ial process nearly always workers try to decide the grievance with his or her direct administrator. If it cannot be decide at this level it is normally discuss with the union steward and the manager. Collapse at this level typically brings in the individual from the company business affairs section and determined the grievance pass to the services manager, who normally discuss it with the union complaint committee. Unsuccessful effects at this stage give way to the company senior supervision and physically a delegate from the national union. At the last, if those possessions are ineffective in determine the complaint; the last level is for the complaint go to negotiation called grievance negotiation.
申诉流程的特点是计划尽快确定申诉，并确定公司的低阶段可能性。最初的过程中，工人几乎总是试图与其直接管理者一起决定申诉。如果无法在这一级别做出决定，通常会与工会管家和经理进行讨论。这一级别的崩溃通常会导致公司业务部门的人员，并将申诉传递给服务经理，服务经理通常会与工会投诉委员会进行讨论。这一阶段的不成功影响让位于公司高级主管和国家工会的代表。最后，如果这些财产在确定投诉时无效；最后一级是投诉的协商，称为申诉协商。
Discipline issue:纪律问题
“The written verbal mildest form of discipline is warning. It is the primary level of disciplinary procedure. This notice is a temporary record of warning which is located in the supervisor file on the workers. The purpose data and outcomes interview with the workers are position in the written verbal warning. What distinguish infect the written verbal warning from the verbal warning. The verbal warning always is put in writing for this level of procedure”.
“书面口头警告是最温和的纪律形式。它是纪律程序的主要级别。该通知是警告的临时记录，位于工人的主管档案中。与工人面谈的目的数据和结果是书面口头警告中的位置。书面口头警告和口头警告的区别是什么对于这一级别的程序，我总是以书面形式发出警告”。
Suspension:停职
After that the disciplinary level is suspension or lay off. Frequently it taken only if the previous step has been put into practice without the desire result. Exceptions where suspension is given without any earlier verbal or written waning. Frequently happen if the violation is of a serious nature.
之后，纪律级别将被暂停或解雇。通常，只有在前一步付诸实践而没有预期结果的情况下，才会采取这一措施。在没有任何提前口头或书面警告的情况下，给予暂停的例外情况。如果违规行为性质严重，通常会发生。
Dismissal:解雇
“The disciplinary deed is called the layoff of a worker. The administration vital disciplinary punishment is dismissing the difficulty member of workforce. Dismissal is use only for the mainly serious fault. Yet it may be the only logical alternative when a worker attitude critically interferes with a division or the organisation procedure. A dismissal assessment should be given long and hard consideration, for almost all individuals being fire from the work is an affecting trauma. In adding administration should think the opportunity that a dismissed worker will take lawful action to struggle the decision”.
“惩戒行为被称为裁员。行政部门的重要惩戒措施是解雇困难员工。解雇仅适用于主要严重的过失。然而，当员工态度严重干扰部门或组织程序时，这可能是唯一合乎逻辑的选择。应长时间、严格地进行解雇评估。”考虑到，对几乎所有人来说，工作中被解雇都是一种影响深远的创伤。在补充说明中，政府应考虑被解雇工人将采取合法行动反对该决定的机会”。
Employment Tribunal:劳资审裁处
“Employment Tribunal, ACAS and Other Agencies position unusual agencies like employment tribunal and ACAS in UK play significant task concerning employment matter, these agency help workers to use their human rights concerning service, and gives employer some intelligence of way concerning employment rule. Employment tribunal is the lawful organization which attend to the case of both the parties and give their decision”.
“劳资审裁处、ACAS和其他机构对英国的就业法庭和ACAS等不寻常的机构进行了定位，这些机构在就业问题上发挥着重要作用，这些机构帮助工人利用他们在服务方面的人权，并为雇主提供一些有关就业规则的信息。就业法庭是处理双方案件的合法组织并作出决定”。
Conclusion :结论
HR Planning for KFC is quite efficient and impact on personal as well as working life of personnel, however as discussed above need some precious steps to resolve the above issues to enable effective with efficient strategy in human resource planning. Employees performance is merely based on policies and strategies implement by the HR department and approved by top management.
肯德基的人力资源规划非常有效，对员工的个人和工作生活都有影响，但如上assignment所述，需要采取一些宝贵的步骤来解决上述问题，以实现人力资源规划中的高效战略。员工绩效仅基于人力资源部实施并经最高管理层批准的政策和战略。本站提供各国各专业留学生assignment写作指导服务，如有需要可咨询本平台。
