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人力资源Essay范文:Job Satisfaction Analysis

论文价格: 免费 时间:2022-04-25 09:42:22 来源:www.ukassignment.org 作者:留学作业网

本文是人力资源专业的Essay范例,题目是“Job Satisfaction Analysis(工作满意度分析)”,对于被调查的学生,从图中可以看出,几乎一半的受访者在培训期间对自己目前的工作不满意,相反只有大约20%的人对自己目前的工作感到满意和中立。对工作非常满意和非常不满意的人比例更少。虽然近一半的受访者不满意他们目前的工作,但仍有22%的受访者满意他们的工作。

Internal Factors内部因素

Regarding the student surveyed, from Figure, almost half of the respondents dissatisfied their current job on training period, conversely only around 20 percent who are satisfied and neutral their current job respectively. There are fewer percentage of strongly satisfied and strongly dissatisfied their job. Although there are almost half of the respondents dissatisfied their current job, it still have 22 percent respondents satisfied their job.

 

人力资源Essay范文

According to the student surveyed, from Figure , most of the respondents select good relationship with colleagues as their main reason of job satisfaction. Base on this question the respondents can select more than one choice as a result the total number is 77. However, flexibility working hour and satisfied staff benefits are not the main reason affect job satisfaction by 17 and 16 results respectively, it is shown that there is a huge disparity compare with the result of good relationship with colleagues. It can be analyze that employees are more concern their relationship with colleagues to effect the job satisfaction, thus influence the turnover rate.  

根据对学生的调查,从图中,大多数受访者选择与同事的良好关系作为他们工作满意度的主要原因。在这个问题上,被调查者可以选择多个选项,结果总共是77个。然而,弹性工作时间和员工福利满意度并不是影响工作满意度的主要原因,结果分别为17和16,与与同事关系良好的结果相比,存在着巨大的差距。可以分析,员工更关注与同事的关系来影响工作满意度,从而影响离职率。

As can be seem from the students surveyed, the result shown that most of the respondents are chosen rapid growth of hotel industry and government policy are two main external factors influence turnover rate are chosen by 26 and 18 results respectively. Base on this question the respondents can select more than one choice so that the total number in this question is 62. Besides, non-local employees and inflation are only chosen by 8 and 10 results respectively. It seem that the survey can reflect the respondents view the impact of high turnover rate owing to rapid growth of hotel industry and government policy.

从被调查的学生中可以看出,结果显示大多数受访者都选择了酒店行业的快速增长和政府政策是影响离职率的两个主要外部因素,结果分别选择了26和18。根据这个问题,受访者可以选择多个选项,所以这个问题的总数是62。另外,非本地雇员和通货膨胀分别用8和10的结果来选择。这一调查似乎可以反映受访者对酒店行业快速增长和政府政策导致高离职率的影响的看法。

Rapid growth of hotel industry may increase turnover way due to the same manpower pool. The number of hotel rooms in Hong Kong needs to be almost doubled in the next 10 years, according to the head of a government economic task force (Siu and Nip). The reason of sharply increase the number of hotel rooms probably relevant impact of Hong Kong-Zhuhai-Macau bridge and the high-speed cross-border railway. In response to satisfy a large demand of tourists, hotels need to absorb enormous quality employees so that can maintain the standard of quality. However, due to the labor supply is not able to meet the demand in the market; the existing employees may try to seek to better jobs due to availability choice (Lei).

酒店行业的快速增长可能会增加营业额的方式,因为相同的人力资源。政府经济专责小组(Siu and Nip)负责人表示,未来10年,香港的酒店客房数量需要增加近一倍。酒店客房数量大幅增加的原因可能与港珠澳大桥和高铁的影响有关。为了满足游客的大量需求,酒店需要吸收大量高素质的员工,才能保持质量的标准。然而,由于劳动力供给不能满足市场的需求;现有员工可能会因为可用性选择而试图寻找更好的工作(雷)。

Even there isfresh graduates study in hotel management in every year but not all graduates will work in the hotel industry (The Greatest Challenge). Heavy workload, shift work, overtime working those reasons may affect the graduate’s select hotel industry as their careen. Owing to the limitation of labor, the existing staff can be selective in their choice of employment since rapid growth of hotel industry. For instance, the less favorable job like stewards, food and beverage servers and room attendants are especially high turnover way, owing to heavy workload and lack of attractiveness (Lei). To attract those indispensable front office staff, many hotels are willing to provide high salary and better position to effectively attract employees (Lei). Therefore, more employees will terminate their employment to choose the job with valuable benefits.

即使每年都有应届毕业生学习酒店管理,但并不是所有的毕业生都将在酒店行业工作(最大的挑战)。工作繁重、轮班、加班等原因可能会影响毕业生选择酒店行业作为职业发展方向。由于人力资源的限制,酒店行业的快速发展使得现有的员工在选择就业时具有一定的选择性。例如,乘务员、餐饮服务员、客房服务员等不太受欢迎的工作,由于工作量大、缺乏吸引力,离职率尤其高(Lei)。为了吸引那些必不可少的前台员工,很多酒店愿意提供高工资和更好的职位来有效地吸引员工(Lei)。因此,更多的员工会选择终止他们的雇佣选择有价值的福利的工作。

 

人力资源Essay如何写

Statutory Minimum Wage policy法定最低工资政策

Statutory Minimum Wage may force employer to disband their employee or expropriate the original fringe benefits such as staff’s meal, uniform and break period to compensate the additional cost related to this policy (Hong Kong workers.). Employee compensation is one of the largest costs in hotel (Su, Heo and Leung). Even though the Minimum Wage Ordinance was HKD 30 per hour since 2013, the average hourly wage in hotel employees was about HKD62 (Su, Heo and Leung). Although the policy can balance the excessively low wages and prevent the loss of low-paid jobs (Labor Department), it also affects high turnover way due to job dissatisfaction.

法定最低工资可迫使雇主遣散雇员或剥夺原有福利(如员工膳食、制服、休息时间等),以补偿与此政策有关的额外费用(香港工人)。员工薪酬是酒店最大的成本之一(Su, Heo和Leung)。尽管自2013年起,最低工资条例规定为每小时30港元,但酒店员工的平均时薪约为62港元(苏、许和梁)。虽然该政策可以平衡过低的工资,防止低薪工作的流失(Labor Department),但它也影响了由于工作不满而导致的高离职方式。

In order to recoup the additional cost, some hotel may decrease employee benefits or hired more part-time employee to recover the cost thus destroy relationship. For instance, some hotel kept employing their staff on a basic salary and did not offer them a perpetual job (Su, Heo and Leung). Other example, some hotel had changed to pay their room attendants based on the number of the rooms they had been cleaned instead of pay the working hour after the implementation of Statutory Minimum Wage Policy (Su, Heo and Leung). If the room attendants take longer time to make up certain rooms that supervisor assigned to them, they need to work overtime without compensation. It may definitely affect employee job satisfaction as a result increase turnover rate.

一些酒店为了收回额外的成本,可能会降低员工的福利或者雇佣更多的兼职员工来收回成本,从而破坏关系。例如,一些酒店继续以基本工资雇用员工,而不提供永久工作(Su, Heo和Leung)。另一个例子是,一些酒店在实施法定最低工资政策(苏、许和梁)后,改变了按照打扫房间的数量支付房间服务员的工资,而不是按工作时间支付。如果客房服务员需要较长的时间来整理主管分配给他们的某些房间,他们需要加班而没有补偿。它肯定会影响员工的工作满意度,从而增加流动率。

It is a common knowledge that develop a good relationship between employer and employee can probably reduce turnover way. However, Statutory Minimum Wage policy was give stress to employers to maintain their limited cost so that upward pressure to employees and dissatisfied on job satisfaction. Employers tend to reduce the number of employees and shortening the staff working hours to prevent compensation (Su, Heo and Leung). Also, recruit more part-time employees to replace the full-time employees due to effective and easily to maintain offset cost increase. Therefore, the authors had mentioned that hotel tend to reduce the cost of fringe cost as their cost minimization strategy (Su, Heo and Leung). In view of employees confront the work environment that without unpaid break and change the staff’s menu to reduce their staff benefit, they virtually heighten the negative attitude in work environment and job satisfaction as a result cause employees to move to other industries.

众所周知,发展良好的雇主和雇员之间的关系可能会减少人员流动的方式。然而,法定最低工资政策给了雇主维持其有限成本的压力,从而使员工产生了向上的压力和对工作满意度的不满。雇主倾向于减少雇员人数及缩短工作时间,以避免补偿(苏、许及梁)。另外,招聘更多的兼职员工来取代全职员工,因为有效且容易维持抵消成本的增加。因此,作者提到,酒店倾向于降低边缘成本成本作为其成本最小化策略(Su, Heo和Leung)。鉴于员工面临无薪休假的工作环境,改变员工的菜单以减少员工的福利,这无端加剧了员工对工作环境和工作满意度的消极态度,从而导致员工转投其他行业。

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