14,693 research outputs found

    An Economic Analysis of Health Care in China

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    After describing the institutions for health care in China as they evolved since 1949, this paper presents statistical demand functions for health care. It applies the demand functions to explain the rapid increase in health care demand and the resulting rapid increase in price when supply failed to increase. The failure in increase in supply was traced to the system of public supply of healthcare in China. The reform experience of Suqian city in the privatization of healthcare is reported to demonstrate the positive effect of privatization on supply. The government’s health care program for the urban and rural population is described and an evaluation of it is provided.

    Identify the HR factors that affect employee turnover in MasterHouse restaurant.

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    For organisations that seek reduction in employee turnover, it is crucial to identify which specific factors have the greatest impact on the staff turnover rate of the organisation. Similarly, after identifying influencing factors, it is also very important to formulate HR processes and policies based on the actual situation of the organisation. The aim of this research is to identify the HR factors that affect employee turnover rate in MasterHouse restaurant. High employee turnover rate will affect the performance of the organisation’s employees and the decline of daily functions, it will also increase the cost of organisation recruitment on-boarding and training. The purpose of this research is to identify the specific factors that affect employee turnover in MasterHouse and develop a practical plan for MasterHouse restaurant to improve employee loyalty and reduce employee turnover through the organisation’s human resources processes and policies. This research will lead to an understanding of the factors affecting the turnover rate of MasterHouse through secondary research, then researchers will collect data through quantitative research, and develop a strategic plan for MasterHouse to reduce employee turnover. The researcher will use questionnaires to investigate the HR strategies of MasterHouse and employees’ views on MasterHouse current HR process and policies. This research will involve five factors that affect employee turnover rate: Long-term relationships, benchmark, work-life balance, talent management, rewards and motivation. The researcher then connected and compared survey results with information in the literature and developed a practical plan for MasterHouse to reduce employee turnover rate

    Keeping profits in New Zealand

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    The tourism industry is the second biggest for New Zealand and is expected to regain the top spot if current, exponential growth continues. Online travel agencies (OTAs) such as those owned by Expedia Inc. and Booking Holdings Inc. facilitate this boom by encouraging travellers to visit beautiful locations, but are taking huge chunks of this income away from the local Gross-Domestic Product (GDP) in the commission they charge on every night of accommodation booked. One of the largest consumers of New Zealand’s tourism industry is Chinese nationals. This study looks at feasibility of a small player developing an app in a market full of large corporates that are dominating the playing field. The primary research used mixed methods and sought to reach 120 questionnaire respondents and 10 interview participants which uncovered thoughts on stakeholders on either side of the discussion, the China-based potential customers and the New Zealand-based accommodation providers. Preliminary results indicate that Chinese nationals are often likely to conduct thorough research when making decisions about international travel and a large portion are enthused about the prospect of regular international travel. Accommodation providers in New Zealand are rarely hesitant to support a local OTA as they are often frustrated with the poor service received from the large corporates. Developing an app that is based in China and attempts to market the New Zealand tourism industry will be a difficult proposition but is plausible with the implementation of a marketing plan that is strategically thought out

    To find a better way of training and development for a small retail business in the health product industry

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    This research is aimed at finding out how to bring a better training and development process to a small retail business in the health product industry to increase the effectiveness of employees' performance. The study was carried out at Dekang Nutrition Ltd. Currently,it has set up three physical stores in Rototuna, Hamilton. Dekang also has a 300-square-metre warehouse and delivery centre at Te Rapa, and operates two sales platforms online. This research uses qualitative methods. The primary qualitative method that used is interview. The study found out that the type of training needed to be changed, as the current training system is not enough for employees to keep up with rapid changes in the external environment. It also provides an insight into the lack of systematic follow up. The study recommends Dekang to have a mentoring/buddy system for training and to develop an evaluation system for employees to have a clear idea of their own performance in a timely manner. Also, the study recommends that Dekang have a clear career pathway to help employees improve

    Measuring level of satisfaction

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    Customers are the ones to judge their level of satisfaction. Now times have changed and organisations have realized the value of retaining customers. This project is about knowing the level of customer satisfaction in a dairy shop, Melville Price Cutter, situated at 17 Bader Street, Hamilton. The information was gained by doing a survey of 50 customers who came to the dairy. Results obtained from this survey showed that most of the customers visited the dairy twice a week. 35% of the surveyed people were visiting the shop twice a week. When asked why they visit the dairy for shopping, the majority answer was time and location. 40% of the customers thought going to the dairy was time saving or should be very quick. 30% used the dairy for shopping because of its location. Customers preferred the nearest location to shop at a dairy. The results showed that customers who came to the dairy were always in hurry. They did not have time to go to supermarkets, so they expected to get quick service from the dairy. Customer felt happy when they were served quickly and they did not have to be in a queue. They liked deals where they could take advantage of cheap prices

    The drivers of motivation

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    This project has been completed for a medium-sized supermarket located on the southern side of Hamilton. They currently have 83 people employed to work there. The reason for researching the drivers of motivation is so employers can begin to understand the best ways to motivate their individual employees The aim of the project was to analyse what drives motivation in the workplace and to provide recommendations for the supermarket. Both a questionnaire and interview were used, the questionnaire with the purpose of gathering a large amount of quantitative data in a short period of time and the interview to build on the results received from the questionnaires and provide qualitative data. Only employees in the grocery and checkout departments were asked to participate. Results from the questionnaire and interview showed that when it came to store culture, most staff felt that it could improve, that the store’s values were not being displayed, and that if store culture improved they would be better motivated. The store culture was also identified as an important motivator, especially for the staff over 26 years of age. When data concerning training and development was analysed, it was found that both training and career development were important motivators, with most staff wishing to undertake training and/or career development opportunities if they arose. From the analyses of the results for the reward and recognition questions, the staff indicated they felt they were not valued as employees and would prefer to receive more feedback to help increase their motivation. Pay was the last motivator to be analysed. The respondents indicated that they felt an increase in their pay rate would improve their motivation. However, upon further analysis through the interview, it was found although initially they would be motivated whether this would permanently improve their motivation was questionable. There were three recommendations for the organisation. These were, to implement a reward and recognition programme that addressed meeting the three motivational needs of the staff mentioned above, rewards and recognition, pay, and training and development. The second was to improve store culture, which would involve taking existing store values and establishing them into everyday life at the supermarket, so they become a shared set of values by them team. The third was to undertake further research to investigate how the motivational needs for the supermarket industry, a typical low skill, entry level job may differ to that of a higher skill job

    Green human resource management

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    Global warming is a reality. Organisations realise their corporate responsibility to conduct their business with the 'future' in mind. Sustainability is having a green conscience and ensuring the steps you take today do not have a negative impact on the future. Green Human Resources Management is to promote the sustainable use of resources within business organisations. The aim of this research is to provide organisations with a Green Human Resource Management Strategy (GHRM). A qualitative approach was followed, and five participants interviewed. The researcher followed this approach to gain an in-depth understanding of business eco-friendly practices, to ascertain if they utilise HR to drive “green” in the organisation and engage employees. The study found that most organisations have implemented some eco-friendly practice and know the value of becoming a 'green' employer. However, the researcher identified a significant gap in that organisations are not aware of or lack the knowledge of how to utilise HR practices to get staff engaged in green policies and procedures. The researcher will strive to come up with various ideas and recommendation to the business on how they can utilise their HR practices to go green and engage their staff

    An investigation of the supply chain strategies of Spice Traders

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    The primary motivation behind this research is to comprehend the supply chain strategies of Spice Traders. This exploration will enhance the procedures of Spice Traders and defeat numerous issues in production network administration experienced by the eatery. There are numerous techniques which are utilized by them to beat their issues. This research utilized blended technique that is a mix of qualitative and quantitative data. Propelled utilisation of innovation is the fundamental discovery in this exploration. As a staff member working there I shared my own experience which truly helped me to do this research. One suggestion was to enhance their association with the providers all together for a superior execution from the supply group and to include alternate staffs in store network administration. The conclusion was that they essentially rely upon the backup system. They have been utilising this backup systems for a very long time and they have been extremely fruitful in that

    Sales of frozen yoghurt in winter in KiwiYo

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    This research is conducted to develop marketing strategies to increase sales of frozen yoghurt by KiwiYo. This report could also be helpful for any other ice cream or frozen yoghurt shops because this study might provide innovative strategies that could solve the problem faced by retailers of decrease in sales during winter. This is a research topic that has not previously been extensively studied even though it has a potential market of 74.96 billion by 2024. It has the potential to grow even further while taking it to account that the market dips in the winter season. Finding a viable solution to keep up the sales during winter is a necessary yet challenging task. The data for the research was collected by customer survey and employee interview. The challenges faced in the ice cream/frozen yoghurt industry is due to climate changes, and the best solution is product diversification. In that way outlets will not suffer loss and can make up sales figures in summer without suffering in the winter

    An analysis of the quality and operational efficiency of the Crest Clean franchise

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    In the commercial cleaning business, quality and hygiene of the workplace plays a very significant role. This research aims to analyse the existing operational process and cleaning quality of the cleaning services delivered at Centre Place, Hamilton from Crest Clean Limited. The drawbacks in the quality of the cleaning process are projected in this research. The areas of operation that can be improved are identified by reviewing the process. The research also helps to understand and identify inefficiencies in the cleaning operations of Crest Clean. To eliminate drawbacks, key recommendations and possible solutions are presented through proportionate ways and research questions. The research objective states the operational efficiency of the Health & Safety measures, cleaning activities and quality of the cleaning through constant customer feedback in Centre Place and in the management of quality issues based on the quality expectations of the client. The research discovers the issues in the cleaning liquids used for cleaning, and drawbacks in operational efficiency. The entire cleaning tasks involved in Centre Place are disclosed in this report which includes the whole process till leaving the office doors of Centre Place. A qualitative research methodology is used for this research and the approach was through an interview with the Centre Place food court manager, Crest Clean Franchise owner and workers, six months feedback log, and practical hands-on experience for one year of cleaning work at Centre Place food court with Crest Clean
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