netrashetty
Netra Shetty
Applebee’s International, Inc. is a United States company which develops, franchises, and operates the Applebee's Neighborhood Grill and Bar restaurant chain. As of November 25, 2007, there were 1,965 restaurants operating system-wide in 49 states, 17 countries, and one U.S. territory. The company's headquarters are in Lenexa, KS.
The Applebee's concept focuses on casual dining with mainstream American dishes such as salads, shrimp, chicken, pasta, and "riblets" (which is considered Applebee's signature item). All Applebee's restaurants feature a bar area and serve alcoholic beverages (except where prohibited by law).
In November 2007, IHOP announced that it had completed a $1.9 billion purchase of the Applebee's chain
7. BENEFITS DURING SERVICE EMBODIMENTS:
i. Salary as admissible in the Organization:
They will draw Salary including all applicable allowances which were being drawn in the organization prior to TA duty.
ii. Basic Pay of the equivalent Rank in Army:
In addition to above salary, they will draw Basic Pay, as admissible to corresponding rank in the Army on pro-rata basis (Vth Pay Commission rates will now apply).
iii. Lump sum payment during Service Embodiment period:
Double of the ATC rate, as given in Para 6(iii) above and on pro-rata basis, since the service embodiment period is variable based on actual exigencies.
iv. Special Casual Leave:
As given in Para 6(v) above. However, in the case of exigencies the same will be availed after the completion of service embodiment.
8. INCENTIVES / BENEFITS PROVIDED BY ARMY / TA UNIT:
i. Canteen Facilities
Canteen facilities provided to TA personnel during training and service embodiment period, as available to Army.
ii. Medical facilities
Free medical and dental treatment as entitled to corresponding rank in the Army.
iii. Leave Travel Concession
Leave travel concession to the extent admissible to regular Army personnel.
iv. Money Order facility
Pay and allowance will be paid free of charge to the families of TA personnel through Registered Bank Draft TMO and through courier then situation demands so, at the discretion of the unit / Coy Officer commanding.
v. Miscellaneous Allowances:
Miscellaneous allowances like Kit maintenance / cleaning & washing allowance, camp allowance, bounty and free hair cutting shall be available as per rates / facilities fixed by Army authorities from time to time.
vi. Grant of Regular Army commission to TA personnel:
Commissioned officers, Junior commissioned officers and Non commissioned officers of Territorial Army are eligible to compete for admission to Indian Military Academy against the percentage fixed for them.
vii. TA Decoration & TA Medal:
TA officers are eligible for award of TA decoration and junior commissioned officers and other Ranks for TA medal on completion of prescribed period of meritorious service, as per Army Rule.
9. OTHER BENEFITS AND INSTRUCTIONS
i. Advance of pay / lump sum
In addition to normal advance for TA / DA for the journey period, as per Regulations, the TA personnel can also draw 50% of the lump sum payment as given in para-6(iii) above as advance; these personnel may draw one months’ advance pay when called for Training/ Service Embodiment, to be recovered in ten monthly installments.
ii. Treating the period of embodiment as duty.
The period of training service embodiment including journey period shall be treated as on duty.
iii. Drawl of lump sum payment for training and service embodiment period:
The lump-sum payment permissible under para-6(iii) & 7(iii) above will be admissible to all TA personnel on training/ service embodiment irrespective of their place of posting i.e. the individual embodied in (TA) at the station of his posting will also be entitled to draw lump sum payment for that period.
iv. Special instructions
a) The above instructions are in supersession of all the earlier orders on the subject. Any clarifications interpretation may be referred through the Head of Security & Vigilance at HQs, Dehradun to the Head of Corporate Personnel Department at Dehradun.
b) Reimbursement for Mufti Dress shall be claimed on a contingent bill form, as per entitlement.
c) The periodical benefits where condition of consecutive embodiments has been prescribed will not be relaxed under any circumstances.
4. INCENTIVE SCHEME FOR HINDI WORK. TITLE :
OIL AND NATURAL GAS CORPORATION LIBERALISED COMPREHENSIVE INCENTIVE SCHEMES FOR HINDI WORK.
1. SCOPE: All Offices of the Corporation irrespective of their place of location.
2. COMMENCEMENT : From the date of its adoption i.e. w.e.f. 21.6.1991.
3. INCENTIVES: The various incentives covered under the Scheme are:
i. Incentive for original Hindi Noting and drafting in official work.
ii. Grant of Hindi Incentive Allowance to Stenographers and Typists for doing their official work in Hindi in addition to English.
iii. Hindi Incentives for in-service Training Courses.
iv. Lump-Sum Award and (V) Personal Pay.
(a) INCENTIVES FOR ORIGINAL HINDI NOTING AND DRAFTING IN OFFICIAL WORK:
i. ELIGIBILITY
a. Officers/employees of the categories who are expected to do original noting/drafting in official work can participate in this scheme.
b. Stenographers/Typists who are covered under some other incentives for encouraging the use of Hindi in official work under this scheme will not be eligible for incentives for original Hindi noting and drafting. Stenographers and Typists can opt for Hindi incentive allowance to Stenographers and Typists for doing their official work in Hindi in addition to English as stipulated in para 4.2 of this scheme. Stenographers and Typists can opt only for one type of an incentive.
c. Hindi Officers and Translators who generally do their work in Hindi will not be eligible to participate in the scheme. However, Hindi Stenographers and Hindi Typists doing English work in addition to their Hindi work to meet out the bilingual preparation of the documents to be issued under Sec.3 (3) of the Official Languages Act, 1963 may opt for the incentives under para I91)(b).
their approximately 12,000 employees are subject to this performance management. Meanwhile, compensation packages are usually arranged by reference to market terms as well as individual qualifications and experience. With a unique Share Option Scheme, together with profit sharing bonus and performance incentive system, employees were entitled to participate in the growth of the Group and during the year, various training activities have been conducted to improve the front-end quality of services as well as to ensure the smooth and effective installation of the Group’s business systems.
CRITIAL EVALUATION OF THE ORGANISATION' POLICY AGAINST GOOD PRACTICE
The Group has also diversified into full-service specialty restaurant operations. Acquisition of a Chinese soup-cum-specialty-dish restaurant chain, Ah Yee Leng Tong, in 1990 and a mid range Italian restaurant chain, The Spaghetti House, in 1991, enable the Group to achieve a more diverse earning base through the wider market exposure. New concept development of Bistro M in Hong Kong, Dai Bai Dang and Fan Ting in California are recent members added to the Group's family of specialty restaurants. [Café de Coral Available at cafedecoral.com. (Accessed at 26/01/2008).] Furthermore institutional catering business with Asia Pacific Catering emerged since the early 90's. It has served major clients from different walks of life ranging from university students, hospital workers as well as different professionals and this gradually developed into an undisputed market leader in the field and since a student catering business was launched under the brand name of Luncheon Star in September 1999. As of today, the Group's institutional catering business has been internationally recognized with both the ISO9001 and HACCP accreditation.
The name boosts its success as the largest publicly listed Chinese Fast Food restaurant group in the world with over 330 outlets in Asia Pacific region, and over 200 quick service restaurants in North America. Among a total of over 540 outlets, over 120 outlets and 75 outlets are operated under the household name of Café de Coral and New Asia Dabao, whereas over 200 outlets are operating under the leading brand of Manchu Wok and 20 outlets operating under the name of Oliver's Super Sandwiches. Specialty restaurants include Spaghetti House, Bravo le Café, Super Super Congee and Noodles, Bistro M and Ah Yee Leng Tong, as well as the well-established institutional catering business under the tradename of Asia Pacific Catering. [Café de Coral Available at cafedecoral.com. (Accessed at 26/01/2008).] Moreover, in 1986, the company enlisted in The Stock Exchange of Hongkong which was pioneering at that time.
During the 20th public listing anniversary, Michael Y.K. Chan, Chairman of the Café de Coral Holdings Limited said “While many of the market players lost steam in their business momentum during the past 20 years, we remained committed to sustainable development in our group of businesses and adhered to our core competence in the quick service restaurant business. We have expanded on our business dimensions by taking on horizontal and vertical business integration over the years. As a result, our Group has successfully evolved from a home-grown business to a global enterprise with dominating presence covering both the China and North America regions, which in essence is now the largest publicly listed Chinese fast food restaurant group in the world.”
The main responsible area for the HR section is to look for prospective staff required for the different branches of the company. Human resource management owns the responsibility of hiring skilled people who sincerely work for the company's growth. All the documentation pertaining to up to date status of all employees and their insurance benefits will be maintained by HR sections and keep them very safely.
Human resource management should take care of all personal issues of the members and ensure all employees are doing responsibly their job in the organization. Some times big organizations manage and assign responsibilities for assistant staff to ensure the best performance where as for small enterprises it is difficult to manage assistant staff which comes as an additional financial burden and own the responsibility by the management itself. All the human resource management responsibilities are totally taken by the managements of the small companies.
The Applebee's concept focuses on casual dining with mainstream American dishes such as salads, shrimp, chicken, pasta, and "riblets" (which is considered Applebee's signature item). All Applebee's restaurants feature a bar area and serve alcoholic beverages (except where prohibited by law).
In November 2007, IHOP announced that it had completed a $1.9 billion purchase of the Applebee's chain
7. BENEFITS DURING SERVICE EMBODIMENTS:
i. Salary as admissible in the Organization:
They will draw Salary including all applicable allowances which were being drawn in the organization prior to TA duty.
ii. Basic Pay of the equivalent Rank in Army:
In addition to above salary, they will draw Basic Pay, as admissible to corresponding rank in the Army on pro-rata basis (Vth Pay Commission rates will now apply).
iii. Lump sum payment during Service Embodiment period:
Double of the ATC rate, as given in Para 6(iii) above and on pro-rata basis, since the service embodiment period is variable based on actual exigencies.
iv. Special Casual Leave:
As given in Para 6(v) above. However, in the case of exigencies the same will be availed after the completion of service embodiment.
8. INCENTIVES / BENEFITS PROVIDED BY ARMY / TA UNIT:
i. Canteen Facilities
Canteen facilities provided to TA personnel during training and service embodiment period, as available to Army.
ii. Medical facilities
Free medical and dental treatment as entitled to corresponding rank in the Army.
iii. Leave Travel Concession
Leave travel concession to the extent admissible to regular Army personnel.
iv. Money Order facility
Pay and allowance will be paid free of charge to the families of TA personnel through Registered Bank Draft TMO and through courier then situation demands so, at the discretion of the unit / Coy Officer commanding.
v. Miscellaneous Allowances:
Miscellaneous allowances like Kit maintenance / cleaning & washing allowance, camp allowance, bounty and free hair cutting shall be available as per rates / facilities fixed by Army authorities from time to time.
vi. Grant of Regular Army commission to TA personnel:
Commissioned officers, Junior commissioned officers and Non commissioned officers of Territorial Army are eligible to compete for admission to Indian Military Academy against the percentage fixed for them.
vii. TA Decoration & TA Medal:
TA officers are eligible for award of TA decoration and junior commissioned officers and other Ranks for TA medal on completion of prescribed period of meritorious service, as per Army Rule.
9. OTHER BENEFITS AND INSTRUCTIONS
i. Advance of pay / lump sum
In addition to normal advance for TA / DA for the journey period, as per Regulations, the TA personnel can also draw 50% of the lump sum payment as given in para-6(iii) above as advance; these personnel may draw one months’ advance pay when called for Training/ Service Embodiment, to be recovered in ten monthly installments.
ii. Treating the period of embodiment as duty.
The period of training service embodiment including journey period shall be treated as on duty.
iii. Drawl of lump sum payment for training and service embodiment period:
The lump-sum payment permissible under para-6(iii) & 7(iii) above will be admissible to all TA personnel on training/ service embodiment irrespective of their place of posting i.e. the individual embodied in (TA) at the station of his posting will also be entitled to draw lump sum payment for that period.
iv. Special instructions
a) The above instructions are in supersession of all the earlier orders on the subject. Any clarifications interpretation may be referred through the Head of Security & Vigilance at HQs, Dehradun to the Head of Corporate Personnel Department at Dehradun.
b) Reimbursement for Mufti Dress shall be claimed on a contingent bill form, as per entitlement.
c) The periodical benefits where condition of consecutive embodiments has been prescribed will not be relaxed under any circumstances.
4. INCENTIVE SCHEME FOR HINDI WORK. TITLE :
OIL AND NATURAL GAS CORPORATION LIBERALISED COMPREHENSIVE INCENTIVE SCHEMES FOR HINDI WORK.
1. SCOPE: All Offices of the Corporation irrespective of their place of location.
2. COMMENCEMENT : From the date of its adoption i.e. w.e.f. 21.6.1991.
3. INCENTIVES: The various incentives covered under the Scheme are:
i. Incentive for original Hindi Noting and drafting in official work.
ii. Grant of Hindi Incentive Allowance to Stenographers and Typists for doing their official work in Hindi in addition to English.
iii. Hindi Incentives for in-service Training Courses.
iv. Lump-Sum Award and (V) Personal Pay.
(a) INCENTIVES FOR ORIGINAL HINDI NOTING AND DRAFTING IN OFFICIAL WORK:
i. ELIGIBILITY
a. Officers/employees of the categories who are expected to do original noting/drafting in official work can participate in this scheme.
b. Stenographers/Typists who are covered under some other incentives for encouraging the use of Hindi in official work under this scheme will not be eligible for incentives for original Hindi noting and drafting. Stenographers and Typists can opt for Hindi incentive allowance to Stenographers and Typists for doing their official work in Hindi in addition to English as stipulated in para 4.2 of this scheme. Stenographers and Typists can opt only for one type of an incentive.
c. Hindi Officers and Translators who generally do their work in Hindi will not be eligible to participate in the scheme. However, Hindi Stenographers and Hindi Typists doing English work in addition to their Hindi work to meet out the bilingual preparation of the documents to be issued under Sec.3 (3) of the Official Languages Act, 1963 may opt for the incentives under para I91)(b).
their approximately 12,000 employees are subject to this performance management. Meanwhile, compensation packages are usually arranged by reference to market terms as well as individual qualifications and experience. With a unique Share Option Scheme, together with profit sharing bonus and performance incentive system, employees were entitled to participate in the growth of the Group and during the year, various training activities have been conducted to improve the front-end quality of services as well as to ensure the smooth and effective installation of the Group’s business systems.
CRITIAL EVALUATION OF THE ORGANISATION' POLICY AGAINST GOOD PRACTICE
The Group has also diversified into full-service specialty restaurant operations. Acquisition of a Chinese soup-cum-specialty-dish restaurant chain, Ah Yee Leng Tong, in 1990 and a mid range Italian restaurant chain, The Spaghetti House, in 1991, enable the Group to achieve a more diverse earning base through the wider market exposure. New concept development of Bistro M in Hong Kong, Dai Bai Dang and Fan Ting in California are recent members added to the Group's family of specialty restaurants. [Café de Coral Available at cafedecoral.com. (Accessed at 26/01/2008).] Furthermore institutional catering business with Asia Pacific Catering emerged since the early 90's. It has served major clients from different walks of life ranging from university students, hospital workers as well as different professionals and this gradually developed into an undisputed market leader in the field and since a student catering business was launched under the brand name of Luncheon Star in September 1999. As of today, the Group's institutional catering business has been internationally recognized with both the ISO9001 and HACCP accreditation.
The name boosts its success as the largest publicly listed Chinese Fast Food restaurant group in the world with over 330 outlets in Asia Pacific region, and over 200 quick service restaurants in North America. Among a total of over 540 outlets, over 120 outlets and 75 outlets are operated under the household name of Café de Coral and New Asia Dabao, whereas over 200 outlets are operating under the leading brand of Manchu Wok and 20 outlets operating under the name of Oliver's Super Sandwiches. Specialty restaurants include Spaghetti House, Bravo le Café, Super Super Congee and Noodles, Bistro M and Ah Yee Leng Tong, as well as the well-established institutional catering business under the tradename of Asia Pacific Catering. [Café de Coral Available at cafedecoral.com. (Accessed at 26/01/2008).] Moreover, in 1986, the company enlisted in The Stock Exchange of Hongkong which was pioneering at that time.
During the 20th public listing anniversary, Michael Y.K. Chan, Chairman of the Café de Coral Holdings Limited said “While many of the market players lost steam in their business momentum during the past 20 years, we remained committed to sustainable development in our group of businesses and adhered to our core competence in the quick service restaurant business. We have expanded on our business dimensions by taking on horizontal and vertical business integration over the years. As a result, our Group has successfully evolved from a home-grown business to a global enterprise with dominating presence covering both the China and North America regions, which in essence is now the largest publicly listed Chinese fast food restaurant group in the world.”
The main responsible area for the HR section is to look for prospective staff required for the different branches of the company. Human resource management owns the responsibility of hiring skilled people who sincerely work for the company's growth. All the documentation pertaining to up to date status of all employees and their insurance benefits will be maintained by HR sections and keep them very safely.
Human resource management should take care of all personal issues of the members and ensure all employees are doing responsibly their job in the organization. Some times big organizations manage and assign responsibilities for assistant staff to ensure the best performance where as for small enterprises it is difficult to manage assistant staff which comes as an additional financial burden and own the responsibility by the management itself. All the human resource management responsibilities are totally taken by the managements of the small companies.
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