Human Resources Of Aramark ARAMARK is a world leader in providing managed services –including food, facility and other support services and uniform and career apparel. ARAMARK has leadership positions serving the business, education, healthcare, government and sports and recreation segments. In FORTUNE Magazine’s 2003 survey of the ‘Most Admired Companies in America,’ ARAMARK ranks No. 1 in the outsourcing services category and is No. 10 among all companies included in the survey by overall score as evaluated by peers within the industry. Headquartered in Philadelphia, ARAMARK has approximately 200,000 employees serving clients in 18 countries.
Leadership development is one of the main moving sources, which makes a person perfect his/her knowledge and skills, open and develop new qualities in oneself, which, consequently, gives opportunity to become first among colleagues. This very quality is the foundation of the Aramarks concept o human development. It, however, has value for the business only in conditions of direction at certain organizational goal. Reaching this goal is possible in several stages that include reaching goals by the people who set this goal. That is why the objective of an HR manager is not only to choose highly professional staff, but also give them the motivation, which will make them feel as one, united team. Organizational system of values has to be set so that each of its members realizes that satisfaction of his personal needs in recognition, promotion, leadership development, etc.
The Dissertation on Personal Leadership Development Plan
An effective leader must have a plan for success. This includes a personal plan of growth as well as a professional plan for improvement. This paper will attempt to highlight my personal strengths and weaknesses as leader, identify the areas needed for improvement, and identify the leadership skills and practices that I will use to become an effective leader. This paper will also give an outline ...
are only possible when striving to reach one single organizational goal. Only in a team, where each member occupies his/her position and performs his/her functions, with complete enabling of internal resources, a person is able to completely realize potential. It is only possible to see and realize the final goal in a team of like-minded persons. This is the reason why Aramark considers team building to be second most important component of business. It is true that it is extremely difficult to create a team of the best people in an environment of awful competition in the market. This, probably, is only possible when a differentiating factor is present.
One of such factors is an opportunity to show initiative. In reality, an opportunity of search for new solutions is one of the main driving forces for a business, and the reason for this is that initiative, which is making unusual suggestions and decisions, is one of the main ways for the best people to fight for the leadership in a team. An opportunity to make strategic decisions on your own is a very strong stimulator for a person. It gives management an opportunity to analyze and choose the best alternative for reaching organizations overall goals. Aramarks emphasis on leadership, team building and initiative development is not only a specific business strategy, which he himself would follow to get certain category of employees. This really is a new approach to the economic environment to attract and retain a particular type of employees. Because his strategy offers HR managers concrete ways of attaining qualifications in a certain sphere, as it is based on the qualities that practically every person has, and not just the qualities necessary for some narrow segment. Aramark determines three main parts of the strategy: development of the leadership main leading force, main human motivator; team-building creation of the best environment for development and self-perfection; diversification of initiative the main source of competition for achieving the global leadership. Aramarks vision of human resources is really the new trend in managing human resources for the US corporations.
The Research paper on Kjell Sunde And His Virtuoso Team
In 2002, Norsk Hydro appointed senior manager Kjell Sunde to lead a virtuoso team to handle a looming investor relation crisis. Where did Sunde work? Norsk Hydro ASA is a Norwegian aluminum and renewable energy company, headquartered in Oslo. Hydro is the fourth largest integrated aluminum company worldwide. It has operations in some 40 countries around the world and is active on all continents. ...
That is due to the fact that the style of HR management, which is based on correct motivation that includes realization of ones skills and knowledge, as well as personal qualities, is optimal for the modern corporations. At this stage of development of the system of management and motivation, money is not the main motivational factor anymore. Now, people want to realize their value for their team, they want to have a sense of belonging. Consequently, Aramarks concept of human resources will surely be used in many more business spheres. References: www.extremechefs.com/humanres.asp “Human resources: Offering more to obtain, retain the best workers” by Dina Berta from the August 18, 2003 issue of Nation’s Restaurant News (vol. 37, p.
86)..
