Essay on Human Resource Management in Kentucky Fried Chicken

Essay on Human Resource Management in Kentucky Fried Chicken Kentucky Fried Chicken is the largest fast food chicken operator, and franchiser in the world. Colonel Sanders has become a world-known figure by marketing his finger lickin good fried chicken. The restaurants cover a large percentage of the United States market in terms of sales. Every day, millions of diners are served at KFC, featuring the Colonels finger lickin good special recipe fried chicken. (About us) KFC knows that their employees are at the center of their success. Developing a successful employee training program and effective retention strategies will determine the success of the company and whether the company can deliver a more consistent customer experience. The KFC Corporation is based in Louisville, Kentucky and was founded by Harland Sanders in 1932. Sanders was born on a farm in Indiana in the 1890s. Following the death of his father in 1896, Sanders mother was forced to work two jobs to support the family. In order to help his mother, Sanders learned to cook for his brother and sister at the young age of six. By the age of fifteen he had worked a variety of jobs, including painter and railroad fireman. In 1920 Sanders opened a gas station in Corbin, Kentucky and he began to cook for his family and the occasional customer in a back room of the service station. It was then that he invented whats called home meal replacement selling complete meals to busy, time-strapped families. He called it, Sunday Dinner, Seven Days a Week' (Colonel Harland Sanders). Sanders enjoyed cooking the food his mother had taught him for travelers. Rather than coming in for service for their cars, people began coming in specifically for his food. Demand for his cooking rose and eventually he expanded his up and coming business by moving across the street to a facility with a restaurant, a motel, and a gas station. The restaurant was named Sanders Court Cafà © and was so successful that in 1935 the Governor granted Sanders the title of honorable Kentucky Colonel in recognition of his contribution to the states cuisine. (KFC Corporation) Colonel Sanders was always experimenting with his food at his restaurant. He originally prepared his chicken in an iron skillet, which took an average of thirty minutes to do, which was to long for restaurant operations. During the late 1930s the Colonel went to a demonstration of a new gizmo, the pressure cooker. He purchased a pressure cooker and made a few adjustments. After a lot of experimenting with cooking time, pressure, shortening temperature and level, Eureka! The Colonel had found a way to fry chicken quickly, under pressure, and come out with the best chicken hed ever tasted, and what weve come to know as Kentucky Fried Chicken was born (The pressure cooker). On a daily basis more than twelve million diners visit a KFC restaurant on 109 countries and territories around the world. (About us) KFCs product specialty is fried chicken that is served in various forms and is made with the Original Recipe. KFC standards for quality start with the use of the famous bucket. The paper bucket is used for its large sized orders and helps to keep the chicken crispy by wicking away moisture. The Original Recipe, which remains a trade secret, is made from a blend of eleven herbs and spices that Colonel Sanders was able to perfect. Portions of the secret recipe are mixed in different parts of the United States but the complete hand written copy is kept in a vault at the corporate headquarters. Nutrition has been a big concern for KFC because its main products are fried. In recent years KFC has made changes and now offers a variety of menu items that are low in fat for customers that prefer lower calorie choices. To assist customers, KFC has posted a nutrition guide on their website providing customers detailed information about their ingredient choices and nutrition values. They have al so introduced grilled items that offer fewer fat grams and less sodium than the Original Recipe, all without sacrificing the great taste of KFC products. (Nutrition) KFCs training and development strategies focus on effective management and building customer relations, as well as providing high quality products, and maintaining cleanliness of their restaurant. In the beginning, the companys strategies were not very successful. The company has made changes to its strategy by focusing on giving more career opportunities for people related to business, management, and other professional area of study. The principle development and training strategies are as follows: 1) Urge the employees to get closer to the customer by adopting a very friendly behavior to them to make decisions from market back. So the first principle is to create the customer focus goal. 2) The firm also keeps in touch with the latest trends and changing technological innovations for its market and to keep a continuous change as a way of life. Adding new ideas and taste in its meals, making more deals for attracting the customers and many other small policies are adopted for this purpose. 3) Market orientation was another area of priority by the management team to generate extra effectiveness in the global market. A friendly atmosphere with the customers is very important to give them confidence for putting their suggestions in the suggestion box for getting an idea of the likes and dislikes of their valuable customers. 4) The management team communicates very effectively and learns how to create an innovative atmosphere and a better understanding with the various cultures of the globe. As people belonging in different areas and cultures have different taste. So the main principle here is not to create a strong uniform brand image but also to serve the best interest of different customers in different locations. 5) Making a market plan and providing effective training to the employees is also an important strategy for the development of the corporation in overseas locations. While training and educating the employees, human resource planning, reward system and cultural definitions were given for international operations to the management team, which further hired and trained new staff from the local countries where the new branch is to establish. This also improves international political economic relations as opening new markets in outside country and ensuring new jobs facilities for the nationals of that country played a very important role in building customer relations and getting into the cultural taste of the natives. (Training and Development Strategies) Historically, the fast food industry has not been seen as the most effective way to build a career, especially for those individuals that are starting at the bottom of the ladder. KFC is working hard to overcome this perception. During the late 1990s, KFC launched a new employee incentive program as part of a three million dollar reorganization of its corporate field operations. The program was intended to show general managers that they play an essential role in the success or failure of KFC. The managers were taken to the corporate headquarters for three days of meetings and seminars. The company believed that a great way to develop great teams is to focus on the restaurant leaders. The changes stemmed from a survey that was conducted and revealed that managers wanted more support from corporate headquarters, they want to know that they are valued' (KFC initiates). The new program emphasized on developing a closer relationship with individual stores and a stronger focus on training and hiring practices, all with the intent of providing better customer service and a better working environment that will reduce turnovers. Jackie Trujillo, chairman of Harman Management, said, They are right on target, if you are going to succeed in this industry, you have got to get people to buy into the program, because who waits on customers? Where does everything happen? If you dont have everybody buying into that, youre not going to make everyone happy' (KFC initiates). For 2010, KFC has again refocused its corporate goals and is now putting special efforts on making their employees feel valued. This is apparent in the way employees treat each other, and is also accomplished through the companys reward package. The program offers all employees bonuses through a variety of schemes. The employees are rated in two performance measures, customer satisfaction and operational basics. The bonuses are also based on sales made as a restaurant and are paid in form of retail vouchers, with some vouchers valued at over $400.00 per employee each quarter. The bonuses are meant to create energy and encourage employee engagement with the goals of the restaurant. Managers and senior staffs can also earn cash bonuses depending on how they score on a balance scorecard. Misty Reich, vice-president HR at KFC UK and Ireland, says: the aim is to use the bonuses to create an ownership mentality among KFC employees (KFC keeps staff). KFC also considers career progression wi thin the company to depend on the bonuses offered. By conducting in-depth review of the restaurants staffs twice a year, the company can decide which of them has the ability to move forward in the organization. (KFC keeps staff) In order to generate profits and achieve long term success, businesses need to build a workplace that attracts, engages, and retains the best employees. A company culture describes how an employee thinks and feels about the company. It effects how employees respond and handle themselves in the work place. At KFC the company culture is a result of the companys vision and values. Our aim is to put a smile on peoples faces around the world and gives every customer a special experience on each occasion (Human resources). These values are as follows: 1) Believe in all people: We trust in positive intentions and believe everyone has the potential to make a difference. We actively seek diversity in others to expand our thinking and make the best decision. We coach and support every individual to grow to their full capability. 2) We are customer maniacs: Customers rule. Every customer sees it, feels it and knows it in every restaurant. We make sure we have great Restaurant General Managers who build great teams. 100% CHAMPS with a Yes Attitude is the expectation. 3) Go for breakthrough: We begin by asking ourselves What can I do NOW to get breakthrough results in my piece of Yum! Our intentionality drives step change thinking. We imagine how big something can be and work future-back, going full out with positive energy and personal accountability to make it happen. 4) Build know how: We grow by being avid learners, pursuing knowledge and best practice inside and outside our company. We seek truth over harmony every step of the way. We consistently drive outstanding execution by scaling our learning into process and tools around what matters most. Breakthroughs come when we get people with knowledge thinking creatively. 5) Take the hill teamwork: We team together to drive action versus activity. We discuss the un-discussable, always promoting healthy debate and healthy decisions. Our relationships allow us to ask the earth of each other. We make specific verbal contracts to get big things done with urgency and excellence. 6) Recognize! Recognize! Recognize: We attract and retain the best people and inspire greatness by being world famous for recognition. We love celebrating the achievement of others and have lots of fun doing it! (Human resources) Building employee capability is an important strategy at KFC. A company is only as good as its employees and KFC believes that their employees should be rewarded for the dedication and large portions of their lives they invest into the company. At KFC all employees receive initial training which covers food safety, business familiarization and online testing. The elements of the training are web based and virtual reality classrooms that are used to develop champions. After commencing employment team members continue to further their training through a program called CHAMPS. CHAMPS stand for the six universal areas of customer expectations: Cleanliness, Hospitality, Accuracy, Maintenance, Product quality, and Speed. The training is both face to face and web based. The web based program provides consistent and up-to-date information. The face to face program provides opportunity for cross-training within the restaurant so that employees continue to develop new skills. The blended train ing is estimated to require 41% less hours per learner than in-restaurant training programs. (Human resources) KFC has grown to be the largest quick service restaurant and has been proven to be a successful business enterprise with more than 11,000 restaurants in 109 countries around the world. (About us) KFC understand that their employees are at the center of their success. Through structured employee training and effective retention strategies the company can deliver a more consistent customer experience. The training, development, and retention of the right people are the key ingredients to the secret recipe that result in the long term success of KFC.

Higher Nurse-to-Patient Ratios Improves the Quality of Care Essay

The economic impact on healthcare has taken its toll on the reduced number of registered nurses providing direct bedside care to patients compromising patient safety and dramatically increasing the potential for negative outcomes. Studies reveal that several other factors have also played a key role concerning nursing shortages over the years, such as healthcare organizations downsizing, reduced reimbursements, increased workloads, inadequate staffing plans and job dissatisfaction. Currently, mandated minimum nurse-to-patient staffing ratios have been implemented in several states with many more trying to pass some type of legislation (Chapman et al.331). In other states hospitals opted to form safe staffing committees that include the participation of nurses to assure each unit’s need is met. Regulated safe staffing plans for nurse-to-patient ratios in hospitals and other healthcare facilities have been pivotal in reducing the occurrence of adverse patient outcomes, increasin g nurse retention and providing a safer work environment. Skyrocketing medical costs are some of the challenges faced by hospitals today and among their major expenses are nursing labor costs. The burden of reduced spending and managing costs more efficiently is passed on to the hospital finance leaders with the expectancy of reduced reimbursements under the healthcare reform (Sanford 38). Have these ratios affected the quality of care? Healthcare institutions, especially hospitals, argue that reducing the number of registered nurses and diluting the skill mix would not lower care standards (Hunt 18). The argument amongst all sides regarding the best mix and right numbers and the financial impact of applying such ratios is still being debated today. At t... ...rsingworld.org. American Nurses Association. 22 July 2010: Web. 13 Jan. 2011. Rotenberk, Lori. "Nurse Super-Union Sets Agenda, Aims to Get Staff Ratio Law Passed. " Hospitals & Health Networks 83.12 (Dec. 2009): 12. Nursing & Allied Health Source. Web. 23 Jan. 2011. Sanford, Kathleen D. "Nurse staffing: finding the right number and mix." Healthcare Financial Management 64.9 (2010): 38. Academic One File. Web. 26 Jan. 2011. â€Å"Study Shows Increasing Nursing Staff Would Improve Safety, Quality in Hospitals.† Thrall, Terese Hudson. "Nurse Staffing Laws: Should You Worry? " Hospitals & Health Networks 82.4 (Apr. 2008): 36-39 Nursing & Allied Health Source. Web. 23 Jan. 2011. United States. Dept. of Government Affairs. The Registered Nurse Safe Staffing Act of 2010. Federal Legislation. 2010: H.R. 5527/S 349. American Nurses Association. Web. 13 Jan. 2011

Dalton: University and College Sports

Persuasive Essay Language I 4th hour Dalton Wright Should College Athletes Get Paid? Do you think college athletes should be paid while they are in season? If you do think that college athletes should be paid by the University to play a sport or sports, then I disagree. You are probably thinking that I am crazy for saying that college athletes should not get paid, but just here me out on why I think they shouldn’t be paid. They get full ride scholarships! College athletes get full ride scholarships that include: great medical plan, free housing, free food, tuition, sometimes maybe even a computer.So why should they get paid when they get all this stuff? Well they don’t have enough to work in order to clothes and necessities? Some colleges even pay for that. They should already have clothes to wear anyways. Also they can work when they are not in season. They still might have practice or workouts and what not, but they can still fit in work, school, and Sports. If they r eally need money that bad I am sure they have siblings or family that could loan them some money. Not paying the players is going to teach them to be more responsible about managing their time.When you decide to go to college to play a sport, you are going hoping that you are good enough to go to the pros and then get paid there. Paying the athletes is going to alter their motivations for going to college for a sport. Athletes are going to college to learn their field so they will be good at what they do. Then they get paid for it when they get out of college. Paying the players sounds good on paper but will never happen without a series of incidents and scandals. If universities pay their players three hundred dollars this year they are going to want one-thousand dollars next.They are going to keep demanding more money. This is not the pros. The pros get paid and the amateurs are still learning. There for they should not be paid for learning their field. College athletes pay is the ir full ride scholarship that pays their tuition, board, books, food, etc. It is going to hurt the players integrity by giving them more than what is needed. If you start paying athletes who generate the most revenue, what will happen to the college sports that don’t make as much money for universities?Will participants in women’s sports be docked because they don’t historically generate as much money as a college football program? These are the important questions we must ask when considering this. If the universities pay the football players and not the other athletes, it will not be fair and the other athletes will go on strike. There are just too many issues with paying the athletes. The women’s sports do not generate enough revenue to pay the women athletes. If the athletes got paid then college sports would lose a lot of fans.The players would not be as hyped as they are when they aren’t paid. College athletes have this hype that is unlike pr ofessional athletes. This is why college sports are so much more popular. They generate just as much money as the professionals and the tickets are cheaper. Paying these athletes would ruin a long on going culture. This is why college would lose so many fans. Athletes will start to play for the money and not for the love of the game. This will change the mood and tone of the stadium. It is called college sports because the athletes that play in it are students and not professionals.Another big reason why college athletes should not be paid is because colleges are paying enough money to build facilities, pay coaches, give scholarships, and pay athletic directors to make sure that they have the best chance of winning. If colleges pay their athletes, there will not be as much money to go around for any of these things. Also, in a bad economy like this, they can’t afford to pay athletes. If a school wants to pay a big-time coach, they can’t pay their players. Also, they ar e already helping their players get into the school by giving them their scholarships so that they can make school as affordable as possible.People forget that college athletes are also called student athletes. Student means learning. In college they are students just like everyone else except they play a sport. Students don’t paid to get good grades or do well on a test or activity at school. You are supposed to learn how to manage your life and grow up. You are expected to get a job to support yourself and learn what it takes to survive in this country in its day and age. On top of that how are coaches supposed to discipline there players when they screw up a play or decide to take a day off if the players know that they are still going to get payed.Another reason many people love college sports is because they are students just like you. They are in the classroom and you see them on campus. Other students feel closer to them because they are part of the community just like them. Paying college athletes separates them. It takes all of the buzz out of it. Bibliography: http://bdlsports. net/2011/07/19/college-athletes-should-not-be-paid/ http://www. theatlantic. com/entertainment/archive/2011/09/college-athletes-should-not-get-paid/245390/

Self-Evaluation and Assessment in Contemporary Leadership

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Such activities help construct a pathway for leaders to look back at their own performance in order to clearly see challenges and how those challenges can be overcome through adjustments in practices. Essentially, the ability to assess oneself is a crucial feature that many impressive leaders focus on. Self assessment and evaluation helps lead to better performance, and thus is healthy for the organization as a whole, especially when practiced by crucial management positions. Here, the research suggests that it isShow MoreRelatedContemporary Management Techniques For Business Process Improvement Essay1544 Words   |  7 PagesContemporary Management Technique The travel division within Air Test and Evaluation Squadron One coordinates individual and team travel, authorizes travel expenses, scrutinizes government travel charge card (GTCC) use, and ensures proper allocation of 23 funding lines totaling $1.17 million (C. Sacksen, personal communication, September 19, 2016). 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