多伦多大学代写：南海社会福利中心管理目标
南海社会福利中心具有许多积极的特点。它需要设立一些可以实现的目标。中心的主要目标是每年增加10%的居民数量。这是因为社会上贫困儿童和老年人的数量越来越多。为此，应该有更多的员工和更好的员工管理制度。当前的员工流动率必须降低。在实习期间并不知道本组织的财政状况。因此，它没有被提到作为一个因素。这也是一个问题，因为业务缺乏透明度。从所观察到的情况来看，该组织的员工为无形的奖励而工作。因此，应该给予员工更多的赞赏和赞扬。如果让员工意识到他们的问题，并给予更多无形的员工认可，就会有更好的管理体系。
可衡量的因素是组织中居民的数量和当前服务部门雇员的数量。利用这一因素，可以得出更好的员工管理方案在组织中的影响。
这些政策很容易实行。员工管理应该与公司的主要目标保持一致。提高运营透明度和提高员工工资是一个长期目标，需要随着公司政策的改变而改变。由于等级制度的关系，作为一个公共服务组织，这可能需要较长的时间来实现。然而，更多的员工认可，如无形的认可，可以在不久的将来提供。可以有更多的实践来欣赏员工。可以允许操作具有一定程度的透明性。这也将增加该组织的品牌形象。这将为公司带来更多的赞助商和投资者。
从现实来看，建立一个更好的员工管理体系来应对居民人数的增加是可行的。管理者和管理者可以给予员工更多的赏识。这在现实中是可能的，在过渡时期是可以实现的。管理者可以更灵活地满足员工的需求，使员工的快乐成为团队管理议程的一部分。这是为了确保员工在需要的时候能够提供帮助。
个别管理者可以在一周内对员工的努力获得认可。他们可以评估员工的工作，并为他们提供相同的见解。在管理层内部，可以更加透明，向员工展示他们的服务是如何产生积极影响的。这将提高员工绩效，提高就业率，并降低员工流动率。
多伦多大学代写 ：南海社会福利中心管理目标
Nanhai Social Welfare Centre has a number of positive features. It needs to set up certain attainable goals. Primary objective is to increase number of residents in the center by 10% per year. This is because of the growing number of destitute children and seniors in society. For this, there should be more employees and a better employee management system. Current levels of employee turnover must be reduced. It was not known during the course of internship regarding the financial status of the organization. Hence, it has not been mentioned as a factor. This is also a problem because there is a lack of transparency of operations. From what was observed, employees of the organization worked for the intangible rewards. Hence, more appreciation and accolades should be given to the employees. If the employees are made aware of their issues and more intangible employee recognition is given, there can be a better management system.
Measurable factors are the number of residents in the organization and current employee number involved in the service sector. Using this as a factor, the impact of better employee management scheme in the organization can be derived.
These policies are easily attainable. Employee management should be aligned with the primary goals of the company. Bringing in more transparency of operations and increasing wages of employee is a long-term goal that needs to be created along with policy changes of the company. Being a public service organization owing to hierarchy, this would probably take longer time to achieve. However, more employee recognition like intangible recognition can be provided in the immediate future. There can be more practices to appreciate employees. Certain amount of transparency of the operations can be allowed. This would also increase the brand image of the organization. This would lead to more sponsors and investors for the company.
Realistically, it is feasible to have a better employee management system to handle the increase in the number of residents. Individual managers and supervisors can give more appreciation for people. This is realistically possible and achievable in the interim. The managers can be more flexible to suit employee needs and make employee happiness a part of the team management agenda. This is to ensure that employees would aid during times of need.
The individual managers can achieve recognition of employee efforts within a week. They can assess the employee work and provide them with insights for the same. Within the management, there can be more transparency and show employees how their services have caused positive effects. This would boost employee performance, increase employment rate and reduce turnover rates.
