Crisis Hiring

Companies promote their employees everyday, but when the department heads are considering which employees to promote, what should they take into consideration? Should seniority be considered or equal opportunity, or should a promotion be based solely on the worker who is dedicated to doing excellent work everyday? These questions and more come up in our group study project on Morality of Employees and Employers.

Indicate what you feel are the employees best attributes and skills and what you feel are the kinds of roles that they would excel in.

Good performance is rewarded through timely job promotions, special recognition and in some cases monetary rewards and incentives.

The right compensation program will depend on the organization’s business strategy and goals. To achieve these, an organization must recruit and select the best possible employees. To attract such employees, there must be an attractive compensation plan. Competitors will be offering different payment options, this may be based on pay rate or special perks, and a company’s stock options. Organizations must be aggressive yet reasonable to compete with competitors. Retaining and encouraging employees to perform at their best may be achieved through an immediate incentive award

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:

- Find what motivates your each of your staff to keep working so hard for you, and provide it.

Managers and supervisor design compensation packages to promote team work and team building among co-workers. Managers also use incentives programs to entice recruitment of new candidates. The purpose of these incentive is to hire talented candidates through employment relation such as recruiting and selection, by shaping the flow of workers through performance evaluation, training, career advance, termination and labor relation (Martocchio, 2011).

A vital piece of managing employees is to find the right applicants for these positions. A great deal of person's success in the position of a manager could be associated with

Employers agree that promoting from within is their best option. Yet, unless they start abolishing positions, promotions naturally result in hiring new employees.

Reward Management (RM) has been defined as the distribution of monetary and non-monetary rewards to employees in an effort to align the interests of the employees, the organisation, and its shareholders (O’Neil, 1998). In addition O’Neil (1998) also suggests that a RM system can serve the purpose of attracting prospective job applicants, retaining valuable employees, motivating employees, ensuring legal requirements relating to direct and indirect rewards are not violated, assisting the company in achieving human resource and business objectives, and ultimately assisting the organisation in obtaining a competitive advantage.

Recently more and more Americans are choosing their career path in becoming a doctor, lawyer, or a career that pay a competitive salary along with benefits. What does that mean for plumbers, welders and locksmiths? In Business Insider’s article, “Blue Collar Jobs Are Disappearing” Michael Snyder described blue collar workers are becoming an “endangered species” (Synder, 2012). The evaporation of skill blue-collar jobs and no one is doing anything about it; therefore, the need to train new generation labor skills in order to keep up the demand and needs is

In spite of the fact that you will most likely be unable to fill each position in your organization regardless of the possibility that you have a solid corporate society, analysts say that one beyond any doubt approach to augment your best workers is to place them in positions of

The Act aims to provide for the observance and enforcement of agreements and awards made for the settlement of industrial disputes, as well as rights and obligations in relation to good faith bargaining.

The cost of labour (workforce) is a significant cost. The impact if workforce “relevant skills” are lacking is an increase in cost and time taken to perform tasks and a decrease in productivity (Capece and Costa 2009) (Capece and Bazzica 2013).

need to be up-skilled accordingly. This is in line with general trends across the economy