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Forming and Managing Labor Force for Adventure Island
Forming and managing the labor force for Adventure Island requires using adequate recruitment and performance monitoring techniques. Due to various activities on the territory of Amusement Park, particularly both entertainment rides and games and retail trade of drinks and food products, specialists of different profiles are needed. As hiring tools, online questionnaires will be created, and interviews with candidates will be conducted. For productive personnel management, labor productivity analysis will be carried out regularly, and activities will be adjusted so that each team member could understand short-term and long-term goals. Achieving these perspectives is a significant task, and executing each step responsibly is crucial.
Forming the Labor Force
Adventure Island will have no competitors in the selected region and will be a popular entertainment place for families. Thus, many applicants are likely to be willing to apply for jobs at Amusement Park. To simplify the recruitment algorithm and create an opportunity to evaluate the applications of all candidates, online questionnaires will be posted on the official website. In these blanks, people will provide basic information about themselves, their interests, and the reasons that prompted them to apply for the selected vacancies. Such a mechanism will allow help select the best candidates for interviews and subsequent hiring as permanent employees of the theme park.
Since different positions will be required, the selection of personnel will be based on recruiting specialists for specific vacancies. For each of them, individual interview scenarios will be drawn up to obtain the most accurate and objective information about each applicant. For instance, a candidate applying for a barman position needs to have at least basic knowledge of the industry, and security personnel are to have the necessary physical training and first aid skills. During the interview phase, applicants will be introduced to the mission and vision of the park and have an opportunity to describe their potential strengths and career prospects. As a result, recruiting the staff for Adventure Island will be detailed and justified from the standpoint of the quality of the selection process.
Managing the Labor Force
Creating multiple job opportunities is a valuable prospect, but to ensure sustainable work, managing the labor force should be organized properly. Moreover, productive monitoring of work activities is the key to stable profits. Therefore, to maintain a high level of employees performance, periodic proficiency tests will be conducted. For each of the categories of workers (cashiers, accountants, equipment operators, and other employees), individual check programs will be compiled. However, preliminary, special educational courses will be organized to coordinate the direction of subordinates advanced training. For this purpose, engaging professional mentors and coaches can be an essential task.
Testing employees for suitability for their job positions should not be associated with bias. To strengthen teamwork, the provisions of cross-cultural management will be promoted, and diversity principles will be encouraged. Since Adventure Island will operate in a large territory with numerous customers, the reporting system will be fine-tuned to create a sustainable mechanism for monitoring the work of each department. The compensation and bonus system is a mandatory aspect of high performance. Therefore, for the theme parks employees, special loyalty programs and premium packages will be offered. In addition, to meet employees social needs, appropriate document packages will be prepared, including insurance policies, vacation schedules, and other necessary compensation elements. All these activities will help form and maintain a stable and reliable algorithm of work at Adventure Island.
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