Strategy- Consider the strategic impacts of options and decisions regarding internal alignment and external competitiveness

Strategy- Consider the strategic impacts of options and decisions regarding internal alignment and external competitiveness

In all organizations, there are certain values that the employers look for before hiring any given full-time employees. Hiring full-time employees by the organization will imply that, the management will have to compensate the employees. The issue of compensating the employees has forced most organizations to enact diverse strategic plans that utilize both aspect of internal alignment and external competitiveness in hiring employees. One of the most applied aspect consider before the compensation of the employers in the organization is how best to value the work accomplished by each employee. The management utilizes diverse vital analyzing factors to determine the value of work undertaken by the employees in the organization. Some of the aspects that most organization considers before providing compensation encompass;

The strong work ethics is one of the factors that the employees consider before approving any form of compensation to the employees. Employers in most cases will value employees in accordance to the willingness towards working hard. However, in some cases, the management will consider the cases of working smart applied by employees in accomplishing assigned duties. In the case of working smart, employers will always consider the efficiency and effective ways used by employees to complete certain duties. The efficiency to accomplish the work will make more impact in comparison with the time utilized in accomplishment of the assigned duties. Since downsizing is an increasing trend in most organizations, employees need to improve on the work ethics to improve on the job security.

The aspect of dependability and Responsibility in the organization will also influence the rate of compensation and amount given to the employees. Clients will always value the employees who come to work in the appointed period. The management expects that the employees become responsible for all the actions and behaviors displayed during working hours. Employees ought to have the courtesy of keeping the supervisors at the workplaces informed in case of emergencies. It is vital that the employees also provide the management with adequate evidence and reasons for being late. In the working environment, the employees need to update the employees on progress of all projects.Showing responsibility and dependable as an employee in the workplace suggests having power to controlall projects assigned and capable of delivering to the expectations.

The level of honesty and integrity in the employees will always determine the compensation rate of the employers towards the employees. In almost all organizations, the management will consider employees that maintain a high sense of integrity and honesty through the working environment. The management will always reward the employees that show high sense of honesty and integrity in accomplishment of duties. The honesty and integrity will revolve around the trust of the information given to the employees. The management will always want to find trust in the integrity in the actions conducted by the employees. Since successful business gain trust of customers and try to maintain the attitude of customers always being right, it is important that the employees also depict honesty and integrity in the actions conducted.

Labor markets refers to the nominal market in which the employers will always strive to find willing workers to perform duties in their organization, workers searching for paying opportunities hence the two forces determining wage rates. The relevancy of the labor markets to the client always revolves around the information acquired concerning the business activity. Since a broad category of the jobs exists in the marketplaces, it is evident that the labor market only exists based on information. The two chief types of labor markets that exist in relationship to the labor markets entail of quantitative and qualitative markets. The quantitative labor market exists based on the statistics collected from the diverse job sources. The representation of the information is in the numerical format and stored for use in surveys applicable at the local, regional and national level.

An additional labor market consists of the qualitative market that focuses on the information represented in the non-numerical format. However, the non-numerical information in most cases contributes in offering evidence and support hence implying the statistical data. The qualitative labor market entail of information retrieved from the surveys, focus group and interviews. Acquisition of the information from the interviews will assist in providing information concerning the relevant labor markets. The employees will always refer to the qualitative information to make decision concerning the broad category of the job market.

In accordance to one of the demand side theory, it is evident that the government needs to cut taxes on organizations and increase amount of capital spend on the infrastructure during economic downturn. However, during the economic upturn, the government needs to concentrate on increment of the tax revenue to recover on the amount of capital lost during the economic downturn. In this case, the theory of the demand side theory reveals the importance of the government to reduce the taxation during economic downturn. In so doing, the government will offer the organizations an opportunity to give the employees compensation allowances. The reduction in the level of the taxation will give room for the organization to save extra capital to offer the employees compensation. However, during the economic upturn, the organization will have the extra money to pay for tax and compensate the employees as well.

The appropriate choice for pay policy alternative in this case is the match the market especially in considering that the Swimming Eagle restaurant has faced diverse financial challenges. Match the market is where the organization will position at the 50 percent rate of compensation in relationship to other organizations. In this case, half of the competitor organizations in the region pay less for the aim of compensating the employees while half pay more. In positioning the organizations in such a pay policy, it makes it easier for the organization to offer compensation to the employees. It also becomes easier for the organization to make profitable gains at the same time regardless of the situation of the economy.

Job Analysis

To do this, you will identify a Benchmark Job and produce a Job Description (with Job Specifications) for that job.

Human Resource Manager

In hospitality industry, there exists diverse business with job descriptions that provide employees with the opportunity to work and earn income. One of the most suitable positions that dominate all the industries in hospitality in the entire world entails of Human resource management positions (Snell&Bohlander, 2013, p 123). In all the industries in the world, regardless of the position, the human resource manager position will always exist. Although the duties and roles of the human resource manager might differ from one industry to another, the organization will always assign the human resource managers the same workload.

The Human Resource Manager position is a Benchmark Job simply because it remains consistent across the industry in terms of responsibilities, salaries and seniority. For this reason, the Human Resource manager existing in diverse organization hence comparison in the workload accomplished by the same position might exist (Jackson, Schuler & Werner, 2012, p.141). The organizations easily provide information and data conserving the position hence key metrics and analysis exists concerning the salary and career route of the job.

Development Personnel

The Human Resource Manager position has diverse categories and names from one organization to another yet the people employed as the rank accomplish similar duties and tasks (Martin, 2006, p. 98). One of the relevant job descriptions given for the human resource manager in most organizations is Development Personnel (P & D)(Snell&Bohlander, 2013, p 145). The Development Personnel is a position responsible for the development of other employees in the organization. Immediately the employees become part of the organization, it is essential that the employees Development Personnel train the employees to assist in the development of their career.

Fig 1: Showing Development Personnel

The Development Personnel always play the role of orientation in the firm ensuring that all the employees give the best performance in the assigned duties(Jackson, et al, 2012, p.151). The Development Personnel also assists in the development of the career of the employees. The development of the employee’s career will involve assigning the employees into working groups and sharing the relevant news ideas and techniques.

Profession and Leadership Practitioner

The Profession and Leadership Practitioner plays the role of ensuring that the enhancing the level of profession in the organization hence boost the level of leadership(Snell&Bohlander, 2013, p 151). In most of the cases, the employees will always need to receive certain training qualities to for certain specialized roles in the organization.

Fig2: Showing Profession and Leadership Practitioner

In such cases, the Profession and Leadership Practitioner will offer training to employees to ensure that professionalism vital in delivering duties and tasks to the desired levels. In some organization, the employees need to attain some level of professionalism and leadership before getting a promotion(Jackson, et al, 2012, p.164).

Transformation and development personnel

In other organizations, the identification of the human resource translates to Transformation and Development personnel because of the duties and tasks accomplished (Amos, 2008, p. 141). Transformation of the employees takes place in accordance to the talents of each individual employee (Jackson, Schuler & Werner, 2011, p. 171). The role of the Transformation and Development personnel is to identify each individual employee’s talent and assist in the nurturing process.

Fig3: Showing Transformation and development personnel

KeyOrganizational Factors that you believe will Influence this Company’s Decisions about Structuring Compensation.

Competition

The competition received from other hotel industries will automatically influence the company decision concerning structure compensation. The competition will always prompt the management to use additional income to ensure that the organization overcomes the other companies. For this reason, the amount utilized for the aim of overcoming the competition will automatically affect the structure of compensation. The amount of capital allocated for compensation will reduce because of the effort to reduce competition.

Rate of production

The rate of production of the hotel simply refers to the input that the owner and stakeholder invest into the organization and the total returns. An organization that receives a high yield will definitely compensate the employees thoroughly because of availability of capital. However, lack of enough funds in the organization will mean reduction in the level of revenue hence imply that management minimal amounts of income towards compensation of employees. To avoid the interference of the compensation structure of the organization, it is vital that the employees and the management ensure that the rate of production remains constant and profitable.

Organizational expenditure

The organizational expenditure refers to the amount of capital that the organization spends on the diverse development and acquisition of property. The organizational expenditure in most cases always reflects the amount of capital that the firm earns in terms of profits. An organization that will receive higher profitable margins will invest in other developmental projects.

However, an organization that does not receive higher returns will definitely not invest. In using organizational expenditure, it is vital that the management considers the compensation structure of employees. In so doing, the management will have enough capital to secure for purposes of awarding and rewarding of employees. Compensation of employees will only become possible when the management budgets for the expenditure of the company.

References

Snell, S., &Bohlander, G. W. (2013).Managing human resources.Mason, Ohio, South-Western.

Jackson, S. E., Schuler, R. S., & Werner, S. (2012). Managing human resources.[Mason, Ohio], South Western cengage learning.

Martin, V. (2006).Managing Projects in Human Resources, Training & Development.London, Kogan Page. http://public.eblib.com/EBLPublic/PublicView.do?ptiID=256161.

Jackson, S. E., Schuler, R. S., & Werner, S. (2011). Managing human resources. Mason, Ohio, South-Western.

Amos, T. (2008).Human resource management.Wetton, Cape Town, Juta.