Posted at 11.23.2018
One of the largest troubles facing business entities is the recruitment and retaining employees especially in the 21st century where the interest of employees is not getting utilized, but rather in getting satisfaction in their careers. Many employees come from houses and environments that are violent and chaotic. In the work, such kind of an employee needs to feel happy and forget the home problems. As a result, employees move from one job to some other in search of this environment. A great way of keeping these employees is to inspire them, a subject very complex, extensive and expensive. The research carried out recognizes compensation and advantages of keeping such employees in addition to the other motivational factors.
Employees can very focused on the work designated and be working very hard. However, if their effort is not seen and appreciated, they become demoralized and their productivity may diminish noticeably (Werner, and DeSimone, 2009). It is believed that human source of information is the most effective and delicate advantage of a business though never included in the balance sheet of the organization. Mistreating them will make the efficiency of the business enterprise go down and therefore collapse, while appreciating their attempts will encourage them more resulting in more development thus growth, development, and growth of the business with the goals, targets, vision, and mission in your brain in a bid to accomplish them (McNamara).
Motivation is one of the factors that keep employees on board, motivates them to work harder and better thus resulting in increased productivity and progress of the business. Without motivation, production, morale, gains, product, and service delivery becomes at stake. It might be internal or external in aspect (Werner, and DeSimone, 2009). The exterior motivation factors are the non-related work place including both financial and non-financial aspects. On the other hand, the inner factors are those related to working environment that can include good working relationship, clean working environment and probably use of appropriate tools.
Whether external or internal, there must be motivation. Payment and benefits are pay back based motivational factors. Benefit can be an indirect reward an employee gets for being area of the family or the organization (Mathis, and Jackson, 2008). On the other hand, compensation includes the pay back that is directed at an employee to complement the time or any source that he might have used. This is going to be the foundation of my research so that I present this research newspaper alongside the recommendation, I believe it will start to see the company go further. Through producing the right strategic planning, steps are going to be taken to support the drive of your employees (Mathis, and Jackson, 2008).
Many organizations including our company have found it difficult to preserve good employees and improve their productivity. We lose employees to other organizations, especially our competition who offer them good plans putting our strategies to interacting with the competitors at risk. As the human resource director, I've come to understand that this is really affecting our company. After a very seriously consultation, there may be need for us to come up with strategies that will dsicover us retain the majority of our employees and improve the company's productivity. Because of this, the human source management team has made a decision to develop strategy that will make up our employees increasing the development of the business by 25% within the next 5 years.
According to Abraham Maslow's hierarchy of need, differing people are in different level of satisfaction. Exploring which level each staff is at may be difficult complicating the idea behind motivational (Podmoroff, 2005). This facet of task is termed management problem. It is assumed that before a person would work for a company for very long period unlike to day where a person within a short period of time has worked for additional companies (Podmoroff, 2005). It really is there fore very to believe that employees no more look for job as a security alternatively to attain certain satisfaction, no marvel one helps to keep on moving from one job to the other. Hence, it is very important that in the event that the company wishes to keep employees long enough to attain its goals, we should be willing in motivating them (Javitich, 2004).
This theory was developed predicated on the needs recognized by the Abraham's hierarchy of needs. Herzberg divided these needs into two parts; needs concentrating on survival while the other need emphasizing on personal progress, very critical indicators that employees wants in employment (Werner, and DeSimone, 2009). Matching to him, any factor that satisfies the survival need cannot provide job fulfillment to the fullest. Actually, Podmoroff (2005) says that blend of these two factors may result into four very influential conditions namely, low hygiene, and drive and high health and drive. Werner, and DeSimone add that for these to work there may be need to enrich the work given to the employee which includes providing both hygiene factors and adding the motivational ones.
According to McGregor's theory X, a person considers work intrinsically distressing and as such can do what he can to avoid the work. Theory Y on the other hands starts the contrary of events; a person looks at are very beneficial and would do anything to stay in the job (Podmoroff, 2005). Ensuring performance would there mean that. This calls for different ideas to be employed by the management to be able to achieve the desired motivational level. Some of the principles can include decentralizing the control of the organization, delegating some of the duties and especially to those who appear to fear job, make job diverse to accept different kind of people, ensure that the employees take part in the management of the business and undertaking appraisals for the employees (Randhawa, 2007).
According to Gunkel (2006), desire is the "willingness to exert high degrees of effort toward business goals conditioned by the effort's capacity to fulfill some individual needs". He is convinced that however much the thought of motivation is widespread where individuals just do it to increase their usefulness by making certain the issues or goals they value most are me, it is limited to the challenging design of the study. Some organizations however, will never offer rewards to its employees when they incur higher costs that the earnings or benefits that they derive from business operations (Gunkel, 2006). To him, determination can either bee intrinsic, coming from within the individual or extrinsic, any thing a person gets from another person.
This theory assumes that any action of an individual is definitely goal oriented. This means therefore that when the settlement of an individual is aimed towards performance, then your employee will probably perfume better (Gunkel, 2006). . The idea asserts that even with intrinsic motivational factors, cleanliness or any other factors talked about above, there still is present the need for an extrinsic capacity to motivate further the staff say rewards (Gunkel, 2006). Gunkel (2006) further disagrees with the idea that when incentives are give to promote extrinsic motivation, a crowding out effect will be sensed between the two that is, a person's internal motivational factors will be corrupted and perhaps may not succeed before extrinsic motivator comes into play. Regarding to him, this keeps no normal water.
From the books review, Procedures theory developed by Victor Vroom, Lyman Porter and Edward Lawler III, it is very noticeable that whether all the factors of motivation come into play without the reward or settlement aspect, then your motivation becomes worthless. Hence, it is proper that actions be put in location to ensure that the reward aspect of motivation will there be. In this respect, the human tool division has seen it worthy of that will improve the compensation and advantages of the employees. This will not only see our goof workers remain in the business but also improve the productivity of the business. Our target is to be a leading company with around 75% of the marketplace share within the next five years.
The compensation and reward plan that we are suffering from will also see our company appealing to many experienced employees. This will likely equip the management and the skills of our own employees. Better management and licensed skills will ensure that people meet the establish aims within the stipulated period, which is five years. Within the recruitment, we shall ensure that we employ the best employees and especially from our rivals. The idea is to know the strengths of our own competitors and their weaknesses, growing on them, and devising plans to counter take action their advantages. This I believe can make us go quite a distance in increasing the production of this company and make it expand.
With the advantages of new rewards comprising of the compensation and benefit techniques, it is important for all of us to expand the pay system of our organization. Through this pay system, the method of reward syndication will be easier, faster, and better. The enlargement of the pay system will enable us have more employment opportunities which will lead to recruitment of more employees. The efficiency and performance of the machine will see involved with it that employees obtain the best working environment. This in turn will allow us meet the set target of using more employees and retaining these to increase production, market show and out wit the challengers. Our recruitment will majorly focus on employees from our competitors. The theory is to discover their weaknesses and strengths and outwit them using the SWOT analysis technique by majoring on the weaknesses.
Developed system will also help us draw in more employees and maintain them. This will be achieved by the fact that the working environment will be very conducive to the employees. The motivational factors hired will not be limited to hygiene, and motivational factors as well as an improved and successful system to help us identify different levels of satisfaction of every employee and try to fulfill them. Efficiency and performance in service delivery makes work easier thus many employees will opt to stay rather than leave for another job that has no aspect of efficiency in it as well as success of performance in the production process.
Finally, based on the info obtained, there is need to make the following referrals:
We desire a strategic approach to help us in applying the changes that we would like to introduce. To assist us in doing this, I would like to advise that a team be determined form all the departments who'll assist in developing a strategy we will use to apply the changes. Caution however should be taken, as many employees may be amount of resistance to improve.
In formulating the total compensation scheme, as the one we have offered is a sketchy one, we wish the entire management of the business, that is the president of the company, to help us with resources including real human and other required resources; budget.
In addition, a team majorly composed of of the accounts, money, overall management office and businesses management departments should be made up to help in developing the plan. This is necessary since there will be need to find out the earnings and the expenditure as well as get agreement from the overall.
The human learning resource office, on my part will come up with ways of evaluating the employees, recruiting, and doing the performance appraisal together with training and development of the employees.
We shall develop productive ways by which a few of the employees will be communicated to the final technique to prevent any rebellion. In the mean time, I recommend that the accounting and financing department to build up policies and procedures of expanding our repayment system level.
In recruiting, I would like to advise that we focus on the employees of our challengers. Through this we will discover their strengths and weaknesses and take advantage to outwit them on the market.
However, I would like you to note that the above mentioned advice will be too costly to the organization at the on set but once the strategies are integrated, I assure you the benefits derived will very good much exceed the expenses experience. In effect, it is just a long-term plan, five years plan. In addition, the program will never be introduced once but rather in stages and for that reason there is no course for alarm. I further recommend that caution be studied when implementation of the many strategies because they are likely to be met by opposition from some employees.
In up to employee inspiration may be expensive, it is a good idea that people should look at the long-term point of view of the study. The analysis is very extensive rather than all employees may be satisfied. In this respect, the human resource management department should focus on achieving the majority of the basic varieties of inspiration. This include guaranteeing a better working environment, dealing with each employee equally, appraising performance of the employees, when possible permit the employees donate to the management of the company and ensure the praise program is very advantageous. Meeting all these will ensure that at least 85% of the workers are satisfied with the business.
As a result, many employees will be attracted, the existing ones will be retained as in place, increased production, market share and progress and expansion of the business. Let organizations care for the most effective and delicate asset and this will reduce costs associated with break down of machines, inadequate and inefficient work force.
Gunkel, M. (2006). International Management Studies. Country Compatible Incentive Design: a Comparison of Employee's Performance Reward Personal preferences in Germany and the united states. Wiesbaden: DUV.
Javitich, A. (2004). Motivating Employees. Retrieved on November 24, 2010 from http://www. javitch. com/Q/004. pdf
Mathis, R. L. , & Jackson, J. H. (2008). Human Resource Management. 12th Ed. Ohio: Thomson Inc.
McNamara, C. Principles about Employee Motivation (Including Steps you can take). Retrieved on November 24, 2010 from http://managementhelp. org/guiding/motivate/basics. htm
Podmoroff, D. (2005). 365 Methods to Motivate and Praise your Employees Ever Day-With Little or No Money. Florida : Atlantic Posting Group, Inc.
Randhawa, G. (2007). Human Resource Management. New Delhi: Atlantic Web publishers & Distributors
Werner, J. M. , & DeSimone, R. L. (2009). Man Source Development. 5th Ed. Ohio: South Western Cengage Learning.