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 bid 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 serve in northeastern America. Some of these services include laundry, food, catering, vending, custodial, grounds, maintenance, security and existenceagement.(?Sodexo?, n.d.) Sodexo Inc. provides these services at a renewing of settings including hospitals, colleges, universities, private as well as open nurtures, phalanx bases, retirement centers, incorporated buildings and remote locations. Sodexo Inc. has everyplace 120,000 employees in over 6000 locations serving to a greater extent than ten cardinal customers in north America every day. (Long, 2009 )With a partnership a great deal(prenominal) as Sodexo Inc. the effect one product produced is service. This is all(prenominal) generated by its front man soak up employees and management. Attracting, developing and maintaining its long men is fine to its success. This theme exit focus on how Sodexo Inc. performs in these one-third world- wide-eyed beas. \In a beau monde with such a humongous subjectforce attracting quality employees is a constant battle. On all given day there atomic number 18 over a thousand employment opportunities available ranging from frontline employees to district managers. There atomic number 18 numerous ways these positions be recruited for. oer 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 fag out pussy is rallying cryed civilize to C beer program. The ma! rch is ceasee simple; partnerships argon farmd by workings tight with schools, youth groups and community organizations. These partnerships include teachers, parents, law enforcement and local anesthetic barter leaders. Regular contact with these community partners is kept up by organizing and coordinating events and activities for the students. By becoming a lineament model, recruiting and employing these students for seasonal or part prison term work will spoil them to the guild in a ordained manner. (Sodexo Inc., n.d., p. 2) Upon their entrance into the workforce the society hopes to have an established descent with the candidates. The candidates exposure to the club will hopefully be employees that brook for longer periods of time than those who begin employment with the community with no prior exposure. The gild similarly has programs to tap into the college and university graduate labor pool. The largest and most thriving program is the Future Leaders Intern ship program. It is a three calendar month paid program. Candidates are elect from a vast pool of applicants. The candidate must interject an application, a letter of good word from a talent 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 human relationship is maintained throughout their college career. The intern will spend suitable centres 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 recruitment program at the company is called Start viewfinder. It is an employee bring upral program. Current employees who refer a su! ccessfully engage candidate can watch as much as $2000. They are also accept 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 paw of energy is spent by the company and its managers in this field. either employee hired is required to attend diversity cognisance grooming in some form. Managers attend a more in depth 2 day class. By rise the knowingness 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 conjugation America diversity is a way of life. fostering this milieu also enhances the company?s popular attribute indeed attracting and retaining diverse clients. Sodexo Inc. has numerous raising programs at every level. confront line employees are elate a vast amount of onsi te training as well 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 fulfill appraisals. Sodexo Inc. invests a great deal of time and resources to train its employees. The apostrophise of training a new employee exceeds $2,000. With a service frame company such as Sode xo Inc. it is imperative to do everything mysteriou! s down reason to retain its workforce. The company offers a wide frame of benefits including an extensive retirement and savings program. The pay ordered series 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 teaching 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 harmonical 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, bring home the bacon 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 lengt hs to acquire, develop and retain their employees not because it good human race relations but it makes good business sense and the company would not be as successful as it is with unmotivated and untrained employees. In a service based industry the employees are the face of the company which the client and or national sees. ReferencesLong, D. (2009). Who is Sodexo?. Retrieved 19 Aug. 2009, from woodsnewspaper.comSodexo (2004). Employee retention manual. Retrieved from :Sodexo (n.d.). take 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, set apart order it on our website: OrderCustomPaper.com
If you want to get a full essay, visit our page: write my paper