People Management, the Mantra for Success: the Case of Singhania and Partners

How this system works is employees are paid a standardized salary which entitles extra benefits and or bonuses on the side. The main focus of benefits is to focus on stability, health, wellness, and lifestyle. These benefits are there to make the employees life’s more comfortable and enjoyable, not necessarily cash incentives. However, there are cash incentives offered as-well. Incentives are the drivers of employee performance, as short term incentives are cash bonus based on performance, or rather long term incentives being stocks in the company you work for. How we will implement this is through transferring your average paycheck to a salary. Meaning a 40-hour work week at 11.40 is $456 a week before deductions. The math equates to a base salary of 21,888. From there employees will be able to receive benefits or incentives based upon work efficiency. We will have assigned goals to achieve by set deadlines to determine employee efficiency. All employees in this system are inclined to do more work at a more efficient rate since they are now being rewarded further than their salary or prior their hourly wage. This business function being salary based with incentives and bonuses will take a greater toll on management. Management will be deemed in charge of bonuses and benefits. It will be their responsibility to determine whether said employee deserves certain benefits or certain incentives based on their work efficiency. As management takes on a heavier role in the company it is better for the greater good and is a sacrifice they will have to be willing to

Concentrate on their current clients, broaden and deepen their relationship with them, while maintaining current offerings

Try to stop all the employees from leaving the company because when staff retention is poor when we also higher new employees they are taking time to learn about the company and whenever a new staff comes in must get proper training before they start doing the

As stated above this does have its disadvantages as decisions can be slow and staff can become to involved in the managing of the business.

Hire and train more staff, retrain the old staff, provide regulatory and policy guideline and security of job. Restore working conditions including overtime and health insurance.

To improve the efficiency and customer service in my department, I would first identify and define the problem; secondly I would try generating and evaluating alternate and possible courses of action to understand in which areas they would need help on, thirdly based on a situation choosing a preferred and a relevant solution will be given, fourthly the solution will be implemented and finally to evaluate the results to see the outcomes.

This course focuses on services management in general and service operations in particular. It explores the elements that unite services, that differentiate service processes from non-service processes and that differentiate various types of services from each other. Customers generally participate in the service process, often with direct and uncensored interactions with employees and facilities. The resulting

The next perspective we will discuss is internal process. This is like asking “What can we as a company change within ourselves to satisfy our customers?” Excelling within our four walls can help create a self-image that is note-worthy to prospective clients. The first objective we will look at is increasing the quality of employees. Employees need to be of high caliber, and/or with the earning to learn and grow. This is can be difficult to measure. However, if we gave bi-annual testing, we can seed through the employees, which have an

In this paper Team C has discussed the issue of poor employee retention concluding in a high employee turnover rate. This is an issue that can be common among some companies and that is a great example of

Management could abolish the Scanlon Plan and advocate an individually based incentive plan. Workers would earn bonuses according to their personal performances. This would be a great extrinsic motivator for employees but this would lower the intrinsic value. Additionally, the free rider problem and equity theory could be solved. However this plan does not reward teamwork and this would cause conflict between

Communication – Talk about the change vision, if people have anxieties then address these openly and honestly. Tie in the vision to all areas of the business from training to performance reviews

Many Problems in Organizations are created because of Faulty Incentives and Flawed reward systems that are setup to accomplish one thing but actually does the opposite.

of the company encourages the same. The research will align the reward system and ultimate goals

Workforce turnover is a complex and important issue amongst today's organisations. It is perhaps one of the most often cited cause of increased cost and decreased productivity. No wonder people management has become an important frontier to extract and create more value from company assets. On comprehending the articles, it has become evident that organisations have moved beyond the traditional approach of only investing in core business activities, to invest in employee retention strategies. Many organisations, for example St. George Bank

A critical factor to the success of any company is its ability to attract top talent while retaining those already working within the company. Losing employees can have a significant impact on a company’s morale, productivity and overall profit.