Dublin Bus company human resource management

These systems include the use of CCTV cameras to monitor all routes across the capital, Leap Cards to ensure low fair charges of about €5. 20 to the passengers instead of €6. 50 flat fares. Also, real-time information updates to customers and the available buses are enabled by the use of an advanced system known as the Automatic Vehicle Locating (AVL) has increasingly played a significant role in creating a good reputation of Dublin bus in the Dublin Area. The company also has a reward system operation that acts at ensuring compensation and as well as benefiting the employees and Dublin passengers in its daily activities. On the Management practices, three different levels of managers have been discussed, starting from the authority level, executory level and also the supervisory level of management arranged according to the hierarchy management.

Further, forces of change have been discussed including globalization, technological advancement, knowledge management and cross-border corporation with concepts and theories on how to ensure effective changes within the organization based on the change factors. Introduction Dublin which is the capital Republic of Ireland has numerous public transportation modes which are run by either state or semi-state transport operators. Significant changes over Public Transportation in Dublin have taken place with an essential difference being the replacement of Dublin Transportation office to a new body, named the National Transport Authority in 2009. The city’s modes of transport include the Road and as well the Railway, both made available by Dublin Bus, Commuter rail (Iarnrod Eireann), Luas and the Dart (Dublin Area Rapid Transit).

Dublin Bus Control Systems Dublin Bus company since 2009 has established various sets of mechanical or technical devices whose work is to regulate the operation of different tools or systems that enable effective operation of the company’s different tasks. Several devices as well as arrangements have been activated to track the buses’ journeys, provide time information to travellers, ensure easy payment of bus fares, relocate lost equipment for customers, monitor everything that the travellers are doing in the stages, or even within the company, access through social media and as well its advanced means to get its customers through advertisements. The task to track the bus journeys is done from the neat modular building whereby every bus is tracked from the start of its journey, the route it uses to pick up passengers from the streets in the city until to their destination points.

To enable this, an AVL (auto vehicle location) system is used on providing the buses’ journey information to the staff in the central control. Based on providing real-time information to customers, the AVL system also updates an RTPI device (Real-Time Passenger Information) in case the bus delays or is expected to arrive at a specific stage earlier. The social media, for example, twitter helps create a connection between the central staff and the passengers on matters regarding the real-time information and as well monitoring and answering passenger questions according to the relevant information he/she wants to know. This system has built an excellent reputation for the company and has ensured trust to the passengers thus increasingly adopting a broader market.

Beside that the implementation of the advanced control systems has created a loss of employment for many workers, the work produced by the devices and systems adequately provide useful services to the customers. Also, the quality of operation has been increased thus making the control systems fit for their different set purposes. Dublin Bus Reward Systems Dublin bus company has recently established rules, procedures, and standards that are associated with the allocation of benefits as well as compensations to both workers and passengers in case of different occurrence of issues affecting them. On matters regarding fares, passengers are entitled to adhere to the set rules, whereby they are required to pay in cash for the tickets, also, to ensure comfortability in passengers, Leap cards that are charged lower as compared to flat fares have been permitted to be used.

This is at the expense of rewarding the customers, with an integrated and reliable services. Moreover, the company’s reward system acts as a motivator to the customers and increasingly paving the way for other new customers to start boarding Dublin Buses for the high set of rules, laws, and procedures governing the well-being of both the customers and the workers. Staff Handbook A staff handbook refers to a compilation of procedures, working conditions, policies and as well the behavioral expectation guiding the staff member or any other employee within the organization in his/her actions in a particular workforce. The handbook introduces the company as well as its philosophy to new employees hence acting to be an active and ongoing communication tool on the companies’ policies and procedures.

The company ensured this because employers get inevitably involved in employees’ transitions since many of them will come for employers to full time live with their gender identity. Furthermore, the Transgender Equality Network Ireland (TENI) is working in partnership with the Dublin Bus company to ensure the inclusion of transgender policies in the workplace. Recent reports from TENI’s chair, Sara Philips, says that Dublin bus has played a vital role in ensuring the wellbeing of passengers in the capital, therefore looking forward to encouraging both their transgender employees' values and as well work together to make Dublin a more trans-friendly city. From the Dublin Bus, The Dublin Bus Gender Transition Policy and Guidelines in consultation with TENI has included Human Resource, employees and manager’s recommendations that will help in building a welcoming and as well a supporting environment for the employee transition.

Through the employment legislation, the Dublin bus has its offices based on Diversity and Inclusion whereby free, confidential counseling services are offered through the Employee Assistance Programme to all employees. Going back to the Authority Board of 12 members, the organization is headed by a CEO, whom leads five directors based on different sectors of the organization including; the funding sector, the corporate policy and services sector, the public transport services sector, the taxi regulation sector and the transport planning & capital investment sector. There are subdivisions on three directorate sectors of the organization (Public Transport & Services sector, Taxi Regulation sector, Transport Planning & Capital Investment Sector) whereby each sub-division is named from division one two nine (Canonico, pg. The Transport Planning & Capital Investment sector is subdivided into five Transport divisions namely; the Transport Modelling, Transport Development, Transport Planning, Integrated Planning, and Major Infrastructure Projects (Indicated as Divisions 1 to 5 respectively).

On the Taxi Regulation sector, it entails divisions 6 and 7 namely; the Business Planning & Monitoring and Compliance & Regulatory Affairs respectively. In the Public Transport Services Sector, the sector is divided into division 8 and 9, the Integrated Ticketing, Passenger Information and the Public Transport Regulation respectively whereby the 9th division (Public Transport Regulation) is the regulatory support. The principal objective with this priority is to effectively manage the distribution of capital from the government grants and as well from the National Transport Authority. The organization is also focused on securing and as well providing integration of transport services in the city, and this is through ensuring efficient licensing of buses and drivers, fair ticketing and as well high monitoring of the Dublin buses at the expense of guaranteeing customer comfort (Canonico, pg.

It is also set to develop mutual relationships with local and regional stakeholders on the benefit of enhancing the communication strategy and engagement in the consultancy policies from the stakeholders. To avoid drawbacks such as failure to ensure the implementation of the set priorities, the organization should ensure that it has adequate capital that will help at developing and providing the effective performance of the set changes. Also, critical decision making for the type of stakeholders that the company should work with will highly determine the attainment of its set objectives. The Training & Development sector of human resource management whereby the recruited and selected employees are imparted with the needed skills and knowledge to effectively perform their duties set according to their positioning in the organization.

In addition to the training of inexperienced workers, the organization also provides an already experienced employee with a training programme whose job is undergoing a change to prepare him/her for a higher responsibility within the organization. This helps either experienced or inexperienced worker to effectively conduct the allocated tasks by the organization according to his/her job position (Marchington, pg. However, based on the specific functions of employees assigned by the organization, the employees receive rewards as an achievement or a benefit according to the performance of their work in the company. Some may be expecting for better salaries and wages while others based on different facilities as their rewards and therefore, a reward system matches the employees’ levels of performance through a process known to be rewarding management.

The way to grow is learning through experience and never being afraid of failure. Motawi Tileworks policies may be changed continuously, thus all the employees are entitled to adhere to the most policies in current versions. In case of any questions concerned with the business policies or the handbook, a consultation on clarification from the supervisor is permitted. For protection of the company’s equipment, all workers are required to observe our agreement of non-disclosure as well as evading any conflicts of interests. Non-Disclosure Agreement The workers are obligated not to misuse any intimate evidence, both interior as well as customer data and communications. Every new employer shall come with a doctor’s health report disclosing information on his/her health status before employment to avoid further health complications upon starting with the company.

There is no fighting or horseplay is permitted in the workplace so that maximum protection form injuries of all employees is met. Vandalism, as well as theft of equipment in the workplace, will not be tolerated. In case of a misplaced or lost object/facility, kindly report to the supervising staff for assistance to get the owner. If the ability to perform work effectively is impaired, you are permitted to report to the supervisor for permission to seek medical assistance and stop working immediately until full recovery. They are thereby in charge of training and employing the lower levels. Further, they act as a link between the higher and lower level management through transferring information, data or any reports to the top level management of the organization.

Based on the policies made by the authority level, the executive level carries out the plans according to the high-level management policies and directives. They also carry out the organizing of division of the activities of the department to the lower level and motivating them on their work efficiencies. Lower Level of Management This rank is also recognized as the operational or supervisory level of managers who directly oversee and direct the operating employees. Through these ideas, more and new customers are being realized leading to an overall increase in sales volumes of the organizations’ products. The three factors, globalization, technology advancement and knowledge management have therefore created further changes on matters involving cross-border corporation whereby many enterprises cooperate to do business in different geographical areas.

Managers should also be able to engage these factors in the operations of the organizations with new concepts and expertise theories that will ensure efficient service of the organizations despite the changes being experienced. This is because many organizations take too long to advance upon introduction of a new strategy such as a technological advancement (Burke, PG. Therefore, concepts and theories, as well as models that align with the new changes at the expense of ensuring the realization of huge profits associated with the organizational changes, should be put in place for effective operating. Understanding Different Organizational Roles in Smart City Platforms: Preliminary Evidence and Emerging Issues. In From Information to Smart Society (pp. Springer, Cham. Coyle, A. , & Fair, H. , & Britain, G.