Training class Essay Example for Free

Training class Essay CERTIFICATION OF AUTHORSHIP: I certify that I am the author of this paper and that any assistance I received in its preparation is fully acknowledged and disclosed in this paper. I have also cited any sources from which I used data, ideas or words, either quoted directly or paraphrased. I have added quotes whenever I used more than three consecutive words from another writer. I also certify that this paper was prepared by me specifically for this course. Student’s Signature: ______________________________ Instructor’s Grade on Assignment: Instructor’s Comments: Justify the use of a needs assessment of your company’s proposed employee customer service training stressing five (5) ways in which such an assessment would expose any existing performance deficiencies. Customer demands and the increase in competition have caused many companies to focus on customer service and relations. Southwest Airlines uses different approach when managing their airlines services throughout 97 destinations and 41 states (La Tasha, 2013). The ability to provide great customer services has much to do with the success of many individuals and companies. In the case of Southwest, their brand is to offer a low fare to their customers and always taking them on time to their final destination. Customer service isn’t about giving the customer exactly what they want. It involves skills such as problem solving, empathy, interpersonal skills, communication, and leadership abilities. Employee performance can be improved in many ways. Training is one way to emphasize employee performance. Each customer interaction is a representation on the company. Southwest Airlines objective is to train executive teams, making sure the highly value customer satisfaction guarantee and wanted those executives who managed departments that directly filtered into the service quality. When conducting a needs assessment, there are three areas that must be considered: organizational needs, occupational needs, and individual needs. Organizational assessment evaluates the level of organizational performance. An assessment of this type will determine what skills, knowledge, and abilities a company needs. It determines what is required to alleviate the problems and weaknesses of the company. Occupational assessment examines the skills, knowledge, and abilities required for affected occupational groups. Occupational assessment identifies how and which occupational discrepancies or gaps exist. Individual assessment analyzes how well an individual employee is doing a job and determines the individuals capacity to do new or different work. Individual assessm ent provides information on which  employees need training and what kind. A needs assessment is a wise investment for the organization. It saves time, money and effort by working on the right problems. People skills are the foundation for good customer service. Southwest Airlines will identify the goals of the potential training program by doing an initial interview questions with all parties. These questions are just a few to begin laying the foundation for the needed training. When a company encounters some type of situations, training is required. Southwest Airlines, assessment moves into the organizational, person and task analysis phase, questions will be intended for specific key executives. To make sure if the training will support the company’s strategic direction and if the needed resources would be obtainable, the assessment team will look in the direction of strategic planning, training and business development executives.â€Å" When employees interact with customers they are representing the organization and each customer’s perce ption of the quality of that interaction can influence the customer’s opinion of the organization and its products or services† (Dugan, 2014). Person’s analysis phase will determined who will need the training and if the present knowledge base provides a foundation to obtain the new skills. With exceptional customer service being the primary goal of these airlines, the Customer Service Department and Customer Support service department know what practices are currently used and if new skills and training is necessary to improve customer satisfaction. Lastly, task analysis will identify what current job functions are performed and if a need to implement new practice is necessary. Determining the needs of employees within an organization, assisting managers and filling vacant positions are significant aspects of human resource management processes. Organizations must complete job analysis to identify the skills needed for each job. The job description explains the knowledge, skills, and abilities required to fill the various jobs as spelled out in job specifications. The main objective of a needs assessment is to answer common questions such as who, when, where and why. Conducting a need assessment protects the assets of an organization and it is also an opportunity to initiate the conversation for proper utilization of resources that have been set aside for training. All assessments gather the information needed to make the decision if training is needed with the use of specific techniques. The assessment will be  conducted with interviews, focus groups and supporting documentation to decide if training is needed. The outcome of this assessment needs to be accurate. Develop a customer service training implementation plan and determine the method of training. Southwest has developed the Simulations method where an extensive technology-based training program is used. Its university for people is accessible to all its employees for personal and professional development. The virtual university offers courses ranging from software training to customer service. Additional, the airlines careers development services provides the employees with counseling, assessment and development plans. Employee training programs are helpful to organizations of different sizes. Even small companies can improve customer service skills. Large organizations often need training programs specifically targeted to employee development and changing technologies. Offering training programs to employees helps the employee feel more engaged and committed to the organization. The implementing of an employee training program in the organization improves job morale and teaches new skills. There are several steps to follow in developing a training plan. Step 1. Analyze your organizational needs. Interview managers and supervisors and identify employee performance areas that need growth. Step 2. Present your detailed presentation plan to the committee or the companys leadership team a nd be prepared to answer questions. Summarize the benefits of each proposed program, anticipated costs and time requirements. Demonstrate the need for each program by preparing detailed analysis of problem areas and possible solutions. Step 3. Conclude your plan and determine the budget for the next fiscal year. Request funds needed for the implementation of the customer service training. It should be taking in consideration employee training budget, including materials, travel, speaker fees, computer access charges and food in the budgeted amount. Step. 4 Allocate the funds by department, per employee or per training program, recommends the American Society for Training and Development (Lynn, 2014). Consider the benefits expected from each training program and decide if the cost of the program will give the desired results. Step 5. List the training classes offer over the year. Divide the classes by type and employee attendance. Prepare a schedule and publish it in the companys intranet. If possible, allow employees to sign up electronically to save valuable personnel time. Step 6.  Look for potential trainers references and verify that his materials and presentation style fit the company needs. Arrange the program costs and fees and a list of any needed equipment. Ask an employee with expertise in the field to teach a class or utilize member of the companys human resources department. Set clear expectations of class content and have a feedback system in place. Strep7. Evaluate the success of the program immediately after the programs completion. Ask the participants to fill out a feedback of the training program. Analyze the comments to plan for further training. The simulation method used in this type of training is effective because it is planned and resourceful. Justify why you selected the training program that you did. The simulation method is a perfect program used by airlines. The method offers the trainees the opportunity to experience some characteristics of their job in a secure and restricted environment and build skills related to those aspects of the job. Southwest Airlines has established the Flight Simulation training method where the technicians are responsible for continuous maintenance and engineering support for the Flight Operations Training Center, also where all Southwest Airlines Pilots receive training, as well as support for Flight Attendant emergency door trainers. The group was named Southwests Heroes of the Heart winner for 2014, an annual tribute awarded to a behind the scenes workgroup whose dedication contributes to Southwests success. (Southwest, 2014). â€Å" Southwest continues to count on the incredible reliability of its Flight Simulation Technicians as the airline completes the integration of AirTran, trains classes of New Hire Pilots, and adds hundreds of Captains through 2015†.(Southwest, 2014) Propose two (2) ways to motivate an employee who has no interest in attending a training class. Motivating and keeping employees in the company, requires effective management practices and strong leadership skills. An adequate training and good operating system are vital in a company. Employees need proper support and training tools to performance the job. A performance-based compensation plan should be designed very carefully to ensure that employees are encouraged to help build the business. Recognition and communication are also very important manager key responsibilities. Management, leadership skills and efforts will determine the success in  providing a good environment where the employees will be motivated therefore will remain loyal to the company. Southwest Airlines is an excellent example of what most airlines companies are striving for. Some of its ways to motivate an employee who has no interest in attending a training class are: 1- Reward and recognition. Employees kno w that the company provides meaningful recognition and rewards for their performance. They know precisely what the company gives them in return for their unique work. The entire employees place particular importance in exploring every possible technique approach and devise to recognize outstanding performance. Southwest identifies all employees directly in proportion to their personal accomplishments. This generates a contagious shared energy across the whole organization and as consequence the work environment is animated with enthusiasm and joy and this atmosphere is what the employees love. For their employees, compensation is of secondary importance. By generously rewarding its employees for excellent performance, Southwest Airlines is able to maintain loyalty, job satisfaction and high level of personal motivation. 2- Performance Management. A key feature of Southwest Airlines performance management is its performance transparency. To begin with, the company measures three dimension of performance: Employee wellbeing, customer satisfaction and shareholder gain. To reach their goals, the performance of the average worker is critical (Deutschen dorf, 2014). Therefore, Southwest Airlines stresses a demanding tracking and rewarding of individual performance, attached with clear immediate and straight feedback. The employees have a strong image of the background in which they work; they clearly understand how performance is measured and what it is they can do in order to improve it. The understanding of current individual performance and organizational performance is a key factor not only in Southwest Airlines employee motivation, but also in any employee motivation setting. Develop a survey to collect feedback from the employees who attend the training. Companies should give a chance to their employees to express their thoughts on the direction of the company has the opposite effect. It is very important for the company to find out their opinions of a specific training class and it is more likely they will take a personal stake in the business and feel like they are part of the team. Every method of gathering employee feedback depends on what challenges you need to address as a business.  Common questions managers seek when employees complete their training classes are: Was the course appropriate to your needs? Were the training personnel sufficiently knowledgeable and professional? Was the training facility good? Was the training package communication available to you organization? Was the training course complete? And lastly, the amount of communication with you and your department. Training and Evaluation = Required fields How satisfied are you: Very satisfied Satisfied Neutral Dissatisfied Very Dissatisfied Was the course appropriate Training personnel are sufficiently knowledgeable Quality of the training facility Communication of the training package The training course overall Amount of communication with you/your department References Deutschendorf, H. (2014). 7 key elements in southwest airlines employee motivation. Retrieved from: http://www.fastcompany.com/3024949/dialed/7-ways-to-keep-employees-happy Dugan, T. (2014). Developing and training human resources in organizations/ small business chron. Retrieved from: http://smallbusiness.chron.com/developing-training-human-resources-organizations-697.html La Tasha. (2013). Southwest airlines needs assessment and analysis. Retrieved from: http://trainingdevelopmentsystems.edublogs.org/2013/03/15/southwest-airline-needs-assessment-and-analysis/ Lynn, D. (2014). How to implement an employee training program. Retrieved from: http://www.livestrong.com/article/207076-how-to-implement-an-employee-training-program/ Southwest, A. (2014). Sothwest airlines and its flight simulation technicians. Retrieved from: http://www.swamedia.com/releases/southwest-airlines-and-its-flight-simulation-technicians-announce-two-year-contract.

Essay --

​Many youth today are struggling with literacy at many different levels. These gaps in literacy make it hard for many students to further their education. Some students may start out a little behind when it comes to literacy, however, without the proper help from their parents and teachers, these students run a major risk of falling even further behind. Illiteracy is a major issue when it comes to gaining an education. Without knowing how to read, and how to read well and efficiently, it has a major potential of affecting all subjects in school which makes it almost impossible for a student to pass their classes. When students are struggling with literacy, many of them are more than likely afraid to ask for help, they may be embarrassed to admit this fact. This in turn causes them to give up on their education and drop out entirely. ​A tutoring program that students could attend before, during, and after school would be a great place to start in trying to resolve the literacy gaps that students are struggling with. The school could ask teachers to volunteer their time as well as...

Corus Case Study Draft

Corus Case Study Introduction: ? Corus businesses. ? Market, Steel ? CCI needs to differentiate itself from the competitors in order to grow in the business. Model of Planned Organizational Change (Pg 336) Forces for Change: External: Low cost of Steel Internal: Lack of Capital for a Green field site Need for Change: ? CCI needs to differentiate itself from the competitors in order to grow in the business. ? They need to concentrate on the process improvements in order to get the best out of the existing infrastructure. Performance Gap (Disparity between existing and desired performance levels. ? SWOT (if possible ) Implementing the Change: Vision of the company [pic] Vision â€Å"We aspire to be the world steel industry benchmark for value creation and corporate citizenship. † Value creation Corus differentiates itself through innovation and delivering leading edge solution from its competitors for company’s growth. Steel industry is the big market. The raw material i s inexpensive. In order to standing out from the crowd, Corus add value creation by offering premium products and services. They used TQM, continuous improvement and KPI to create value and meet customer satisfaction. Corporate citizenship Corus trains its workers on how to act with a sense of responsibility, integrity and respect. They provide knowledge how the production flow and how to eliminate cost and waste. This can help Corus to work effective, reduce unnecessary cost, on the other hand, this process is also concern about environment as well. Work Culture Team work is one of the key factors in Corus. Manager coordinated with 40 Coaches for facilitating improvement training. Corus believes that success is from emerges from the person engagement with the company, not just depend on employees’ expertise and effort. It In order to create engagement, Corus encourage two way communications. Employees can forward their comments on the points that they think those will help to improve organization or how to change to make better. Everyone in organization understand and support the plan. Workshops have taken place to explain company’s vision and why some small and continuous change is very important to different Corus from its competitiors. TQM (Pg 593) TQM Techniques: Continuous Improvement ? Since they found that they can improve the performance by reducing the Waste they dealt with Lean Production Model. o Lean Production Model o (If possible we can include Horizontal Linkages Pg 325) This is for taking the process maps in the Manufacturing process and identifying the change. o KPIs ? Quality Circles (CI Coaches) ? Reduced Cycle Time (Lead time) ? Bench Marking Implementation Tactics: (Pg 342) ? Communication and Education ? Participation Top Management Support Conclusion? KPI is the measuring tool for helping organization defines how successful it is in each area that want to measure. Without measuring tool, organization will not know how well they are, whether For Corus, they use KPI to measure the backlog of customer orders, meeting targets for rolling steel plat. After they get the KPI result, they can review result internally among each division and then compare, benchmark with their competitors and other produc ers in Steel industry. Without KPI and benchmark, they will not know how well they are and what their standing point in the steel market. KPIs can be help to answer the question, â€Å"What is the area that they are good at? † â€Å"How well they can control inventory? †Ã‚   â€Å"What are the areas that they should improve in order to get customer satisfaction? KPI is a key part of a measurable objective, which is made up of a direction, KPI, benchmark, target, and time frame. KPI help to evaluation the progress towards its vison and long-term goals.

The Tyger, The Lamb and Lord of the Rings - 1031 Words

To understand â€Å"The Lamb† you must understand â€Å"The Tiger†, and vice versa. These two poems are unbelievably complicated when trying to search for a real deeper meaning. There is an immense amount of symbolism used throughout both poems, and many different things can be taken away about the author’s thoughts religion, nature, and the battle between good and evil in one’s mind. In the novel, The Lord of the Rings by J.R.R Tolkien, there is seemingly a lot left up in the air about religion and the symbolism of nature, but when read the way the author intended, there are a few very strong themes that resemble those portrayed in â€Å"The Tyger† and â€Å"The Lamb†. Throughout the writings, the two authors portray nature in a way that allows it to symbolize their own personal thoughts and views on religion. Religion and Nature are very closely connected, and in both writings, it is essential to understand this because nature is conveyed through religion in the poems, and religion is conveyed through nature in the novel. Nature’s connection with religion is shown in the very definition of nature as â€Å"a creative and controlling force in the universe† (Merriam Webster English Dictionary 2.a). It is very obvious what religion is: A belief of what created nature. So, if you can understand the religion or nature used in the writings, you can understand the meaning of the other. When analyzing â€Å"The Tyger†, â€Å"The Lamb†, and The Lord of the Rings, it is important to understand the authors, so you

The Adoption of Ais - 1759 Words

The adoption of cloud based accounting information system in business I. Introduction Accounting information system is playing an important role in the business operation, and the cloud computing has a great impact on the revolution of accounting information system. This research paper aims to discuss the new trend of cloud based accounting information system in business. The whole text is divided into three parts: First part gives an overview of the cloud computing and accounting information system; second part analyses the benefits and challenges of the accounting information systems move to the cloud; and third part gives the recommendations on key success factors of the adoption. II. Cloud-based accounting information system†¦show more content†¦There are basically three service models: Software as a Service (SaaS), Platform as a Service (PaaS) and Infrastructure as a Service (IaaS), and four deployment models: Public cloud, Private cloud, Hybrid cloud and Community cloud. (Mell and Grance, 2011). ii. Accounting information system (AIS) Accounting information system is often described as â€Å"the combination of two terms- Accounting amp; Information System, whose major function is to collect, financial data, process it amp; provide financial information to the external amp; internal users† (Salehi et al. 2014, pp. 186). In essence, accounting information system is not necessarily a computerized system, it can be merely a simple manual system using pen and paper. However, with the rapid development of cloud computing, it has an increasingly significant impact on the revolution of accounting information system. iii. Adoption of cloud based accounting information system on the market On the Australian market, MYOB and QuickBooks have been the dominant accounting software providers for the past 25 years. However, cloud computing opens up possibilities for new software to enter into market. Xero and Saasu are the examples of those strong contenders in this area. (Ambrosiussen Accountants amp; Advisors, 2014) According to a research study conducted by CCH Australia in 2013 nationwide, fourteen per cent of small and medium enterprises are using a cloudShow MoreRelatedThe Adoption Of Cloud AIS1734 Words   |  7 Pagesï » ¿The adoption of cloud based accounting information system in business I. Introduction Accounting information system is playing an important role in the business operation, and the cloud computing has a great impact on the revolution of accounting information system. This research paper aims to discuss the new trend of cloud based accounting information system in business. The whole text is divided into three parts: First part gives an overview of the cloud computing and accounting information system;Read MoreA Synopsis Of Cloud Computing1307 Words   |  6 Pagesself-service: We do not need human interaction if we need any service all can be done electronically. 5. Broad network access: The cloud computing services can be accessed from laptops, mobile phones or PDAs. These days there are many cloud based AIS systems such as XERO, Fresh Books, MYOB, QuickBooks etc. Challenges and Benefits The business world is constantly evolving because of ever changing technology, which makes organizations to adapt new systems timely. The recent wonder of the digitalRead MoreApplication Of Accounting Information Systems Essay1556 Words   |  7 Pagesfrom their technical power. The vendors have moved from desktop systems to cloud accounting, and it has led to a challenge of selection and implementation to customers and users. 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The simple idea is thatRead MoreThe Ethics Of Sarbanes Oxley Act1667 Words   |  7 Pagesthe Public Company Accounting Oversight Board (PCAOB) was created to monitor the work of public accountants. Among SOX and the PCAOB, accounting information system (AIS) is a system to automate information and assess internal controls by management. In order to maintain risk assessment, correlation between SOX and the PCAOB and AIS is positively determined. â€Æ' Due to occurrence of scandals from major public traded companies, regulators and other stakeholders were called for improvements regardingRead MoreBusiness Project Proposal888 Words   |  4 Pagesloyalty. Notwithstanding, it will also contribute to cost reductions associated with customer support and loan adjudication; thus, the required investment can be partially offset by cost reductions in these activities. AI Technology Selection and Technical Requirements The AI technologies that should be integrated are as follows: 1. Machine learning: to analyze vast amounts of data and provide insights 2. Natural language processing and generation: both for customer interaction (chatbots) and toRead MoreThe Business Environment At Canadian Shield Insurance1510 Words   |  7 Pagesinfluence in the area of IT not only at Canadian Shield, but at Assurance Centrale and all of its divisions. The success or failure of a new system will rely heavily on his analysis and suggestions. Seamus is hesitant in proposing consideration of the AIS for several reasons, including fear of damaging his career and of what it would do to the attitude of his IS team. Assurance Centrale and all its divisions need to be able to communicate in an environment that supports raising concerns and suggestions

Compare and Contrast 2 Objects - 1343 Words

After looking at the vast antique collection found in the Sir John Soanes’s Museum, London, I was able to identify with 2 objects that I felt had the most interest to me. Found in the Colonnade and Dome room, I will compare and contrast the statue of Apollo Belvedere, a Greek god originally made from bronze and discovered in Rome in the late 15th century. The second is a statue of the Ephesian Diana, an Egyptian sculpture derived of marble. There are a number of statues replicating the pagan goddess, Artemis from Ephesus and can be found dating back to the first and second centuries AD. The one depicted above from the Soane museum dates back to 2nd century AD, and the head turreted crown indicates this. The Ephesian Diana is said to be†¦show more content†¦Apollo is a classical sculpture, of the renaissance period. Being naturalistic it exhibits all areas of the body: muscular arms, legs torso, and pubic region. Many copies of Apollo are completely nude, however Saone’s version does show Apollo with a coy fig leaf covering his genitals. Male Greek figures of this time tended to be represented nude, this however, was uncommon during periods of ancient Egyptian art, as only people of low status would appear naked and female nudity didn’t appear to a lot later. Diana you will notice is clothed. Classical art is generally associated with white marble however as with 70% of the antiques within the gallery, Soane’s version of Apollo is a cast replica. The Ephesian Diana herself is made entirely from pentallic marble, you will notice some, such as the statue in Saone’s gallery to have dark hands, face and feet which are made from black marble. Dark colours were very common to Egyptian sculpture to signify royalty. Most sculptures made within the classical period were to show appreciation for the gods. One way to achieve this was by size and quality. 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Leadership of Hungry Jack Organization-Free-Samples for Students

Question: Discuss about the People Culture Contemporary Leadership. Answer: Introduction The Human resource department form one of the most important departments in an organisation as it takes care of the people who are responsible of the daily operations of the business. The role of the HR department in brief is to ensure the safety and health of the people associated with the company, recruitment and maintaining a work friendly environment in the organisation as well as deal with the issues and grievances of the employees of the company. It is also one of the duties of the HR department to ensure that the people who are associated with the company have a scope of career development as well. Therefore, broadly the role can be divided in three sections: staffing, employee compensation and benefits, and defining/designing work. In this assignment the organisation that is going to be analyzed is Hungry Jacks. The assignment will address a company overview followed by the HR practices that are adopted by the company. Company overview Hungry Jack's is iconic in Australia, over the years of establishment the company has been through a lot of changes in the management and corporate divisions but then established in 1971, the organisation is a wholly owned subsidiary of Burger King Australia (Hungryjacks.com.au 2018). The owner of the organisation is Jack Cowin. Hungry Jack's owns and operates or sub-licenses all of the Burger King as well as Hungry Jack's restaurants in Australia. Burger King wanted to expand their operations in Australia and the company did it with aligning the company with a local organisation (Hungryjacks.com.au 2018). There are almost 390 stores in Australia; the focus of the company is in the quality of the product Hungry Jacks has over 16,500 employees in the current status (Thehungryjacksway.com.au 2018). The company is associated with several games and activities of the community which indicates that they have a triple bottom line business model, where only financial aspect of the company is not the sole objective of the management. The aim of the organisation is to cater to the requirements of the target market and adapt to the changes in the industry accordingly. The objectives of the company are: To create a valuable relationship with the customers in order to ensure a loyalty To build a sustainable future To ensure that the company expands the operations further To be able to meet the changing needs of the customers (Hungryjacks.com.au 2018) As a franchise, the company strives to maintain the quality of the burgers that they serve their customers in order to conform uniformity and uphold the motto of the company; The burgers are better at Hungry Jack's. The organisation is a major employer in Australia, they are known for employing people who are young especially looking for a job to sustain their studies and pocket money. The company spends around $250 million in salaries and wages which is why it can be said that the company has a significant impact on the economy of Australia as well (Thehungryjacksway.com.au 2018). The company follows six values: guest-led; meritocratic; empowered; accountable; teamwork; and fun (Thehungryjacksway.com.au 2018). In April 2011, the company was under the radar for underpaying almost 700 employees and the company was imposed with a penalty. Another accusation was admitted by Hungry Jacks is that they had failed to keep a track and proper record of the employees present as well as past (Fairwork.gov.au 2011). Identification and discussion of the organisations HR strategy One of the major strategies of HR is to hire young people in order to engage better with the target market as people from 16-25 make up the primary target market of the organisation (Nankervis et al 2002). Apart from that this strategy is also driven by the fact that the company wants to provide young people, without experience an opportunity to understand the industry and develop positivity form the youngsters. There is a significant amount of employees in the company who are under 18 years (Thehungryjacksway.com.au 2018). Training is an important part of the HR strategy, the employees are trained to communicate, understand and comprehend with the customers, not only that they are also trained to deal with several issues and grievances that the customers come up with (Thehungryjacksway.com.au 2018). When the company comes up with a new store depending upon the strength of the location around 35-50 people are appointed to serve the customers of the new restaurant. Before opening these people are trained to improve their skills in order to make the process of operation smooth and efficient (Nankervis et al 2002). The salaries and the wages of each branch is kept uniform, in order to deal with crisis situations like the one that has been stated above. The locations of the branch do not make a difference. Approximately $600,000 is offered to each restaurant on a yearly basis. The amount on the other hand also adds to the local economy as well (Thehungryjacksway.com.au 2018). Following the first strategy that has been discussed this is another unique HR practices that is followed by the company. More than 90 percent of the total population of the employees work on a part time basis while enjoying all the facilities of job security along with the flexibility of work time, the company believes that this allows the employees to have a work-life balance as it is essential for the employees interest to align with the objectives of the company (Nankervis et al 2002). Only 5 percent employees in the company are full-time involved with the operations of the business where as approximately 2 percent are casual employees (Thehungryjacksway.com.au 2018). The organisation also employees people with special abilities as they want to offer everyone a fair share of chance and to establish as equal opportunity employer. The HR department works closely with the work with the employment and placement centers in the localities of operations in order to train and employee such people (Thehungryjacksway.com.au 2018). Evaluation of the existing HR practices The company views it as a responsibility to offer such a platform for young people to join an organisation as well as continue with other important things in life as well. The HR management of Hungry Jacks understands the responsibility of teaching young people work ethics and skills which are necessary in their career (Nankervis et al 2002). This is a part of the companys Triple bottom line model as well which states that the company not only focuses on the finances of the organisation but also identifies the duties and the responsibilities that they has as a corporate towards the well-being of the society as well as the Environment (Nankervis et al. 2013). One of the drawbacks of the part-time and the young people policy is that this strategy leads to low employee retention rate (Nankervis et al. 2013). Mostly people work with the company for a couple of months and then they leave, for young people being first time exposed to work culture may be also difficult to adapt which can be the reason for low attrition. With the HR practices like employing people with physical disabilities and understanding the needs and requirements of the employees the company has created goodwill in the industry, which not only resonate the quality of the product and services that they offer but also showcase the values and principles that the organisation follow (Nankervis et al. 2013). Overview of the current state of employee engagement As Meritocracy and empowerment are some of the major part of the values that the company follows, the emplacement engagement policies of the company is also base on this value (Menguc et al. 2013). Therefore, the company offers several opportunities to the employees to learn and grow with their Employee Foundation, which is a charitable trust that supports and helps the employees of the organisation in need. Young Endeavour Program, is a scholarship that the company has launched as a gesture to thank the employees for their commitment and contribution towards the growth and expansion of the business. The company also has training program and management courses for all the employees (Anitha 2014). Structured plan of initiatives Because fun is a also a part of the values of the company, the HR department should introduce some fun activities for the employees, considering the average age of most of the employees are less than 20 (Tims et al. 2013). According to the JD-R (Job Demand and resources) Model coined by Arnold Bakker and Evangelia Demerouti, state that when the job demands are soaring and job positives or resources is small stress is inevitable. One the other hand if the resources are also at par with the demands then it can translate in to engagement and motivation (Bakker and Demerouti 2014). The companies also have the opportunity to deal with some of the common environmental issue, with the help of the employees. More and more organisations are engaging their employees in their CSR activities this improves the motivational rate among the employees and makes them being part of community (Truss et al. 2013). Conclusion It can be concluded that Hungry Jacks has a hierarchal organisation structure which makes it easy for the employees to operate as they have a supervisor or a manager who directs the employees to strive towards achieving the objectives of the company. Hungry jacks is known for their quality and timeliness of their service, the HR department of the company is not only focused on hiring people but also ensuring the people working for the organisation get opportunity and scope to develop their career with the company Reference list: Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management, 63(3), p.308. Bakker, A.B. and Demerouti, E., 2014. Job demandsresources theory. Wellbeing. Fairwork.gov.au. 2011. Hungry Jacks fined for underpaying almost 700 staff over $665,000. [online] fairwork.gov.au. Available at: https://www.fairwork.gov.au/about-us/news-and-media-releases/2011-media-releases/april-2011/20110413-hungry-jacks-court-court-penalty [Accessed 7 Apr. 2018]. Hungryjacks.com.au., 2018. About US. [online] hungryjacks.com.au. Available at: https://www.hungryjacks.com.au/about-us [Accessed 7 Apr. 2018]. 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Employee engagement, organisational performance and individual well-being: exploring the evidence, developing the theory.