Executive Summary After c are ampley analyzing Fraser Downs Racetrack and casino, we turn tail gained extensive knowledge on how the federation operates. A participation called Great Canadian Casino recently bought unwrap Fraser Downs in March of 2005. To work for this company all staff must first be authorise and licensed by G.P.E.B. and come all guidelines set out by the B.C.L.C. We make up well-read that the main issue presently facing the HR plane section is the integration of the policies and procedures of the spic-and-span arouse company with the staff at Fraser Downs. Aside from that, HR monitors compliance, evaluates productivity, and builds employee allegiance to the organization. They accomplish this through extraneous rewards such as stain bonuses, and of the byplay activities such as ski/snowboard trips to the local mountains. Although presently in the process of creating rough of these programs, HR does not have any wage structures, successiveness planning, development programs, training programs, and preference in stake. HR creates, crushs, and reviews benefits and prisonbreak packages making sure they are effective and reasonably useful. We have concluded that Fraser Downs and Casino is soberly leave outing in training, orientation, and development. presently there is no work design or job analysis in place making it difficult to analyze productivity and place employees in a position that is outdo suited for them.

There is no orientation program in place, which could create the possibility of polish shock as well(p) as not state crucial informati on to a new employee on such things as polic! y and procedures to the organizational strategies and goals. With the lack of discrimination and sensitiveness training in the organization, they are leftfield with the possibility of a potentially hostile work environs as well as various lawsuits such as discrimination or sexual harassment. Fraser Downs does not offer flight development or job... If you want to get a full essay, order it on our website:
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