ANSWER MY DISCUSSION BELOW:
Herzberg’s two-factor theory speaks to issues relevant in both employee compensation and benefits as it discusses why people choose a workplace, as well as what keeps employees satisfied and committed to their work. For more information on Herzberg’s two-factor theory, see the Frederick Herzberg motivational theory (Links to an external site.)Links to an external site..
Imagine that you are an HR manager in a contemporary firm and answer the following:
- Who are you trying to recruit to work for you (i.e., your audience)?
- What sort of compensation and benefits package would you ensure is in place to recruit the best candidates for the position?
Your initial post should include at least one scholarly source and one popular source to support your response. Respond to at least two of your classmates’ posts.
REPLY TO REMMIES DISCUSSION:
Herzberg’s Two-Factor Theory
Herzberg’s two-factor theory speaks to issues relevant in both employee compensation and benefits as it discusses why people choose a workplace, as well as what keeps employees satisfied and committed to their work.
Imagine that you are an HR manager in a contemporary firm and answer the following:
- Who are you trying to recruit to work for you (i.e., your audience)?
- What sort of compensation and benefits package would you ensure is in place to recruit the best candidates for the position?
According to this week lecture The Herzberg’s two-factor theory states that there are two categories of employees motivators; “1) the hygiene factors that are extrinsic (outside an individual, such as compensation, working conditions, benefits, relationships with co-workers, etc.) and often determine whether a person takes a position and often whether or not they stay, and 2) the motivators that are intrinsic (internal and individualistic, such as a sense of achievement, opportunities for personal development, and the performance of meaningful work) that contribute to job satisfaction and, sometimes, organizational commitment.”
- Who are you trying to recruit to work for you (i.e., your audience)?
As the HR manager I would be recruiting individuals with the necessary requisites KSA for the said positions, job experience and with intrinsic traits that will grow with the company
- What sort of compensation and benefits package would you ensure is in place to recruit the best candidates for the position?
According to the required text, “Pay and benefits are critical factors in the attraction, motivation, and retention of talent and should be considered collectively as a package of total rewards having the power to motivate employees to consistently exhibit attitudes and behaviors that are aligned with the organization’s goals, strategies, and culture.” (Youssef-Morgan & Stark, 2014)
With that been said compensation and benefits package should be consummate with the potential employee; education, experience and traits the individual brings to the organization. Compensation and benefits have the value of a motiving tool. Miller, Stephen article; Better Pay and Benefits Loom Large in Job Satisfaction states “As the economy continues to improve and job seekers become more confident in securing new positions, organizations must design competitive benefits packages to attract and retain top talent,” (www.shrm.org)
https://www.shrm.org/resourcesandtools/hr-topics/compensation/pages/pay-benefits-satisfaction.aspx
Youssef-Morgan, C. M., & Stark. E., (2014). Strategic human resource management: Concepts, controversies, and evidence-based applications [Electronic version]
REPLY TO “ANGELAS”- DISCUSSION BELOW:
Employers have hired employee’s who want to have a career (Yousseff. 2014). Career employee’s are able to use the Kerzberg two factor theory to keep employee’s. Benefit planning and packaging meet the employee’s compensation and benefits for the employee’s hired in a job the employee will need training. Benefit packages are required as a state and local law for businesses that want to hire employees full time but do not want to hire employee’s part time. Benefit packages is what applicant’s look for when applying for jobs with the company human resource operation.
Compensation and benefits packages are a part of the workplace requirements to meet employee’s satisfaction for working in a job (youssef, 2014). Employer’s become important to the applicant’s seeking interviews because of the facts the employee’s will hope when hired to receive sick pay and educational benefits. Organizations help company’s compensation and benefit packages and the employee’s talking about intensives the employee will receive while working for the hiring company. Their are other companies hiring with better employee’s benefit packages. Satisfaction is the best reason for employee’s to stay on there employee jobs after hired.
It is important for employers to have a strategic human resource management concept (Youssef, 2014). The company human resource management gives employee’s controversies on the concept for employee’s working for a company that is recruiting employee’s that will be committed to staying as a long term employee. Human resource operations recruit’s employee’s that will be satisfied with there employer and the employer is satisfied with the employee because of the benefit package the employer is offering to the employee. Employer’s have to hire employees that want to demonstrate how companies feel about there companies well being to be commit. Committed employee’s support companies popular actions of having benefits plans and compensation planing as resources the company is promoting to hire applicant’s
