论文代写：员工培训的重要性

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论文代写：员工培训的重要性

本报告是关于酒店业的培训和发展的报告。它包括雇员的工作描述，即公司新员工的期望，以及如何实施上岗计划，使他熟悉本组织的工作环境和他作为公司雇员必须遵守的规章制度。

在这份报告中强调了培训新员工和现任员工的重要性。它是关于如何使一个新员工熟悉这个组织的适当过程，使组织更容易以有效和有效的方式实现其目标。

简介：

职位描述是指公司新员工所期望的工作安排。这是非常必要的，因为它为公司的成功奠定了基础。

培训计划的目标和目标：

一）培训计划的主要目标是使新员工熟悉公司的目标和目标。它帮助员工按照他们提供的准则工作。

二）培训计划的下一个目标是使员工适应工作所需技能的灌输在他们（权力，1999）。一个雇员必须执行一个单独的工作作为他的日常工作，但在紧急情况下，员工必须能够接受任何挑战。

三）训练计划的目的是让新员工了解公司的工作方式，使新员工适应当前的工作人员将帮助他们在工作中有效（纳特，2001）。

论文代写：员工培训的重要性

Executive Summary: This report is about the training and development in the hospitality industry. It includes the Job description of the employee i.e. what is expected from the new employee of the company and how the induction program is conducted to make him familiar with the working environment of the organization and the rules and regulations he had to follow being an employee of the company.

In this report the importance of training for new employees and for the current staff is emphasized. It is about how a proper process of making a new employee familiar with the organization makes it easier for the organization to achieve its goals in an effective and effective manner.

Introduction:

Job Description is a layout in which it is stated that what is expected from the new employee of the company. It is very necessary as it laid the basis for the success of the company.

Goals and objectives of the Training program:

i)The main objective of the training program is to make the new employees familiar with goals and objectives of the company. It helps the employees to work according to the guidelines provided to them.

ii)The next objective of training program is make the employee fit for the job by inculcating the desired skills in them (Powers, 1999). An employee has to perform a single job as his daily routine but in case of emergency the employees must be capable of taking up any challenge.

iii)The training program is aims to make the new employee aware of the working styles of the company and it makes the new employees comfortable with the current staff which will help them in working efficiently and effectively (Nath, 2001).

 

美国论文代写：人力资源规划

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美国论文代写：人力资源规划

为了明确人力资源规划，需要考虑和结合三项重要活动。这些活动如下（蕾莉1999）：

Ø识别和获取也有合适技能的员工的准确数

Ø激励他们为实现高性能

Ø创造商业目标之间的互动关系，为人们规划活动

如果组织的业务战略缺乏明确性，人力资源规划可能需要更多地依赖于在某种形式的规划基础上对未来雇员的需要作出更广泛的假设。人力资源规划有两种不同的选择：

Ø硬规划人力资源

Ø软规划人力资源

在定性分析的基础上制定的人力资源规划，以确保有准确技能的准确人数的可用性被称为人力资源的硬规划（蕾莉1999）。另一方面，如果对人力资源的规划确保了人们对组织的准确承诺、动机和态度，则称之为人力资源的软规划。

人力资源规划最广为人知的是处理与雇用人员有关的更广泛的问题（休利特2009）。这个过程涉及三个阶段。这些是预测人们的需求，预测需求，预测未来的人们，根据需求和供给来发展计划。

美国论文代写：人力资源规划

In order to be clear with the planning on human resources, there is a need to consider and combine three significant activities. These activities are as follows (Reilly 1999):

ØTo identify and to acquire the accurate number of employees who also have appropriate skills

ØTo motivate them for the achievement of high performance

ØTo create interactive relations between the objectives of business, and activities for people planning

In case there is lack of clarity in the strategy of business for the organization, planning on human resource may be in need for relying more to make wider assumptions with respect to the need for employees in the future context on the basis of certain form of planning. There are two different options available for the planning on human resource:

ØHard planning on human resource

ØSoft planning on human resource

Planning of human resources set on the basis of qualitative analysis for ensuring that there is availability for the accurate number of people with accurate skills is referred to as hard planning on human resources (Reilly 1999). On the other hand, if planning on human resource ensures that people are available with the accurate commitment, motivation and attitude towards the organization, it is referred to as soft planning on human resources.

The planning of human resources is mostly known to be dealing with the wider issues with respect to people being employed (Hewlett 2009). There are three stages involved in this particular process. These are to forecast the needs of people that is forecasting of demand, to forecast the people available for future, and to evolve the plans in accordance with the demand and supply.

加拿大社会工作论文代写：工作场所的监督

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加拿大社会工作论文代写：工作场所的监督

工作场所监督是一个有争议的问题。它有它的优点和缺点。本文将讨论采用监控工作场所政策的优势，尤其是在worldfoods语境。它的目的是讨论如果采取这一政策将带来的挑战，并研究一般人力资源政策和企业战略之间的关系。这种关系将进一步说明采用工作场所监督政策对雇员的影响，因此总体上是关于组织绩效的。

采取关于工作场所监督政策的优势：—

工作场所的监视是指对员工的行为、态度、特征、行为、记录和行为进行实时监测（球，2010）。它不仅监控，而且记录和控制它，因为它给组织提供证据，如果员工从事任何不道德或错误的活动，并限制雇员，因为他们知道他们正在被监视。工作场所的监视可以采取社会和技术两种形式（球，2010）。它可以用来收集员工的个人信息，他们在互联网和社交媒体上的活动，他们的位置跟踪，生物特征识别，甚至酒精和药物测试（球，2010）。监督是由雇主保护他们的资产和维持权力和权力结构，这是监督的主要职能，即监督他们的下属（球，2010）。

计算机系统技术和监控可以使组织应对他们的安全问题，如果员工不忠诚的为他们的电子邮件商业秘密的竞争对手或观众，没有人知道发生（2003马丁弗里曼，）。甚至黑客或病毒也会传播，影响公司的一些重要信息。因此，互联网的使用和内容应该被监控，以了解是否有叛徒坐在你的组织内。

加拿大社会工作论文代写：工作场所的监督

Workplace surveillance is a debatable issue. It has its pros and cons. This essay will discuss the advantages of adopting a policy of surveillance at workplace, especially in the context of Worldfoods. It further aims to discuss the challenges that will be brought if this policy is adopted and studies the relationship between HR policies in general and the business strategies. This relationship will further elaborate the effect of adopting a policy of workplace surveillance on the employees and thus overall, on the organizational performance.

Advantages of adopting policy on workplace surveillance:-

Surveillance in the workplace refers to the monitoring of employees’ behaviour, attitudes, their characteristics, actions, records and performances in real time (Ball, 2010). It does not just monitors, but also records and controls it, because it gives the organization a proof if employees engage in any unethical or wrong activity, and imposes a restriction on employees, as they know that they are being watched. Workplace surveillance can take both social and technological forms (Ball, 2010). It can be used for gathering personal information of employees, their activities on Internet and social media, their location tracking, biometrics and even alcohol and drug testing (Ball, 2010). Surveillance is done by the employers to protect their assets and to maintain the power and authority structure which is the main function of supervisors, that is, to oversee their subordinates (Ball, 2010).

Computer systems, technologies and surveillance has made it possible for organizations to deal with their security problems which can occur if employees are disloyal as they can e-mail trade secrets to competitors or audience without anyone knowing (Martin & Freeman, 2003). Even hacking or viruses can be spread to affect some crucial information of the company. Therefore, Internet usage and content should be monitored to know if there are any traitors sitting inside your organization.

 

美国代写assignment：集体主义文化

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美国代写assignment：集体主义文化

提出研究课题：集体主义文化在中国的跨国企业在高周转率的影响

问题确定：中国职场强调集体主义文化。公司的整体利益对个人的短期或长期利益具有更大的意义。只有当人力资源有某种“个人主义”计划时，员工才会被激励留在公司。

意义的问题：文化层面的“个人主义与集体主义的应用在中国的工作表明，中国有20的高分，这使得更多的集体主义。当这种集体主义的概念适用于跨国企业的人力资源部门，那么员工动机不是单独。这可能会让他们离开公司。这增加了员工的离职，因此对HR来说是个问题。

研究问题：集体主义文化导致了中国的高周转率的方法是什么？

中国的集体主义文化，导致员工保留计划，继承计划和培训，更多的是集中在组织的成长，而不是个体的成长。跨国公司必须想出一种方法来包括员工的声音。“这意味着公司在中国必须作出实际努力培养员工的忠诚度、归属感，和承诺的公司。事实上，即使花费时间和金钱在这样的“敏感”问题可能看起来很贵，“在短期内，浪费时间和金钱”，重视员工的士气是非常有益的和有利可图的长期”（风扇，2006，第10页）。

变量/独立变量：DV低周转率，自变量是集体主义文化

研究问题：1）中国跨国公司培育个人主义到多远？2）中国跨国公司是否存在其他影响离职率的文化问题？

问题/问题：如何集体主义文化的独立变量被作为一个可测量的元素吗？

美国代写assignment：集体主义文化

Proposed Research Topic: The influence of collectivist culture on the high turnover rates in Chinese Multinational Corporations

Problem Identified: Chinese workplace emphasizes on collectivist culture. The overall benefit to the company is given more significance over the short term or longer term benefits to an individual. Only when there is some amount of ‘individualistic’ planning for human resources, will employees be motivated to stay with the company

Significance of Problem: Hofstede dimensions of ‘individualism versus collectivism’ as applied in the Chinese workplace indicate that China has a score of 20, this makes it more collectivistic. When this collectivistic notion is applied to the Human resources departments of MNC’s, then the employees are not motivated individually. This might make them walk out of the company.  This increases employee turnover and hence is a problem for HR.

Research Question: What are the ways that collectivist culture is contributing to high turnover rates in Chinese MNC’s?

The collectivist culture in Chinese MNC’s leads to employee retention plans, successions plans and training that is more focused on organizational growth and not on the individual growth. MNC’s must figure out a way to include the voice of their employees. “This means that companies in China must make real efforts to foster employee loyalty, feelings of belonging, and commitment to the company. In fact, even though spending time and money on such “touchy-feely” issues may seem expensive and “a waste of time and money” in the short term, paying attention to employee morale is quite beneficial and profitable in the long run” (Fan, 2006, p.10).

Dependent Variables/ Independent Variables: The DV is low turnover rate, the independent variable is collectivist culture

Research Questions: 1) How far does Chinese MNC’s foster individualism? 2) Do Chinese MNC’s have other cultural issues that influence turnover rates?

Concerns/Questions: How can independent variables of collectivist culture be presented as a measurable element?

代写论文：区域医院的运营

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代写论文：区域医院的运营

有关情况是基于区域医院的战略决定。案例分析表明，区域医院500张床位的医疗机构主要集中在东海岸地区建立了许多诊所（Kavanagh等人2012）。区域医院是现代和先进的计算技术来改善其运营效率和降低成本，积极采用。医院面临的主要挑战包括以下几点：

Ø高技能员工的竞争对手

Ø在其医疗保障的主要地区的人口老龄化

Ø差异在日常普查因注重缩短住院时间

Ø不确定性在立法或医疗行业相关政策

Ø护士短缺

分析表明，医院总运营成本的80%与员工费用有关。因此，重要的是要认识和实施战略，以满足最佳数量的员工和技能，以适当的转变，使区域医院可以取得一致的成功。个人值班经理发现挣扎与员工的有效决策，这是导致一致的人员不足或人浮于事的部门和移。在人事决策背后的一个区域医院费用增长的关键原因，这些问题。同样，由于护理人员对管理人员和管理人员无法满足工作人员的需求而感到不满，这也增加了工作人员离职的风险。

区域医院面临的所有这些问题或挑战都可以通过充分利用人力资源指标和分析来加以解决。

代写论文：区域医院的运营

The concerned case is based on the Regional Hospital strategic decisions. The analysis of case demonstrates that the regional hospital is a 500-bed health care institution with numerous clinics established mainly in the East coast metropolitan area (Kavanagh et al 2012). The regional hospital is found to be an aggressive adopter of modern and advanced computing technologies to refine its operational efficiencies and decrease costs. The key challenges that the hospital is facing include the following:

ØHigh level of competition for employees regarding the skill sets

ØAging of the people in its primary area of health care

ØDifference in daily census due to focus on shortening hospital stays

ØUncertainty in the legislations or policies related to health care industry

ØShortage of nurses

The analysis demonstrates that 80 percent of the overall operational cost for the hospital is related to employee expenses. Thus, it is important to recognize and implement the strategies to meet the optimal number of employees and skills to the adequate shifts so that the regional hospital can achieve success in a consistent manner. Individual shift managers are found struggling with effective staff decisions, which is leading to consistent understaffing or overstaffing of departments and shifts. These problems in staffing decisionsis one of the key reasons behind the increasing costs for regional hospital. The same is also imposing the risk of escalation in the staff turnover due to patient care dissatisfaction with the inability of supervisors and managers to meet the needs of staffing to demand.

All these issues or challenges faced by the regional hospital can be resolved with the utilization of adequate HR metrics and analytics.

美国代写论文：劳动灵活性

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美国代写论文：劳动灵活性

在界定劳动灵活性之前，必须确定劳动究竟意味着什么？劳动可以被定义为对任何生产系统的人力投入。通常，劳动定义常常被误解为从事某种繁重的体力活动来完成任何工作或任务的人。在现代社会中，即使是信息技术工程师也是一种劳动，他们以特定的指令完成特定的任务。劳动是任何组织的最重要的方面（Eichhorst &马克思，2011 73-87）。如果没有，将完全停止公司提供的生产或服务。

劳动灵活性可以被定义为一个组织改变劳动力的能力。这种变化可以根据雇员的数量或雇员的工作时间来计算。灵活的劳动力市场代表着一个组织灵活地做出与劳动力相关的决定的情景。因此，这一决定可能与解雇雇员或与工作时间波动有关的决定有关，或与最低工资水平有关。劳动弹性可能对一个组织有利，但在大多数情况下，对雇员是不利的。

在一段时间内，社会中有几个部门支持或反对劳动灵活性。劳动灵活性的支持者辩称，劳动力弹性有助于经济控制失业率。另一方面，对劳动力的灵活性的人争论上，劳动的灵活性对雇主手中所有的权力，这在时间结果为员工开发（故事等，2014:131-155）。

美国代写论文：劳动灵活性

Before defining labour flexibility, it is essential to define what exactly a labour means? A labour can be defined as an input in terms of manpower to any production system. Typically labour definition is often misunderstood as, people who are involved in some heavy physical activity to accomplish any job or task. In a modern world, even an Information Technology engineer is a kind of labour, who works on specific instruction to accomplish certain task. Labours are the most important aspect for any organisation (Eichhorst& Marx, 2011: 73-87). Absence of them will completely halt the production or services offered by the company.

Labour flexibility can be defined as an organization’s capability to make changes in their workforce. This change can be in terms of number of employees hired or number of hours worked by an employee. A flexible labour market represents a scenario where an organisation is flexible to take decision related to its workforce. Thus this decision can be related to firing of an employee, or decisions related to fluctuation in working hours, or setting up a minimum wage level. Labour flexibility might be beneficial for an organisation, but in majority of the cases, it is detrimental for the employees.

Over a period of time, there have been several sections in society, which is either supporting or opposing labour flexibility. Supporters of labour flexibility argue on the fact, that labour flexibility helps an economy in controlling the rate of unemployment. On other hand, people against labour flexibility argue on the fact, that labour flexibility gives all the powers in hands of the employers, which at time results into employee exploitation (Story et al, 2014:131-155).

论文代写：组织变革成果

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论文代写：组织变革成果

组织变革是一个持续的过程，它要么受到欢迎要么受到抵制。这种接受或抵制是建立在某些文化价值观之上的，这种价值观引导接受或抵制变革过程的人的良心。市场需求的变化和客户的不同需求导致了变革，或者是组织决定根据其预测改变战略的意图。当这一改变被启动，因为它是被迫的或有意的，它要求公司的每个雇员接受或抵制它。当这种接受与员工的个人身份和目标相一致时，它是受欢迎的，但当它不对齐时，它几乎是最初的抵制。有一些策略可以在特定情况下使用，以解决变化管理问题，特别是基于文化的问题。

其中一个策略是个人变更管理，其重点是个人的能力和他们个人在变革过程中的行动意愿。这可能是个人自己造成的，因为强迫任何人改变一定会产生强烈的抵制。这也可以被称为终身学习方式，是个体在生活中所采用和处理的。Buchanan和Huczynski（1991）所描述的变化都通过学习的过程，个体获得知识通过自己的经验来引导他们改变行为。

本组织可以采取的一些其他战略，以满足其期望的变化结果是：

深入研究组织文化和文化价值观的国家的业务分布，使新的领导者知道员工的可预测的行为，这有助于公司办理职工的方式可以帮助公司带来所期望的改变的结果（卡明斯和沃利，2009）。

论文代写：组织变革成果

Organisational change is a continuous process and it is either welcomed or resisted. This acceptance or resistance is based on certain cultural values which guide the conscience of the person accepting or resisting the change process. Change is either forced resulting from market demands and different requirements from customers, or is intentional by the organisations’ decision to change its strategies depending on their projections. When this change is initiated and because of it being forced or intentional, it requires every employee in the firm to either accept or resist it. When this acceptance is aligned with the employees’ personal identity and purpose, it is welcomed, but when it is misaligned, it is almost resisted initially. There are strategies which are possible to employ in specific situations to address the change management issues especially based on culture.

One of the strategies is the individual change management which focuses on individuals’ capability and their personal willingness to act in the direction of the change process. This may be intended by the individuals themselves, because forcing a change on anyone is sure to create a strong resistance from them. This can also be termed as the life-long learning approach which an individual adopts and processes in their life. Buchanan and Huczynski (1991) have described changes to come about by way of the process of learning through which the individual acquires knowledge by their own experience leading them to a changed behaviour.

Some of the other strategies that the organisation can adopt to meet their desired change outcomes are:

Conducting a deep study of the organisational culture and cultural values of the country where the operations are located, so that the new leader knows about the predictable behaviours of the employees, and this helps the companyto handle the employeesin a way which could assist the company in bringing the desired change outcome (Cummings and Worley, 2009).

美国论文代写：管理全球化

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美国论文代写：管理全球化

为了在工作中有效管理全球化，管理层必须制定有效处理组织中员工队伍多样性的政策和指导方针。全球化的劳动力具有不同的宗教和不同的工作伦理，这是管理全球化劳动力所关注的主要方面（Cheng，2012）。管理不同的劳动力使管理层能够通过从管理和营销的不同角度获得对各种文化的新见解来处理不同的文化。在工作场所从事文化，宗教和种族视角的劳动力多样性提高了对工作中全球化的需求或有效的员工培训。为了最大限度地减少不同文化背景员工之间的歧视影响，管理人员有责任实施有效的政策，并提供令人印象深刻的培训计划，以便现有员工和新员工能够通过有效的多元化劳动力培训课程轻松地接受对方这将有助于员工对各种文化的欣赏，但相反，对于一些喜欢在文化上较为多元化的工作环境中工作的员工来说，这可能是不合适的。

这些组织必须为员工提供高标准的工作场所安全，甚至改善工作场所的工作条件。这对于在不安全的工作条件下工作的员工来说是一个附加的优势。在一些公司中，员工的工作环境仍然很差，但是随着公司为全球化员工开展工人安全计划，正在改善各个公司在全球各地员工的工作质量（Saunders，2012）。有必要管理由于各组织间国际价值链日益相互依存而产生的干扰。为了保持员工之间的灵活性和响应能力，双向信息流是至关重要的。

美国论文代写：管理全球化

For managing effectively with the globalization at work the management has to formulate policies and guidelines that can effectively deal with the diversity of the workforce in the organization. The globalized workforce has different religious and different ethics of working which is the major aspect of concern for managing the globalised workforce (Cheng, 2012). The management of diverse workforces enables the management to deal with different cultures by gaining new insights into various cultures form different perspectives of management and marketing. Diversity in workforce on cultural, religious and ethnic perspectives in the workplaces raises the need or effective employee training so as to manage globalization at work. For minimizing the effects of discrimination among employees of various cultural backgrounds it is the responsibility of the managers for implementing effective policies with an impressive training program so that both current and new employees can easily accept each other through the effective training sessions of diversity of workforce etc.  This will help its appreciation of various cultures by the employees but on the contrary it might not be suitable for some employees who like to work in work environment that is culturally less diverse.

The organizations must provide the employees with high standards in terms of workplace safety and even improved conditions of working at workplaces. This proves to be added advantage for employees who had been working under unsafe working conditions. In some companies the working environment for employees is still poor but as the companies are working for worker safety programs for the globalised workforce is improving the quality of work life for employees spread worldwide of various companies (Saunders, 2012). It is necessary to manage the disruptions that arise due to growing interdependence among the international value chains in various organizations. For retaining flexibility and responsiveness among the workforce a two-way information flow is essential.

 

美国科罗拉多矿业大学论文代写：移民

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美国科罗拉多矿业大学论文代写：移民

移民，跨越洲际边界的人们，是各种论坛中最重要的辩论话题之一。这是因为它对移民、母国和东道国产生了巨大的社会、经济和文化影响。根据全球委员会国际移民报告（gcim），目前，全球近2亿移民的存在。在这些国家中，有60%个在发达国家。其余40%个在发展中国家。在一个发达国家，几乎有十个人，其中一个是移民。（全球移徙问题全球委员会，2005）较发达的国家每年有230万移徙者，他们大多来自较不发达的地区，占其人口增长的三分之二。

随着全球化经济中劳动力流动性的增强，人们提出的一种看法是，管理移民的综合能力不会以与环境的发展和变化率相同的速度执行。移民有不同的前景。某些国家认为，移民对诸如经济的发展、多样性和文化的丰富等重要目标作出了巨大贡献；他们希望这种利益能够持续下去。另一些人认为，移徙是一个令人关切的问题，因为要求各国适应不断变化的环境，因此需要为正在萌芽的挑战制定有效的政策。

美国科罗拉多矿业大学论文代写：移民

Migration, the people moving across the intercontinental borders, is amongst the most significant topic of debate in various forums. This is because of the fact that it contributes in generation of massive social, economic, as well as cultural implications for the migrants, the home countries and the host countries. As per a report by Global Commission on International Migration (GCIM), at present, almost 200 million migrants exist globally. Out of these, 60 % of them are in the developed countries. The remaining 40 % are in the developing countries. Almost one from set of ten individuals, staying in a developed country is a person who is a migrant. (Global Commission on International Migration, 2005) The countries that are more developed see 2.3 million migrants each year, who mostly come to these countries from the regions that are less developed, making up for two-thirds of their increase in populace.

With the augmenting labour mobility in the globalized economy, a view being put forward is that the combined ability for governing migration is not executed at the same rate as the rate of the developments and changes in the environment. There are different outlook to migration. Certain states consider migration to have contributed a great deal towards vital objectives, like, development of the economy, richness in diversity and culture; and they desire that such benefits be sustained. Others believe that migration is a matter of concern since it is required that the states adapt to the changing circumstances and hence there is a need to frame effectual policy for the challenges that are budding.