Thursday, February 27, 2020

Deciding whether to use flexible staffing Case Study

Deciding whether to use flexible staffing - Case Study Example Flexible Staffing Services, FFC, is a late entrant into the staffing industry priding itself in the provision of qualified human resource. Kaiser Manufacturing Company on the other hand is an experienced company operating in the manufacture and sale of agricultural products. The company that has operated for the past fifty ears remained stuck in the traditional system of managing human resource thus resulting in the modern operational stalemate in the company. Kaiser Manufacturing Company, KMC, continues to experience diminish demand for its products while the labor costs in the company continues to rise owing to the fact that the company has an older workforce. Such a workforce boasts a well of experience in the traditional mechanisms of both production and marketing but do not appreciate the changes in the market a feature that validates the company’s dwindling fortunes. The company therefore requires the services of a contemporary staffing company, one that understands the industry and will sustain the provision and effective management of employees at the organization thus enhancing the company’s profitability. Flexible Staffing services provide employees in unique packages that safeguard the interests of the client. The situation at KMC requires a pool of employees hired in appropriate mechanisms in order to low the escalating cost of labor at the company. The Flexible Staffing Services promise the diverse workforce that the company require. The company furnishes its clients with numerous classes of employees qualified in varied sections of an organization including production, management, technical and clerical. KMC requires such a wide range of employees a feature that makes the staffing company essential. The company promises a group of unified employees besides the fact that the company will provide KMC with a large pool of possible employees to choose from (Klemmer, 2009). Among the primary

Tuesday, February 11, 2020

The effect of remuneration on productivity an appraisal of primark Research Proposal

The effect of remuneration on productivity an appraisal of primark London - Research Proposal Example This paper defines the remuneration as the process of making an employee motivated by offering him a compensation or benefit. It is basically the gains he gets from the employers in exchange for services he performs in the workplace. It is a great way to increase the morale of an employee and boosting his performance level by keeping him motivated toward the job. Employee remuneration is a way to promote the well being of an employee by raising his status through paying salary to him in return for the services he provides for the employer. Employee remuneration can be characterized into two parts by naming them as time rate and piece rate method. The time rate method is characterized by measuring the time that worker spends on the job whereas piece rate method is related to the unit productivity as seen by the input given by employee to produce output. There are many advantages of time rate method of employee remuneration as it leads to producing quality products within a given time frame and the compensation is provided to employees keeping in view the time they spend on the job. For instance, the salary can be fixed based on hourly, weekly or monthly basis. Here the emphasis is more on the quality than quantity and supervision is tight as compared to piece rate method. It is a good method to make a new employee learn the basics of job without caring for the amount of salary he attains as it is based on the time spent on the task. However, the piece rate method is characteristic of the inputs the employee puts in to produce a specified number of outputs. In this type of method, an employee is more focused with quantity than quality and he is not being placed under strict supervision as he has just to produce the specified number of products at his pace. It is a good way to increase motivation among employees to strive for better pay by producing more outputs (Abrams, 2003). There are number of