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 play 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 services in northeastern America. Some of these services include laundry, food, catering, vending, custodial, grounds, maintenance, security and management.(?Sodexo?, n.d.) Sodexo Inc. provides these services at a renewing of settings including hospitals, colleges, universities, private as well as open schools, phalanx bases, retirement centers, corporate 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 North America every day. (Long, 2009)With a partnership much(prenominal) as Sodexo Inc. the number one product produced is service. This is all generated by its front man soak up employees and management. Attracting, developing and maintaining its long men is critical to its success. This theme will focus on how Sodexo Inc. performs in these three world-wide beas.

In a beau monde with such a large workforce attracting quality employees is a constant battle. On any given day there atomic number 18 over a thousand employment opportunities available ranging from frontline employees to district managers. There are numerous ways these positions are recruited for.

Over 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 labor pussy is called civilize to Career program. The march is ceasee simple; partnerships are created by working tight with schools, youth groups and community organizations. These partnerships include teachers, parents, law enforcement and local barter leaders. Regular contact with these community partners is kept up by organizing and coordinating events and activities for the students. By becoming a role model, recruiting and employing these students for seasonal or part prison term work will spoil them to the guild in a positive manner. (Sodexo Inc., n.d., p. 2) Upon their entrance into the workforce the company hopes to have an established relationship with the candidates. The candidates exposure to the company will hopefully be employees that stay for longer periods of time than those who begin employment with the company with no prior exposure.

The company similarly has programs to tap into the college and university graduate labor pool. The largest and most thriving program is the Future Leaders Internship program. It is a three calendar month paid program. Candidates are chosen from a vast pool of applicants. The candidate must submit an application, a letter of good word from a faculty 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 relationship is maintained throughout their college career. The intern will spend equal amounts 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 referral program. Current employees who refer a successfully engage candidate can earn as much as $2000. They are also recognized 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 deal of energy is spent by the company and its managers in this field. Every employee hired is required to attend diversity cognisance preparedness in some form. Managers attend a more in depth 2 day class. By rise the awareness 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 North America diversity is a way of life. fostering this environment also enhances the company?s popular attribute thus attracting and retaining diverse clients.

Sodexo Inc. has numerous training programs at every level. Front line employees are elate a vast amount of onsite 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 process appraisals.

Sodexo Inc. invests a great deal of time and resources to train its employees. The apostrophize of training a new employee exceeds $2,000. With a service found company such as Sodexo Inc. it is imperative to do everything deep down reason to retain its workforce. The company offers a wide frame of benefits including an extensive retirement and savings program. The pay scale 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 information 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 agreeable 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, advance 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 public relations but it makes good business sense and the company would not be as successful as it is with unprovoked and untrained employees. In a service based industry the employees are the face of the company which the client and or public sees.

ReferencesLong, D. (2009). Who is Sodexo?. Retrieved 19 Aug. 2009, from woodsnewspaper.comSodexo (2004). Employee retention manual. Retrieved from :Sodexo (n.d.). School 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

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