Memo on staffing and remuneration
It has come to my attention that businesses and large companies are in a big challenge on how to manage their staff as well as maintain proper remuneration program. Staffing is the ability of a company to hire competitive employees to run the company. On the other hand, remuneration refers to the ability of a company or a business to compensate its employees according to their hard work in the company. Many companies have not been able to define the significance of hiring high class employee to influence the direction of their businesses. Upon recruitment of competitive employees, some companies have not held up to a proper remuneration method to sustain high performance in their business.
It is worthwhile to understand why this topic would be crucial in any company or business setup. This forms the basic outline of how businesses should be conducted. Staff form one of the most significant organs in a company (Aswathappa & Dash, 2008). They execute most of the duties in the company, from management to the lowest job level in the company of office attendance. This means that these people must be treated in the right way. While appointing them, the management needs be extremely cautious. It must employ competitive leaders who will execute duties accordingly to influence outstanding performance for the company (Levoy, 2007).
Through research for large companies in the world, I have realized that these two elements play an extremely significant role in ensuring business success. One of the companies that I conducted research on is the Apple Corporation. This is one of the unsurpassed companies in the mobile devices technology. This company values expertise and high quality production. The company has a belief that high quality is determined by high class hands. This means that the company values quality technology experts. These are the people who assist the company in developing the most unique devices in the world.
This research has engulfed my mind with massive excellence defined on this field that challenges many business professional. It has equipped with knowledge of how one would manage his business or company to reap massive benefits.
Following the desire for more information on this topic, I decided to conduct some interviews. One of the interviews that I conducted was on a local business man, who manages more than a hundred employees in his Sawmill Company. He started by explaining that this field is one of the most tasking for employees. By this, he meant that for employees to accept to work for him for a long time, he must establish concrete relationship with these employees. He defined to me several principles that he follows to ensure his employees stick to him.
The first element that he touched on is employee satisfaction. As I had found in Apple, here was another person who values his employees. He told me “without the employee satisfaction there is no customer satisfaction”. By this, he meant that the employer must ensure that his employees are well compensated to ensure high quality productions, which in return cause customer satisfaction (Caruth & Handlogten, 2001).
The process for employees’ satisfaction is not easy. He said that he extends massive favors to these employees to ensure that they live happily as they work in his company. He ensured that the working environment was healthy enough to accommodate anyone without imparting health issues to employees. Many business analysts may not view this as a staffing and remuneration move. According to him this was a business strategy to woe the high class employee stay in the company. The salaries were paid on time, with other services like advance salaries being given.
Trying to fetch from him the challenges that he undergoes, he pointed out one main challenge at his position as an employer. He said that the hiring process for employees was the main challenge. As I quote him, “nothing challenges me in my business as appointing employees”. He had not defined any method to assist him in hiring employees. Even after hiring an employee, determining how much to pay the employee was the other challenge.
Comparing the research with the interview, both of them converge to the fact the staffing and remuneration is a crucial element in the business field. Any business hoping to stand the test of failure must be in for quality staff and reliable compensation plan. Employees must be hired based on qualifications, maintained properly to retain high quality production so as to sustain customer satisfaction.
References
Aswathappa, K., & Dash, S. (2008). International human resource management: text and cases. New Delhi: Tata McGraw-Hill Pub..
Caruth, D. L., & Handlogten, G. D. (2001). Managing compensation (and understanding it too): a handbook for the perplexed. Westport, CT: Quorum Books.
Hunt, S. T. (2007). Hiring success the art and science of staffing assessment and employee selection. San Francisco: Wiley.
Levoy, R. P. (2007). 222 secrets of hiring, managing, and retaining great employees in healthcare practices. Sudbury, Mass.: Jones and Bartlett Publishers.
