Camp Happy Valley Case StudyThe main issue Adam Cameron is facing at Camp Happy Valley is, the poor hiring process the camp is currently using. The current the process for recruiting is very inefficient and does not have enough time allotted to conduct proper hiring prior to camp. The process is letting quality applicants go because they are not being hired in a timely manner. Adam is responsible for the recruiting and training process, and he currently has his reading week to come up with solutions. Other issues facing the camp are poor morale, an increase in parent complaints to head office, and high turnover of staff. Poor morale can be attributed to the training the staff is receiving. Staff members have reported feeling lonely with no team feeling after last years training. Team building exercises are being left to the end of the training day when staff feels it is a waste of their time. The poor morale from staff has had a direct impact on the campers who begin to mirror the staff’s attitudes. The poor morale is also linked to the rise in parent complaints to head office. The campers are not receiving the care from the staff that they are expecting which has shown an increase of campers being sent to the infirmary. High turnover of the staff could be related to several issues. Compensation is currently below minimum wage, which has been allowed due to the Employment Standards Act of 1990. The section the camp falls under is currently being reviewed which still allows the camp to pay below minimum wage. The Act has changed for other businesses requiring them to pay minimum wage. Due to this the camp is no longer offering competitive wages. Staff may feel under-rewarded and thus are not motivated to making a better experience for the campers and eventually quit as shown in the equity theory. Turnover falls under the poor morale issue as well. Being a part of a team setting while not feeling like a team could lead employees to resign after their first summer.
The first alternative would be to hire more super staff specifically to look after the recruiting and change the training process to have team building exercises at the start of the day. Having new staff will allow references for potential applicants to be called in a reasonable time so fewer applicants become unavailable. Super staff members who are not involved in the recruitment process will now be able to focus on workshops and preparing for the upcoming camp season. The change in the training will create a better team atmosphere in the camp, which should increase morale to not only the staff but to the campers as well. With the increase in morale, fewer campers will be sent to the infirmary, which will lead to fewer complaints with head office. With staff feeling more a part of a team there will be less turnover, as they will want to come back to work wit their friends year after year.
3. Why is it necessary to hire more Super staff?
A. The goal of this plan is to add more Super staff personnel to the Camp Department.
Super staff, when given the chance will feel an obligation to work hard each day to provide the best possible team environment. It is also important that a Super staff director who is responsible for preparing and recruiting team members will take on responsibilities in working closely with recruiting partners.
It is important that a Super staff director who is responsible for preparing and recruiting team members will take on responsibilities in working closely with recruiting partners. As long as there is a Super staff director, he or she will have a role to play in the camp development. A Super staff director will get to the bottom of any problems that may arise and will assist and assist the team members in the effort to get the best possible team environment for the final camp season. Super staff are also responsible for managing the recruitment of super staff that is on the ground in the camp, and recruiting staff that are in contact with new Super staff members to get more people out on the fields when a camp team becomes ready. The Super staff director will also be responsible for building super staff so that that a team can be formed within the first few days of camp.A Super staff director must have the capacity to lead the overall effort to implement the strategy in advance of the final camp season. Super staff responsible for recruiting an entire Super staff and keeping track of Super staff members will only be responsible for working closely with new Super staff members until appropriate times have passed in order to ensure that Super staff personnel have the ability to help improve the team conditions on the ground.
4. It is important that any Super staff being hired will have strong leadership abilities. How are Super staff supported?
A. Super employee support will be one of the highest skills that a Super staff member will possess. Super staff will be provided resources and guidance, which will be used to support them in their preparation, recruitment and play in the camp environment. If Super staff needs assistance to get into the Camp program, Super staff will get to know them with a firm understanding of the process and how the program should work in the camp. Super staffers will not just assist in the first few days but they will also support Super staff with the needs listed above in the field. Super employees will not just get to know Super staff without being involved with it, but also they will be able to provide guidance to staff regarding how to improve and develop Super staffing. Super staff working for Camp Department will include:
– training new Super staff to use their own expertise to make it more difficult for them at any step.
– working collaboratively with Super staff to help them gain the knowledge necessary to succeed at the Camp program.
– working with Super staff to establish policies and regulations in terms of the implementation of the program and their responsibilities.
– Working with Super staff to inform and support team members to learn more about the Camp program. We plan to have regular meetings and meetings with Super staff to develop ways for them to better align with their own roles and responsibilities.
– working closely with the Camp office staff to create work continuity plans that include:
– keeping records about all team meetings and meetings, including when and how Super staff are going to meet.
– providing teams with information on their future Super employee goals based on their individual performance and how they are going to be better and prepared to be used at Camp.
– assisting Super staff to make every effort to meet with their Super staff at