Staffing is a very crucial management element that is involved with the coordination of the human resource or work force in an organization. It is a concept that has evolved over the years due to changes in the understanding of the aspect of human resource and the value attached to it. In the early days for example, employees were treated in a bad manner and could be replaced more often without consideration of the consequences the organization would face.
Currently, the need to treat employees in a good manner in an effort to maintain and retain them has been recognized and embraced. This is because the human resource is a crucial element that contributes to the success of an organization through driving other forces, for instance, the assets (Ployhart, Schneider and Schmitt, 2006). This paper looks at organizational staffing at the Effective Management Solutions Company with much emphasis being given to the Hiring and Variable Pay program (HVP).
The situation
Effective Management Solutions Company is an organization that has undergone a lot of changes in regard to the human resource area. It is a growing company whose focus areas include management systems, human resources, business process improvement as well as quality improvement. The organization’s desire to increase its revenue has necessitated the establishment of a strategic revenue growth plan, which in return has touched on the issue of human resource in the company.
There is a need to enhance the workforce in the organization through increasing the number of staff and making the working conditions better for the purpose of retention. Currently, there is a high rate of turnover and hence the need for replacement staffing. This situation has therefore led to the need for changes in the human resources and thus the establishment of the HVP program
Attractiveness of the HVP program
Despite the EMS Company’s efforts to enhance the human resource sector for instance through provision of competitive salaries and good benefit packages, there is still much that need to be done so as to achieve the targeted goals especially in regard to revenue growth.
The HVP program has been proposed in an effort to place the EMS Company in a better position so as to achieve the projected results in terms of revenue growth. Its main focus is however to look into the current job offer practices in the organization so that the staff needed to fill the gaps are attracted and also retained in the company for consistence and good performance.
The HVP program is relatively attractive to both the applicants and those who receive offers since the salary and benefits terms are enhanced. However, those who receive offers would find the HVP program most attractive. This is because they are presented with three plans from which they can choose the most suitable. This brings about convenience that will in turn enhance job satisfaction and good performance.
HVP Program and Job Offer Acceptance Rate
The HVP program will definitely have an effect on the job offer acceptance rate. The HVP program aims at bringing positive changes in the organization for instance increased job offer acceptance rate, reduced turnover and increased job satisfaction among others. The HVP program is likely to increase the job offer acceptance rate.
This is because the new terms that are presented in the program are attractive. This includes the salaries and benefit packages which are some of the factors that determine an individual’s choice and acceptance of a given job in one company at the expense of another. This is however subject to other factors, for instance, the working conditions since some employees are not only interested with the pay but also working conditions such as job satisfaction and job security.
HVP Program and Turnover
Employee turnover is a concept that should be kept to the minimum rate possible. Staff turnover is the rate at which an organization gains and loses employees. It can be determined or viewed on the angle of how long an employee is retained in a certain organization. In regard to staff turnover, the HVP program is likely to reduce the rate of employee turnover. This is because the factors that facilitate employee retention such as good pay and benefits are looked at by the HVP program.
This will increase job satisfaction of the employees and they will therefore not find reasons to move to other companies in search of satisfaction. It is therefore the responsibility of the human resource management body in any organization to ensure that employees’ job satisfaction is always enhanced since it not only foster retention of the employees but also enhance performance that in turn leads to increased productivity and profitability (Taylor and Chartered Institute of Personnel and Development, 2002).
Reaction of Current Associates to the HVP program
Just like in any other aspect, there ought to be different reactions from the current associates in regard to the HVP program. Initially, there ought to be mixed reactions with some of the current associates supporting the HVP program fully and others rejecting it due to doubts of its effectiveness or the positive effects it would have to their employment.
Resistance is the most probable reaction where even though the current associates may perceive that HVP program to be advantageous, they may not be willing to embrace it fully. However, there are those who may advocate for it due to the fact that its terms and conditions seem promising (Mathis and Jackson, 2010).
Issues and Problems of the HVP Program Plan
In as much as the HVP program may seem so attractive and promising, it will present some problems and issues not only to the human resources but also to the hiring manager. The three plans presented to the offered receiver, for instance, may bring about confusion where some may make wrong decisions. The problem comes in where the switching from one plan to another is only allowed once in a period of two years.
This may lead to job dissatisfaction and hence poor performance and to the extreme, it may lead to quitting. To the human resource manager, the HVP plan will add to his/her workload where he/she needs to look into all the changes that are proposed. There is also the issue of dealing with all the human resources problems that will emanate from the implementation of the HVP program.
Recommended Changes in the HVP program
To ensure that the HVP program is effective, there need to be some changes. There ought to be some flexibility where the staff is given some chance to switch from one plan to the other whenever there is a reason, for convenience purposes. The program should also be introduced at a moderate rate rather than at once to avoid any chances of confusion among the parties involved including the employees and the management body.
Reference List
Mathis, L.R. and Jackson, H.J. (2010). Human Resource Management. 13th Ed. Mason, OH: Cengage Learning
Ployhart, E.R., Schneider, B. and Schmitt, N. (2006). Staffing Organizations: Contemporary Practice and Theory. 3rd Ed. New Jersey: Routledge
Taylor, S. and Chartered Institute of Personnel and Development. (2002).The Employee Retention Handbook. London: CIPD Publishing