piano room, etc.6.2 Sports activitySchool to support the development of student sports organization, encourage and support them conducting various forms of student sports activities. School for student sports organization equipped with professional guidance teachers, most of the students in the exercise of the body while improving the skills. At present, the school has set up taijiquan, table tennis room, chess &cards room, tennis, football, martial arts, bicycle, badminton 16 student sports organization. Student sports organization is active with other colleges and universities jointly carrying out the sports communication, and other forms of sports activities and in communication enhance friendship, to broaden their horizons, improve level. Such as badminton association of tianjin university of successive hold more badminton team competition, and Beijing university badminton association exchange ", strengthen the two schools students of badminton sport cooperation and exchanges. Student sports organization also take an active part in tianjin game, won a very good performance, won the honor for the school. Badminton club won the 2007 "alpha cup" tianjin university badminton team competition champion.7.0 ConclusionThis report on field surveys, questionnaires and hands-on way to an interview survey of each customer's situation,Nankai University, and discover the pros and cons of these customer services. Generally speaking, most customers have some drawbacks, and most of the students reflect the same situation, we need to improve theseproblems.The problem of most students: the high price of dining, you could not use cash, part of the construction is too old school, teaching facilities incomplete, and some accommodation is no separate bathroom floor, easily lost in the campus bike. These are the schools need improvement, such as: canteen price adjustment, and allows the use of cash; old school relocation, new building construction equipment; for each dormitory building be equipped with separate toilet, to strengthen the management of the campus to combat theft .8.0 BibliographyThe websites visited included:/default.asp/english/shownews.asp?newsid=1049/news/show.jsp?informationid=200812030915297814 /wiki/%E5%8D%97%E5%BC%80%E5%A4%A7%E5%AD% A6The book is‘Communication: Analysing and Presenting Complex Communication Unit Student Guide’10.0 Appendices11。