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.

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

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

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).

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

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.

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

Reward power is often common in the workplace when employees are praised from meeting goals or deadlines, or just having doing something special for another coworker. Rewards can range from gift cards, commission, pay raises or even promotions depending on the case. Everyone likes being praised for their accomplishments, so this power is usually one of the common powers in large organizations with a large amount of employees. (Abudi, 2011)

To foster competitiveness and deliver better results, there is a program called STACK where employees are ranked based on the work done and their incentive is decided based on it. Better the rank, better the incentives.

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

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).

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

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

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