Cake Consulting Essays

Each employee will be paid based on their capabilities rather than on the characteristics of their job. This will provide an incentive for employees to develop their skills and move into other roles.

Duplox Copiers Canada Limited is a wholly owned subsidiary of Duplox Copiers Incorporated as well as a multinational firm based in the United States. Duplox Copiers Canada Limited (DCCL) follow the classical management strategy which slightly shifts to human relations strategy in some aspects. Currently, the reputation of DCCL is at risk because of the high volume of internal and external complaints about the quality of the service provided. Also, the employee turnover rate increased which puts enormous pressure on the Technical Services Department, which is the primary source of the company revenue.

The lack of motivation among customer service staff is caused by several factors which include the boredom from monotonous work, feels disconnected from the consequences of their work, conflicts with other departments and the stress serving unhappy clients. All of the above causes are leading to job dissatisfaction among employees which then driving poor quality service to their customers. They are lacking of common goal in their task.

One of the important aspects of business management is having a proper compensation system. Compensation ensures that the staff of the company obtains the results of their efforts. Compensation is a cost to the enterprise and, therefore, a proper remuneration model must demonstrate its ability to produce returns. Also, since compensation is what the employees get in exchange for their services, the type used must be one that will motivate the employees (Belcourt & McBey, 2015). Henderson printing company is a mid-level company. Therefore, it requires a very critical remuneration system that will help it to survive. This memo explores the compensation models that Henderson printing operates as well as suggests the necessary changes.

* Independent variable coefficient – This is the measured effect the independent variables have on the dependent variable. This is the main output of the regression analysis.

Duplox Copiers Canada Limited is experiencing several severe issues that are affecting the profitability of the firm. The main issues at DCCL are: employee turnover is increasing, employee morale is low, and customer satisfaction has dropped while customer complaints have increased, and ultimately the biggest issue is revenue and profits have both decreased. From analyzing DCCL, it was determined that several strategic issues, including the current reward and compensation system, are having negative effects on employees, management, and the organization as

For example, motivation surveys can inform on the effectiveness of pay and reward strategies and employees performances can be analysed to evaluate returns on training investment.

The table 9 demonstrated how AFRICEL-TEMPO employee were dependable in handling customer service problems, the preference of the customers was good with 37.8% of the respondents, the rest 32.2% of the respondents said that the handling customer service problems was fairly good, 16.5 of

Poor communication between management – when the management didn’t communication with their employees it cause then to have low motivation, low loyalty, and high turnover because most of the employees didn’t know what to do or how to do it.

The intent of this assignment is to develop a user-friendly tool that may be applied in the workplace to document Compensation processes and to guide a practitioner in completing the critical steps of each process. The purpose of this assignment is to assist in describing each component of a compensation management system, to develop a practitioner's guide for several of the key compensation management tasks covered in HR511 Total Rewards.

A well-articulated compensation philosophy drives organizational success by aligning pay and other rewards with business strategy. It provides the foundation for plan design and administration and anchors current and future plans to the company's culture and values (Kaplan, 2006, p.32). Recognizing and rewarding achievement is the cornerstone of the company A’s compensation philosophy. The mission of the company is to attract, select, place and promote all individuals based on their qualifications. The company believes that performance-based compensation helps attract, develop and retain talented professionals. In addition to base pay which based upon local market conditions and targeted to be above market, the company provides the following types of potential compensation to reward performance:

Specific Purpose: To demonstrate my audience the three main points how to make an apple cake.

A new incentive system must include a formal evaluation method of employee performance. In order to evaluate, official job descriptions must be written to use as a benchmark. These descriptions give the employees the framework within which to efficiently

A. The increasing of employee turnover rate at 17% in 1990 is the sign of company dysfunction in EIIC. It caused the rising of

An incentive pay program can reward employees who continue to produce superior work or encourage employees who already produce good work to best. Sometimes, use an incentive system when employees are lack of enthusiasm of getting down to work and improving things. If everyone in the same job classification gets the same pay, there is no real incentive to do an outstanding job (French, 1990). Various incentive plans used to motivate all employees such as production staff, sales staff, administrative staff and managerial and professional staff on an individual basis. To be improved employee work performance, the incentive pay programs need to be fairly matched with the employees’ expectation. Properly designed and maintained incentive pay program has the potential to increase employees’ productivity and work performance.