netrashetty
Netra Shetty
Wendy's/Arby's Group, Inc (NYSE: WEN) is a holding company for two major fast food chains, Arby's and Wendy's. Wendy’s/Arby’s Group has its headquarters in Sandy Springs, Georgia.[3][4]
The company's principal subsidiaries, Arby's Restaurant Group, Inc. (ARG) and Wendy's International, are the franchisors of Arby's and Wendy's restaurants, respectively. As of June 2008, the combined company has over 10,000 restaurants in both chains. There were a total of 3,719 Arby's restaurants in the system, including 1,169 Company-owned and 2,550 franchised locations. There were 6,625 Wendy's restaurants in operation in the United States and in 21 other countries and territories. Of these restaurants, 1,402 were operated by Wendy's and 5,223 by Wendy's franchisees.[5] The company is also a franchisor of T.J. Cinnamons and the Pasta Connection and owns 243 T.J. Cinnamons outlets and 6 Pasta Connection outlets.
HRM is the effective use of human resources in order to enhance organizational performance and it servers as the management of the workforce of a business to ensure sufficient staff levels with the right skills, properly rewarded and motivated. HRM includes supporting activities such as: recruiting; training; hiring; motivation programs; and compensation-related activities, recruitment and selection of appropriate staff and management of the employment relationship, which includes contracts, collective bargaining, reward systems and employee involvement and considers the strategic and operational view of human resource requirements. According to sources, HR management can play a role in environmental scanning such as identifying and analyzing external opportunities and threats that may be crucial to the company’s success.
One important focus of human resource management is performance management. This refers to the setting and monitoring process for objectives and measures for exclusives, managers, and employees. Therefore, there is continuous evaluation of these objectives by the employees as well as managers and performance is assessed periodically. Moreover, performance management is a frequent development and improvement process for any organization.
After having completed the analysis of the questionnaire of individual organizations following comparison is drawn: -
1. Two organizations out of three have formal Human Resource Department. Whereas in case of third organization i.e. Pak Arab Fertilizer, the Personnel and Industrial Relations Department performs the Human Resource functions.
2. All the three firms have more than 800 employees (Officers / Executives / Supervisors / Workers). In case of Pak Arab Fertilizer in addition to regular there are 600 employees working on contract basis.
3. PARCO and KAPCO do conduct “information” and “commercial” survey for establishing of pay rates respectively, while PAK ARAB FERTILIZERS just follow the NFC policies in this regard.
4. All the three organizations set their basic pay structure on the basis of qualification, experience and technical skill. KAPCO also uses the job evaluation concept.
5. In KAPCO and PAK ARAB the basic pay rates were set as per govt. regulations. Later,when privatized KAPCO adopted their own pay policies.
6. All the three organizations have unions (CBA) which discuss following issues.
a. Wages rates
b. Health care
c. Income security
d. Cost of living adjustment
7. All the three organizations are paying regular pays to the employees during probationary period.
8. All organizations are paying increment on annual basis to their staff and officers. However PAK ARAB do give a special increment also. Only KAPCO pay some incentives on festivals and special occasions to minorities.
9. PAK ARAB pays allowances on the peace settlement basis. Whereas PARCO and KAPCO pay various allowances basing on their grades.
10. All the three organizations pay to the trainee employee.
11. In case of accident all the organizations pay through various insurance policies.
12. KAPCO has their own hospital and they refer acute cases to allover the country subject to the requirement. PAK ARAB & PARCO also have good hospitals on their pool which provide medical treatment and facilities to the employee and their families.
13. All the three organizations do give leave with pay as per their policies.
14. TA / DAs are paid to the employees proceeding on duty according to their grades.
15. PAK ARAB give scholarship to the children of employees where as KAPCO has their own school upto secondary level. PARCO also provides education facilities to the children of their employees.
16. Over time is being paid by all the three organization vide Labour Laws and Factory Act 1934.
17. No incentive is being given while during foreign qualification.
18. Additional salary is paid for technical and higher qualification by all organizations.
19. All organizations have formal pension policies. Their pensioners get additional incentive in the form medical treatment even after retirement.
20. The pays and allowances with respect to new trends are based on job based pay. However PARCO also consider the aspect of skilled based pay.
21. All the organizations establish their pay and allowance on centralized basis.
22. The executives get their pay and allowances on the basis of qualification, experience and performance in all the organizations.
23. Chief Executive compensations are based on the terms and conditions of the post.
24. Mangers are being paid salary as well as benefits like health care, time off with pay and retirement coverage.
25. No special criterion for compensation for engineer in PARCO & KAPCO. However PAK ARAB do consider job scope.
26. All the organizations have female workers. There is no disparity between males and females compensation in KAPCO and PAK ARAB. However PARCO pay a little more to the females.
27. KAPCO & PAK ARAB have open pay policy whereas PARCO has secret pay policy.
28. Regular rise in the pay is given in case of KAPCO and PAK ARAB. As regard pension it may change with inflation.
29. Two out of three organizations believe in relationship between compensation and productivity. Where as PAK ARAB does not believe in relationship.
One of the reasons that the provision of training to a subsidiary in another country is complicated is because the basic educational infrastructure between the home country and the host country varies. The basic level of literacy varies considerably; the nature of the educational system and the type of education it provides varies significantly; the level, nature, and the availability of higher education varies; the availability of education varies considerably; and teaching and, therefore, learning styles, used in any country’s school system, vary from culture to culture as well ( and 2004).
Although economic reforms and growth has been active in Portugal for the last decade, the educational system continues to lag behind the rest of OECD countries. The system of further education and training for adults had traditionally been characterized by relatively little development of training within firms, by the dominant role of the state, and by the separation between the government agencies responsible for education and for training
The company's principal subsidiaries, Arby's Restaurant Group, Inc. (ARG) and Wendy's International, are the franchisors of Arby's and Wendy's restaurants, respectively. As of June 2008, the combined company has over 10,000 restaurants in both chains. There were a total of 3,719 Arby's restaurants in the system, including 1,169 Company-owned and 2,550 franchised locations. There were 6,625 Wendy's restaurants in operation in the United States and in 21 other countries and territories. Of these restaurants, 1,402 were operated by Wendy's and 5,223 by Wendy's franchisees.[5] The company is also a franchisor of T.J. Cinnamons and the Pasta Connection and owns 243 T.J. Cinnamons outlets and 6 Pasta Connection outlets.
HRM is the effective use of human resources in order to enhance organizational performance and it servers as the management of the workforce of a business to ensure sufficient staff levels with the right skills, properly rewarded and motivated. HRM includes supporting activities such as: recruiting; training; hiring; motivation programs; and compensation-related activities, recruitment and selection of appropriate staff and management of the employment relationship, which includes contracts, collective bargaining, reward systems and employee involvement and considers the strategic and operational view of human resource requirements. According to sources, HR management can play a role in environmental scanning such as identifying and analyzing external opportunities and threats that may be crucial to the company’s success.
One important focus of human resource management is performance management. This refers to the setting and monitoring process for objectives and measures for exclusives, managers, and employees. Therefore, there is continuous evaluation of these objectives by the employees as well as managers and performance is assessed periodically. Moreover, performance management is a frequent development and improvement process for any organization.
After having completed the analysis of the questionnaire of individual organizations following comparison is drawn: -
1. Two organizations out of three have formal Human Resource Department. Whereas in case of third organization i.e. Pak Arab Fertilizer, the Personnel and Industrial Relations Department performs the Human Resource functions.
2. All the three firms have more than 800 employees (Officers / Executives / Supervisors / Workers). In case of Pak Arab Fertilizer in addition to regular there are 600 employees working on contract basis.
3. PARCO and KAPCO do conduct “information” and “commercial” survey for establishing of pay rates respectively, while PAK ARAB FERTILIZERS just follow the NFC policies in this regard.
4. All the three organizations set their basic pay structure on the basis of qualification, experience and technical skill. KAPCO also uses the job evaluation concept.
5. In KAPCO and PAK ARAB the basic pay rates were set as per govt. regulations. Later,when privatized KAPCO adopted their own pay policies.
6. All the three organizations have unions (CBA) which discuss following issues.
a. Wages rates
b. Health care
c. Income security
d. Cost of living adjustment
7. All the three organizations are paying regular pays to the employees during probationary period.
8. All organizations are paying increment on annual basis to their staff and officers. However PAK ARAB do give a special increment also. Only KAPCO pay some incentives on festivals and special occasions to minorities.
9. PAK ARAB pays allowances on the peace settlement basis. Whereas PARCO and KAPCO pay various allowances basing on their grades.
10. All the three organizations pay to the trainee employee.
11. In case of accident all the organizations pay through various insurance policies.
12. KAPCO has their own hospital and they refer acute cases to allover the country subject to the requirement. PAK ARAB & PARCO also have good hospitals on their pool which provide medical treatment and facilities to the employee and their families.
13. All the three organizations do give leave with pay as per their policies.
14. TA / DAs are paid to the employees proceeding on duty according to their grades.
15. PAK ARAB give scholarship to the children of employees where as KAPCO has their own school upto secondary level. PARCO also provides education facilities to the children of their employees.
16. Over time is being paid by all the three organization vide Labour Laws and Factory Act 1934.
17. No incentive is being given while during foreign qualification.
18. Additional salary is paid for technical and higher qualification by all organizations.
19. All organizations have formal pension policies. Their pensioners get additional incentive in the form medical treatment even after retirement.
20. The pays and allowances with respect to new trends are based on job based pay. However PARCO also consider the aspect of skilled based pay.
21. All the organizations establish their pay and allowance on centralized basis.
22. The executives get their pay and allowances on the basis of qualification, experience and performance in all the organizations.
23. Chief Executive compensations are based on the terms and conditions of the post.
24. Mangers are being paid salary as well as benefits like health care, time off with pay and retirement coverage.
25. No special criterion for compensation for engineer in PARCO & KAPCO. However PAK ARAB do consider job scope.
26. All the organizations have female workers. There is no disparity between males and females compensation in KAPCO and PAK ARAB. However PARCO pay a little more to the females.
27. KAPCO & PAK ARAB have open pay policy whereas PARCO has secret pay policy.
28. Regular rise in the pay is given in case of KAPCO and PAK ARAB. As regard pension it may change with inflation.
29. Two out of three organizations believe in relationship between compensation and productivity. Where as PAK ARAB does not believe in relationship.
One of the reasons that the provision of training to a subsidiary in another country is complicated is because the basic educational infrastructure between the home country and the host country varies. The basic level of literacy varies considerably; the nature of the educational system and the type of education it provides varies significantly; the level, nature, and the availability of higher education varies; the availability of education varies considerably; and teaching and, therefore, learning styles, used in any country’s school system, vary from culture to culture as well ( and 2004).
Although economic reforms and growth has been active in Portugal for the last decade, the educational system continues to lag behind the rest of OECD countries. The system of further education and training for adults had traditionally been characterized by relatively little development of training within firms, by the dominant role of the state, and by the separation between the government agencies responsible for education and for training
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