Compensation and benefits for many employees are being recognized as important part they consider when applying or accepting jobs. Pay and benefits are very important to both new employees and existing employees. The compensation system is the reason behind why people seek employment. A company with a good strategy that’s wants to compete externally is aware of what other companies are paying their employees. It will not be easy for any organization to exist for a long time if they don’t have a strategy.
Firms within the service industry depends heavily on an employee’s ability to deliver effective service even during chaotic and turbulent situations. For that reason, the study of employee empowerment within service oriented organizations is important to
Beside employee satisfaction organisation should also focus on customer satisfaction, client satisfaction as well stakeholder satisfaction. Human Resource Management comes with performance management leads for better employee satisfaction. All the HRM activities like strategic or operational have significant impact on employee satisfaction. HRM helps to allocate all the employee working performance and it helps to manage it impact by monitoring and controlling which help to achieve best result. The HRM can allocate best suited education, training and other additional programmes which will increase the better result for he organisation along the satisfaction of employee.
To know the extent of awareness of the employees regarding welfare facilities. The employees need to be aware of the various facilities that they can avail from the organization and from the government. To appreciate the organization for the good that it does to all the employees and to suggest remedial measures for strengthening the morale of the employees. Problem Statement: In today’s world, every company is striving hard to maintain its position in the market. In my dissertation I am trying to reflect the strategies which the company must take to enhance its employee’s productivity and quality of work so that their organization can sustain in the market for a long time and its effectiveness.
Throughout this quarter, we have learned about many concepts managers should have or apply to their job in order to be successful. One of the most important concepts is motivation. Motivation is the persistence and intensity of the individual to reach a particular goal. As a manager, you need to understand the needs of employees and try your best to motivate them. Motivation is what gets tasks done, and improves companies around the world.
Not only does engagement have the potential to significantly affect employee retention, productivity and loyalty, it is also a key link to customer satisfaction, company reputation and overall stakeholder value. Thus, to gain a competitive edge, organizations are turning to HR to set the agenda for employee engagement and commitment. Employee engagement is defined as "the extent to which employees commit to something or someone in their organization, how hard they work and how long they stay as a result of that commitment." Research shows that the connection between an... ... middle of paper ... ...oyees know how they can contribute. Genuinely thank employees for their contributions.
Organizations are working hard in today’s world of business, not only to remain competitive, but also to focus on stability and structure. Employees are the backbone of an organization. It is becoming more important to offer quality HRM programs to staff, in order to support the retention of trained and experienced staff. Employees have always been concerned with salary however, there is a new focus emerging that looks at compensation as a whole entity. Monetary wages are now just as important as other benefits such as paid time off, medical and dental offerings and retirement.
While there have been differing perspectives (such as the theories mentioned above), the measure of employee motivation is directly related to the productivity, efficiency and sustained success of a company. Goal setting and feedback are the most robust practices, adopted by organisations for motivating employees. Through goal setting, me and my team had a mission to work for and keep up the momentum to acquire skills. Feedback was an essential activity, which gave us an insight to our approaches and contributed to our sense of achievement. Something as explicit as a promotion, bonus or an award was a key driver for my team.
Performance reviews are designed to both evaluate general performance and measure progress around specific goals. Both negative and positive aspects are incorporated in these reviews as they should serve as a point of reference to both look back in evaluation and ahead in anticipation. Pulling back from daily demands in order to assess and review employee performance allows managers to focus their attention on specific departments and clarify what is high priority to their company. Performance reviews also act as an opportunity to acknowledge working staff and identify professional development which will further support the staff members’ career growth. Reviews are seen as a powerful tool that can be tied to a company’s overall success; they serve to align staff with the organization’s expectations and priorities.
Performance appraisal is a critical part of performance management. Some of the method are written essay, critical incidents, graphic rating scales behaviourally anchored rating scales, multiperson comparisons, objectives, and 360-degree appraisals. Graphic rating scales are suitable for Kassim Baba’s operation. This method rates each employee in quantity and quality of work, job knowledge, cooperation, loyalty, attendance, honesty, and initiative. Effective and appropriate compensation system can help attract and retain competent and talented individuals who help the organization accomplish its mission and goals.