The instruction will be attached below. I will upload the answers to all the questions, the point of this paper is just to paraphrase it and make it a grammar-free paper with high-quality writing.
1!) Step 1:Consultation with the Human Resource Staff: In this step, we will take the approval from the HR officer and members of councils for personnel recruitment and also consult with the human resource manager regarding the expertise, qualification and the payroll of the employees to need to be hired.
Step 2: Accepts Application: The application from various sources will be accepted and the HR officer examines the application of the employees and forward the appropriate resumes to the Head of Department for their approval.
Step 3: Conduct Interview: The selected candidates are informed of their shortlisting and an interview is scheduled. There are two rounds for the interview, the preliminary round, and the final interview. The first round the candidate’s communication skill is judged by the interviewer and in the second round is the technical interview. The selected candidate is called for the salary discussion and the terms and conditions for the job.
Step 4: Medical Check and Document Verification: The candidate who cleared the interview are called for the medical checks and also they are required to carry the documents for verification such as the licenses or degrees.
Step 5: Offering the Job: The list is prepared after the medical examination and document verification regarding the position of the employee such as entry-level staff, technical staff, nursing staff, and supportive staff, details of remuneration such as CTC offered and the reporting officer. The list is given to the HR manager and the selected employees are offered the letter of employment and the waiting for the acceptance along with the date of joining.
2) Briefly describe those problems?
Pay-for-performance system comes with many associated problems when this system is implemented as an overall salary package for employees. This system says that there is no fixed or basic pay, employees will get salary only for their performance. The more you perform, the more you gain. This system has so many drawbacks, because everyone is not comfortable with it. There are many associated problems such as:
- Employees feel that the system is unfair, and perceive little connection between work and pay. There should be at least fixed basic pay.
- Everyone does not get equal pay, leading to a rise of conflicts among them.
- In this system, some employees have seen their pay decrease make them uncomfortable, unsatisfied, demotivated with their work.
- Managers try to save the cost because this is the only way of their earning, and to get a high pay by saving cost, they implement unusual practice & hinders other employees from introducing new techniques.
- High performers also turned problematic for organizations with a pay-for-performance system.
How might you solve the problem with your managers and their bonus plan?
I will develop a training program for all employees & encourage managers to implement on-job training methods which can save the cost. I guide him to implement a 70/20/10 learning & development program which says that 70% learning comes from experience or while doing critical tasks, 20% learning comes from social peers, and 10% learning comes from formal & planned training, also it focuses on Just-In-Time training methods. So, by adopting this method manager can a bridge the gap between the experienced individual & the newcomers, as well as he will save the cost because it focuses on informal training method, that is there is no need of doing extra setup to provide training, hence it has two-fold benefits: One it saves the cost through implementation informal training methods. Second, it creates a friendly work culture.
Also, after such issues I implement a pay-for-performance system as a reward/incentive package which gets added on to the basic salary. In this way, employees get a fixed wage & one who performs well will get a reward in addition.
How might you improve the perception of a connection between work and pay?
Perception of employees plays a key role in development of any organization. To make the pay-for-performance system working, it is necessary that employees perceive the connection between work and pay positively. Motivation plays a game changing role in this. I’ll motivate employees to adopt the system, and also encourage them to perform high because their performance will pay them. I’ll make sure that employees get sufficient training which helps them to increase their productivity. Once they know how to work, they will automatically work well & earn well. I will also circulate the motivational videos, and messages which show the importance & connection between work and pay.
What steps would you take to analyze and address the problem the older, more experienced employees are having?
I’ll listen to the problems of the older, more experienced employees, understand their situation & then address their problem. After understanding that, less familiarity with technology hinders them from earning more, I’ll organize an instant training program for them, so that they can learn about new systems. Older employees also complained that, because of their experience, they are given more difficult patients. In this situation, I will motivate them to handle those patients as an opportunity, and ensure that individuals who tackle critical cases will earn more.
I try to create a friendly work environment which lessens the gap between experienced employees & younger employees. I will encourage experienced employees to pass-out their work experience skills to younger employees, and encourage younger employees to help experienced & older employees to get familiar with the new technology. In this way both will fill the gap between each other in a friendly & informal way.
3. A. if we go by the human psyche, it is well noted that immediate relief or immediate satisfaction is one of the driving forces that lures humans to do certain things, job switches is among one of them. The Company could have reduced teh attrition by ofering a better compensation to the frontline workers as well. Since any organization works on a pyramid basis, it is safe to assume that maximum number of employees will be in front line worker category. Therefore it would have been possible to reduce the trun over by increasing the compensation. However, it would have brough in a huge cost. Therefore, any organization that is planning for a retention program needs to focus both on compensation and benefits along with a promise of employee development.
B. Other things that the company could have done to reduce the attrition is:
1. Assess Employee Engagagement and how it is contributing towards turn over and then design a suitable engagement intervention
2. Come up with an incentive plan that is lucrative and target based
3. Introduce long term career development plan spanning over years
4. Allowing flexible working hours in case, working hours is one of the concerns for turn over
4) Informal action: If the injustice is approximately slight, the manager or employer should analyze with the worker or employee to check if it can be set on informally.
Investigation: As promptly as possible after getting a grievance, the manager or employer should bring out a survey. In many instances, this will be an almost simple fact-finding action.
Grievance meeting: After the investigation, the manager or employer should keep a discussion with the worker or employee so that he or she has a chance to describe the protest.
Decision: Having checked out the proof, the manager or employer will require to finalize to keep or reject the grievance. The decision should be given to the employee, in writing, as preferable as viable.
Appeal: If the grievance has been refusing or in part refused, the manager or employer should be ready for a plead. It should be hand out with an unbiased employer or manager and, where viable, a more senior employer or manager than the individual who hands out with the grievance. Most appeal listening will be in the way of analysis but can take the form of a re listening if the starting stage was usual unsound. After the hearing, the worker or employee must be well informed in writing the appeal’s result.
5)
a) The main factors which must be kept under consideration in establishing an overall HR strategy for QHC:
· The HR strategy must be in alignment with the vision, mission and strategic objectives of the company
· The HR strategy must have a clear perspective about the manpower attraction and retention plan of the company
· The HR strategy must be scalable so as to modified as per the expansion plans of the company
· The HR strategy needs to plan its expenditure in a way so as to keep it bound within the allotted budget by the company
b) The first 5 HR policies which QHC must come up with are as follows:
· Recruitment and Selection policy: This policy will guide the company to select and recruit new employees for the company. The recruitment and selection policy must be in alignment with the culture and values system of the company. The selection of employees must be based on culture and job fit.
· Compensation and Benefits policy: This policy will help in developing and defining the compensation structure of employees in different band levels. The compensation and benefits policy must be developed in a way so as to keep the employees motivated in the company.
· Performance Management policy: This policy will help in defining the framework and methodology using which the performance level of employees will get evaluated. The compensation and benefits as well as career progression of employees will be based on their performance level.
· Succession Planning policy: The succession planning policy will help in developing employees for leadership roles. This will help the company in maintaining an internal talent pool for facilitating business continuity.
· Employee engagement policy: The employees need to be kept motivated in the company. Employee engagement policy will evaluate the motivation and satisfaction level of employees and come up with interventions to keep them motivated and productive for the company.
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