Great Wall Golf And Country Club
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GREAT WALL GOLF AND COUNTRY CLUB
The goal at Great Wall is to not only maintain its status but to evolve and better itself. In this as per the report submitted by Human Resources was to make HR the changing agent, strategic partner, administrative expert and employee champion in order to deliver value.
Also highlighted here are the 4 key functions and objectives:
1) RECRUIT: Find potential and attitude
2) EDUCATE: Show them (employees) the opportunity, culture & philosophy.
3) TRAIN: Take advantage of opportunities (job skills, technology, leadership)
4) KEEP: Motivate them to develop them.
Some of the key Human Resource Policies include:
– Organisation/job design
– Management of change
– Recruitment, selection & induction
– Appraisal, training, development
– Rewards
– Communications
– Grievance & disciplinary
– Retirement & termination
RECRUITING
As mentioned in the case notes, when staffing was done ads were printed in newspapers and the response was huge. Staff selection was made through the unreliable and least valid unstructured method where gut feeling was the basis of choosing an employee. While the selected employees may or may not perform a lot better selection could have been achieved if the staffing team used a more structured employee selection approach.
And while Great Wall has managed to achieve its staffing need, it is commonly understood that staff retention is a much larger problem than staff hiring. Some of the common mistakes made with staffing are:
Putting one person in control of everything – It is not advisable to have one
person in charge of all operations as this limits their ability to give quality
performance.
Insertion of family & friends into the supply chain – It is very important to trust
your employees, however a regular audit needs to be performed within the sales
and purchasing departments to ensure that employees are not placing orders
with companies owned by friends or relatives that are then charging your
business above market rates.
Setting up a parallel business – Setting up a parallel business would mean where
an employee would sell the products of the company and use the company
resource and contacts to meet their needs.
With much of Great Walls staffing needs being met with by the Singaporean Chinese people, the challenges increased when it came to retention. And hence to meet the situation it is important to make extensive attrition control measures.
APPRAISAL, TRAINING & DEVELOPMENT
Most employee development and training programs fall under the following categories:
Management Development
Career Development
Basic Skills
Professional Skills
Technical Training
Supervisory Skills
Training and development can be initiated for a variety of reasons for an employee or group of employees, e.g.:
When a performance appraisal indicates performance improvement is needed
To “benchmark” the status of improvement so far in a performance improvement effort
As part of an overall professional development program
As part of succession planning to help an employee be eligible for a planned change in role in the organization
To “pilot”, or test, the operation of a new performance management system
To train about a specific topic (see below)
Typical Topics of Employee Training
Communications: The increasing diversity of todays workforce brings a wide variety of languages and customs.
Computer skills: Computer skills are becoming a necessity for conducting administrative and office tasks.
Customer service: Increased competition in todays global marketplace makes it critical that employees understand and meet the needs of customers.
Diversity: Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value diversity
Ethics: Todays society has increasing expectations about corporate social responsibility. Also, todays diverse workforce brings a wide variety of values and morals to the workplace.
Human relations: The increased stresses of todays workplace can include misunderstandings and conflict. Training can people to get along in the workplace.
Quality initiatives: Initiatives such as Total Quality Management, Quality Circles, benchmarking, etc., require basic training about quality concepts, guidelines and standards for quality, etc.
Safety: Safety training is critical where working with heavy equipment, hazardous chemicals, repetitive activities, etc., but can also be useful with practical advice for avoiding assaults, etc.
Sexual harassment: Sexual harassment training usually includes careful description of the organizations policies about sexual harassment, especially about what are inappropriate behaviors.
General Benefits from Employee Training and Development
There are numerous sources of online information about training and development. Several of these sites (theyre listed later on in this library) suggest reasons for supervisors to conduct training among employees. These reasons include:
Increased job satisfaction and morale among employees
Increased employee motivation
Increased efficiencies in processes, resulting in financial gain
Increased capacity to adopt new