Club Med

Published on January 2018 | Categories: Documents | Downloads: 25 | Comments: 0 | Views: 260
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Club Med By Group A8

Current Problems High turnover of American GOs Complex village assignment task due to turnover Rotation of six months not taken well by some

employees Recruitment problems – Discrimination laws in US hamper quick screening of resumes Friction between the European and American GOs Newly promoted American Chiefs of Service assigned to foreign locations

Pros and Cons of high turnover Pros – Involuntary turnover like layoffs and downsizing

help during recession Cons – Lowers morale of existing employees Influences others to follow suit Problems in finding immediate replacements Gives across a negative signal to the employees

Quantifiable and NonQuantifiable Costs of Turnover  Quantifiable – Direct costs Logistical costs

Non-Quantifiable – Loss of customer satisfaction during the

transition periods Time taken to re-group with new members

Benefits and Drawbacks of HRM practices Benefits  Buffer hires recruited to act as mid-season

replacements for GOs who quit or get fired in the middle of a season  On the job training gives a hands on experience  Discussion with Chiefs of Service on the team composition

Drawbacks  Buffer hires get their joining 4-6 months after they

are recruited  People don’t know what they would be doing for

Reasons for rotation Advantages



Break the routine Motivator for the young GOs - travel the

world Employees get accustomed to different cultures Learn to adapt Disadvantages – Building a team is difficult due to constant changes Logistics costs involved

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