Sodexo, Management Study

Running head: SODEXO INC. Sodexo Inc. Grand C whateveron UniversitySodexo Inc. Introduction:Sodexo Inc. is a particle of the Sodexo Group which is an French multinational ac hunt along begun in 1966 by Pierre Bellon with 355,000 employees in e re aloney(prenominal)where 80 countries. In 1998 Sodexo integrated with Marriot Management go making it the openhandedst provider of integrated facilities focusing and food go in northeastern America. Some of these services include laundry, food, catering, vending, custodial, grounds, maintenance, warranter and servicemanagement.(?Sodexo?, n.d.) Sodexo Inc. provides these services at a renewing of settings including hospitals, colleges, universities, private as well as open school days, phalanx bases, retirement centers, unified buildings and remote locations. Sodexo Inc. has over 120,000 employees in over 6000 locations serving to a greater extent than ten cardinal customers in mating America every day. (Long, 2009)With a partnership much(prenominal) as Sodexo Inc. the numerate one product produced is service. This is both generated by its front man soak up employees and management. Attracting, developing and maintaining its long men is deprecative to its success. This theme exit focus on how Sodexo Inc. performs in these ternary world- enormous beas. \In a beau monde with such a broad surviveforce attracting quality employees is a constant battle. On every given day there atomic number 18 over a thousand employment opportunities available ranging from frontline employees to partition managers. There be numerous ways these positions be recruited for. everyplace the next flipper years the department of Labor estimates that over 20 million new entrants into the job market will not capture the means for post high school education. (Sodexo, n.d.). One of the programs which Sodexo Inc. uses to tippytoe into this potential exertion pussy is come up toed direct to Career p rogram. The march is ceasee simple; partne! rships are renderd by workings tight with schools, youth groups and community organizations. These partnerships include teachers, parents, law enforcement and local anaesthetic barter leaders. Regular contact with these community partners is kept up by organizing and coordinating events and activities for the students. By becoming a portion model, recruiting and employing these students for seasonal or part prison term work will spoil them to the guild in a despotic manner. (Sodexo Inc., n.d., p. 2) Upon their entrance into the workforce the conjunction hopes to have an established kinship with the candidates. The candidates exposure to the club will hopefully be employees that stop consonant for longer periods of time than those who begin employment with the union with no prior exposure. The companionship similarly has programs to tap into the college and university graduate labor pool. The largest and most thriving program is the Future Leaders Internship progra m. It is a three calendar month paid program. Candidates are chosen from a vast pool of applicants. The candidate must subscribe to an application, a letter of good word from a susceptibility member and a 250 word strive explaining why they are seeking the confineship and what they hope to gain from the experience. Interns are paired up with a middle or aged(a) level manager from a wide variety of culturally diverse backgrounds and career interests. This kind is maintained throughout their college career. The intern will spend live beats of time with all of the managers and departments in the unit. On line, conference call and onsite grooming classes will also be part of the agenda. (Sodexo Inc., n.d.) Depending on the current manager openings candidates who successfully completed an internship program are given the opportunity to halt for these openings. The last major enlisting program at the company is called Start viewfinder. It is an employee nurtureral program. C urrent employees who refer a successfully engage can! didate can invite as much as $2000. They are also recognised as Star Finder Champions and published in the company?s national website. at a time these employees are hired it is critical to develop them. A gravid bang of energy is spent by the company and its managers in this field. every employee hired is required to attend diversity cognisance preparation in some form. Managers attend a more in depth 2 day class. By rise the cognisance of what diversity is and what it means, managers are able to take specific actions to create a diverse work place. This is critical with a company such as Sodexo Inc.. A company with such a vast workforce and clients in every contribution of northernmost America diversity is a way of life. fostering this surround also enhances the company?s popular attribute thence attracting and retaining diverse clients. Sodexo Inc. has numerous instruct programs at every level. drive line employees are elate a vast amount of onsite training as w ell as accession to Sodexo University. Sodexo University is a collection of on line training and development resources. (Sodexo, 2004, p. 2) The on line training consists of relevant work training as well as professional growth opportunities. Managers receive much more off site seminar type training as well as required on line training required annually including how to properly perform cognitive exploit appraisals. Sodexo Inc. invests a great deal of time and resources to train its employees. The hail of training a new employee exceeds $2,000. With a service name company such as Sodexo Inc. it is imperative to do everything heavyset down reason to retain its workforce. The company offers a wide frame of benefits including an extensive retirement and savings program. The pay plateful is very consistent with the sedulousness average. According to a Gallup poll, 75% of employees quit their job due to poor management relations. (Sodexo, 2004, p. 10) It is because of this discipline that the sterling(prenominal) emphasis of! employee retention is placed on the manager?s relationship and how he or she treats their employees. It is the company belief that harmonic employees provide a higher level of service to their clients. Managers are trained in several key areas such as coaching/mentoring relationships, proper performance appraisals with quality follow up, leaven initiative, and providing positive feedback. Summary:Although Sodexo Inc is an extremely large employer it has realized that all employees are an investment and should not be taken for granted. The company goes to great lengths to acquire, develop and retain their employees not because it good frequent relations but it makes good business sense and the company would not be as successful as it is with motiveless and untrained employees. In a service based perseverance the employees are the face of the company which the client and or open sees. ReferencesLong, D. (2009). Who is Sodexo?. Retrieved 19 Aug. 2009, from woodsnewspaper.comS odexo (2004). Employee retention manual. Retrieved from :Sodexo (n.d.). schooldays to Career program. Retrieved 21 Aug 2009, from www.sodexo-infousa.comSodexo Inc. (n.d.). School to Career Managers Handbook. Retrieved 21 Aug 2009, from www.sodexo-info usa.comSodexo Inc. (n.d.). Sodexo Future Leaders Internship Program. Retrieved 21 Aug 09, from www.Sodexo-infousa .comSodexo. (n.d.). In (Ed.), Wikipedia. Retrieved 20 Aug. 2009, from wikipedia.org If you want to get a full essay, sanctum order it on our website: OrderCustomPaper.com

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