Hospitality - chinese student palcement Dissertation

Hospitality - chinese student palcement - Dissertation Example One of the initial steps in building a strong foundation for an organization is through recruiting competent and reliable individuals who could perform well as individuals while lining their outputs with the goals of the organization. Without a shadow of a doubt, this is something every organization should find highly relevant to ensure their continued success and capability to compete in the market. It goes without saying that no organization ever attained their level of success by relying on employees with substandard skills and performance; nor did any of them manage to stay competitive by hiring employees unable to maintain a consistent level of output. This being the case, it would be instinctual – practically second nature – for organizations to go for those applicants who exhibit the greatest skill and/or potential, or to train them to achieve an ideal level of competence. Organizations that fail to do this should themselves prepare to fail. It is important to no te that employers are able to pick out individuals with high potential out of a pool of applicants. Thus, several recruitment practices are followed by employers. In certain cases where an employer has biases, Chinese applicants often have lowered chances of getting enlisted. With the growing need for highly capable individuals, employers have narrowed their eyes into spotting well-rounded applicants who could fill the needs of the organization (Bloch, 1994). This has become a major issue especially for individuals who belong in the minority, who in this case are the Chinese graduates. This gave rise to various forms of discrimination in the recruitment practices of employers (Bloch, 1994). Acquiring highly capable individuals are not the only problem of an employer; employee retention has also become one of the greatest problems among organizations. In the broad sense, employee retention refers to the effort of the employer to retain present employees in their workplace (Carsen, 20 05). Employers are faced with the challenge to minimize employee turnover. Typically, this is done through hiring and training practices along with efforts to increase employee job satisfaction (Connell and Phillips, 2003). Additionally, organizations that were able to hire highly competent employees value the capabilities of such employees, since they are able to perform well while attaining both their professional goals and the objectives of the organization (Connell and Phillips, 2003). Thus, losing such effective individuals could lead to poorer workforce performance. It has become a great challenge for Chinese graduates to look valuable in the eyes of the employer. To achieve this, Chinese individuals must be trained well especially through their educational backgrounds. The Advanced Placement program is a great opportunity for Chinese students to learn the operations and processes that occur in their chosen disciplines, which in this case is the hospitality business. There is a need to identify the weaknesses of Chinese students in order to address their issues through various training programs especially the Advanced Placement program. Moreover, in order for Chinese employees to be of value to their organization, they must be well-prepared so that they could perform productively, effectively and efficiently. It is very important for Chinese students to have a solid educational background that would equip them with the skills needed to perform well in the Hotel industry. Research Objectives This study aims to

Case Study of a Legal Senario Essay Example | Topics and Well Written Essays - 1750 words

Case Study of a Legal Senario - Essay Example 211). The external appearance of the contents of the contract is given premium here because social and economic dictates require the protection of the plain wordings of contracts. The contractual agreement between the two parties created rights and obligations which are enforceable by the courts (von Bar, Drobnig, and Alpa, 2004, p. 66). In this case, the contractual relations between Buildrite and Bistrot created the rights and obligations for both parties – for Buildrite to build the extension by November 15 and for Bistrot to pay the price agreed upon. The fact that the wages of the workers were only at minimum wage and the labourers left the employ of Buildrite does not play into the contract between Bistrot and Buildrite. The issue of employment between Buildrite and its employees is not included in the terms of the contract between Bistrot and Buildrite. It is the obligation of Buildrite to fill in its employee vacancies without having to charge Bistrot for the cost of t he additional employees. The two parties did not include in the terms of their contract the fact that Bistrot would have to pay additional cost should Buildrite’s workers leave the firm and leave the latter shorthanded. The elements of a contract are: agreement, consideration, intention to create legal relations, capacity, consent, and form. The contracting parties agree on and accept the terms of the agreement (Mead & Sagar, 2005, p. 38). Beyond such terms and agreement, the contract cannot apply and a possible breach of contract would be seen if either party does not fulfil his end of the contract. In the above case, the parties agreed on the terms of the contract and nowhere in the contract does it indicate that Bistrot will cover additional cost for the renovation. The consideration is usually monetary and the amount has