The Problem with the Reward Systems of Ramapo Manor Term Paper - 1

The Problem with the Reward Systems of Ramapo Manor - Term Paper Example I believe the problem with their reward systems, affecting performance has been a long-standing problem prior to the current economic crises. Clients have constantly complained about the quality of service in which they receive from Ramapo Manor and report a decline not only in the services offered, to help them sustain during these economic crises, but also the attitudes, performance, timeliness, and quality of service they receive from the employees. This assessment will research the lack of reward systems in place and the cutting of reward systems, which kept employees providing better service and increasing productivity. The nature of the problem is Ramapo Manors current reward system, which is causing employees to leave their current positions for either a different department/division within Ramapo Manor, which has not been affected greatly by the economic crises. They are returning to pursue their education in different fields, which yield a more promising livable status, they are leaving Ramapo Manor and pursing positions in a different organization, there are gaps in positions, which are crucial to running Ramapo Manor effectively. This causes budget cuts, not allowing for reward systems and incentives to keep their current employees or encourage potential employees. Lay-offs, mandatory unpaid furlough days, holiday pay, bonuses and hourly pay cuts are the core to the nature of this problem. This problem cannot be pointed to one single figure. It could be pointed to Kathleen Falk, an executive for Ramapo Manor statewide, as the ultimate decisions fall on her, her decision-making process and communication to her subordinates.  

How Organisations can Utilise the Talent Pipeline Essay

How Organisations can Utilise the Talent Pipeline - Essay Example The paper will also focus on how the concept of best practice can contribute to talent management. In order for the organisation to utilise the talent pipeline to be a super achiever, factors such as acquisition, utilisation, development and reward of talent have to be taken into consideration. The first step that should be taken by the organisation is to attempt to streamline its recruitment efforts so that they are geared towards attracting the best talent in order for it to operate viably. Pfeffer (1989, p.65) suggests that companies which are concerned about their competitiveness as well as making profits through people ought to â€Å"expend the effort needed to ensure that they recruit the right people in the first place.† In this regard, there is need to create a super ‘fit’ whereby candidates with qualities that meet the expected role standards are recruited in the organisation. Talent is identified during the recruitment exercise and it is my strong convic tion that the right person is selected to fill the post within the organisation. Such a move can motivate me to join a particular organisation given that I will be aware of the fact that I possess the right skills and talent to execute the tasks that will be assigned to me. Factors to consider when recruiting employees There are many factors that can be considered when determining the right person to fill the post available in the organisation. According to Baron & Kreps (1999), candidates who display greater talent and knowledge of the of the job ought to be given preference as these can be continually developed to meet the changing expectations of the organisation. This is supposed to be the first stage in recruitment and ultimately retention of talented employees given that the employers are given the opportunity to assess the candidates at face value if they are capable of meeting the demands of the job as well as to establish if they possess interests for that particular job. T his stage heralds a complex process that is concerned with choosing the right candidates for the organisation. It is easier to retain a talented employee than the one who is not as going to be illustrated below. Retention of employees Employers can utilise the talent of the employees through implementing various measures. According to Pfeffer (1998), there is need for the organisation to take into consideration the needs of the employees so that they can put optimum performance in their operations. I am also of the idea that if the employee is treated as a valuable asset to the organisation, he is likely to utilise his talents for the betterment of the organisation in the execution of his expected duties. The employee should be given the opportunity to display his prowess in that particular task assigned to him. The employers must also be accommodative to the ideas that may be suggested by the employee such that his talent can be fully utilised for the benefit of the organisation as a whole. Development of employees Acquisition of talented employees is not an end in itself given that there is need to constantly develop these employees so that they remain competent in their operations. According to Schultz et al (2003), organisations operate in a dynamic environment that is constantly changing and in order for them to remain viable, they need to adopt change. On the other hand, the employee