bài tập tình huống về quản trị nguồn nhân lực e

Bài tập tình quản trị nguồn nhân lực Motivation! According to the survey of Navigos Group, all paid valuated employees (understood as money) is the leading factor about job satisfaction Base on this context, you make a benefit sharing program to create motivation for staff The program should reward and make “a bigger cake” for employees, and the smaller percentages of stock of shareholder will be changed into bigger benefit Analyze the below company and make the plan Bubba Gump Shrimp Company Bubba Gump Shrimp is an American Company in Vietnam specializing in buying shrimp, creating brand name for it and exporting to American market The actual situation of the company as follows: • The company has total of 50 employees, including 25 telephonists who sell its products to America market, and the others office jobs 5/50 employees are responsible for buying shrimp for the company • Each salesperson earns 900USD/month although they sell more or fewer They are fed up with the current job They just call 10 customers/day while they can 90 calls/day • Office employees also say that: “nothing to do”, and they use their time to read paper, play game and access their private email They usually spend hours for lunch and spend much time to find a place that sells 20,000vnd/set After that, they take a nap and for got their target These employees earn 600USD/month • Turnover of the company is 30 millions USD/year, benefit after tax is 15%, this is high level compare with other companies in the same industry • You want to increase turnover into 50 millions USD/year, but manager almost could not push up his employees sell more products He proposes to hire more 25 staffs and he thinks this method could bring higher revenue • The company is already to put up stock on over the counter market (OTC) and just has owners of the hold stock • Human resource managers worry that the company is losing its employees at the level of 40%/year and it has to pay 5500 USD/year for recruiting, testing, screening and training a new employees PART Analyze actual situation of Bubba Gump Shrimp Actual situation of Bubba Gump Shrimp Bubba Grump Shrimp is an American Company in Vietnam, specializing in buying shrim, creating brand name for it and selling into American market  At the moment, the company has 50 employees In which, 25 telephonists sell product into U.S market via phone, 20 enployees support to office tasks and one is responsible for buying shrimp  Each salesperson earns 900USD/month although they sell more or fewer They are fed up with the current job They just call 10 customers/day while they can 90 calls/day  Office employees also say that: “nothing to do”, and they use their time to read paper, play game and access their private email They usually spend hours for lunch and spend much time to find a place that sells 20,000vnd/set After that, they take a nap and for got their target These employees earn 600USD/month  Turnover of the company is 30 millions USD/year, benefit after tax is 15%, this is high level compare with other companies in the same industry  You want to increase turnover into 50 millions USD/year, but manager almost could not push up his employees sell more products He proposes to hire more 25 staffs and he thinks this method could bring higher revenue  The company is already to put up stock on over the counter market (OTC) and just has owners of the hold stock  Human resource managers worry that the company is losing its employees at the level of 40%/year and it has to pay 5500 USD/year for recruiting, testing, screening and training new employees Analyze actual situation of Human resource of the company Through the above information of Bubba Gump Shrimp Company, we recognize that, its human resource has been facing with the following problems: - Quantity and structure of labor: In the total of 50 employees, 25 peoples sell directly product into U.S market via phone, 25 other one support for office tasks, in which, people is responsible for buying shrimp Therefore, the company has 25 direct employees and 25 indirect one, indirect ratio/direct ratio is 1/1 For a commercial company, this ratio is too high - Qualification, skill, ability, and behavior in job of employees: The Company has paid 5500USD for recruiting, testing, screening, and training new employees With this cost we can see that, each employee of Bubba Gump Shrimp has been trained carefully, professionally about skill, experience and ability in job However, spirit and behavior in job of employees of Bubba is not good and effect Concretely: Sales employee has just called 10calls/day although they could call 90calls/day For office staffs, they are too leisured, not enough work… So, they use hours for lunch, and they need time to come a far place to buy a lunch set worth 20,000d They take a nap after lunch and for give some targets of job -The attraction of job and the satisfaction of employees: The attraction of job with staffs of Bubba is not high, sales staffs are fed up with their job, and office staffs complain that “there is nothing to do”, they spend time for playing games, chatting, and accessing private email Each salesperson earns $900/month although they more or fewer, office staff earns $600/month They not satisfy with uninspired job like that - Human resource management policy: Bubba Gump Shrimp has not a suitable policy on reward, punishment and treatment to create motivation for employees Hence, according to valuation of human resource managers, the company is losing employee at level 40%, a very high number Business Plan Management style of managers of the company: Management result of managers of Bubba is not good, they can not push up their staffs sell more products and try their best ability In order to increase revenue from $30 millions to $50 millions, managers proposed to recruit more 25 employees mean while the existent one not enough job to Plan for human resource: To meet revenue increase target of the company from $30 millions to $50 millions/year, we consider choosing one of the two following solutions: Solution : Recruiting and trainning more 25 emplpoyees : This is proposal of managers of the company According to analysis of them, this method will increase turnover of the company Solution : Sharing benefit to create motivation for staffs : All employees of Navigos Group have been evaluated compensation (money), is the leading factor about job satisfaction Relying on this situation, I think, we should design a benefit sharing solution to create motivation for employees It is mean that, we should reward for employees by financial methods and make « a bigger cake » Therefore, the small number of stock of owner will be changed into the bigger benefit Major contents of this solution as follows :  Preserving 50 employees, not recruit more new one  Building salary regulation : This regulation must build the basis tasks match with the basis salary level and working result of each staff The basis salary level for salesperson is $900/month and $600/month for office staff  Building salary policy : The policy must device the different rewards such as : rewarding under the percentage of the over expectation revenue, rewarding when staff earn a new customer, new contract, rewarding according to working result  Issueing employee stock option (ESOP) and reward regulation by stock for employees who have good and high result in work to attract talents According to this solution, income of employee will increase 250% compare with the old level if they work hard and effectively PART 2: Compare and choose solutions for human resource Compare the two solutions : Recruiting, training more new employees and sharing benefit to create motivation for employees The company set a target : Increase turnover from $30 million/year to $50 millions/year with benefit ratio is 15%/year It is mean that, the company benefit will increase $3 millions/year, from $4.5 millions to $7.5 millions/year Implementation cost -Cost for recruiting and training new employees : + Cost for recruiting and training a new staff is 5.500 USD Therefore, Bubba has to spend 137,500 USD for recruiting and training 25 new employees + Number employees of Bubba after recruiting 25 new one is 75 If these 25 people are assigned to become sales staffs, the company has to paid them 900USD x 25 = 22.500 USD/month + Total cost for recruitment solution is 137,500 + 22,500 = 160,000 USD - Cost for benefit sharing solution and creating motivation for employees is : In order to create motivation for employees the company has to pay them higher salary (higher than 2.5 time) Total cost of this solution is : (900USD x 25 + 600USD x 25) x (2.5-1) = 37,500 USD x (2.5-1) = 56,250 USD We can see that, cost for implementing solution “recruiting and training new employees” is higher then that for implementing solution “sharing benefit to create motivation for employees” (160,000 USD – 56,250 USD = 103,750 USD) Result of each solution : - Recruiting and training new employees : At the beginning time, Bubba Gump Shrimp has 50 sellers Assuming that, their salary is still 900USD/month, they call 10 calls/day, hence, 50 employees will calls 500 calls/day, and 120,000 calls/year (240day x 500call = 120,000) And assuming that, all 120,000 calls are effective, the company’s revenue will be $60 millions (before that, with 25 employees the company’s turnover is $30 millions) - Sharing benefit to create motivation for employees : To increase the attraction of job and the satisfaction of employees, the company has paid for their employees a higher salary level ( 2.5 time), (salary and reward by money) Thanks for that, all staffs are more interested in their task and try to their best ability Each employee calls 90 calls/day, so, 25 persons will call 2250 calls/day, and 540,000 calls/year (2250 x 240day = 540,000) Supposing that all these calls are effective, revenue of the company will be $135 millions (540,000 calls/year x 60,000,000 USD/year) / 120,000 calls/year = 270,000,000 USD/year Hence, according to this method, the company could reach $270 millions/year (higher than the result of recruitment method) Finally, sharing benefit solution has created a bigger cake for employees and changed the small percentage number of owner into the bigger benefit Conclusion : Compare result of the two solutions we see that, « sharing benefit and creating motivation for employees » method is better than the other because it has smaller cost and higher effective PART 3: Sharing benefit to create motivation for employees The major purpose of benefit sharing solution to create motivation for employees is determining a suitable salary level for employees to promote their capacity and satisfation The company is willing to pay them 250% higher level than current to reach the target on turnover and benefit The main tasks of this solution as follows : building salary regulations, reward regualtions, building policies on ESOP to attract and preserve talents 1- Building Salary regulations : A good salary regulation will help enterprise maintain the existent employees and attract more talents Moreover, it also increase productivity and working quality, as well as ensure the fair for everyone During the salary regulation building process we should pay attention to the following problems : a- Gather ideas and point of views of employees (step 1) Purpose of referendum is to avoid the subjective and imposition mistakes Moreover, it also lets employees feel to be respected because they are taken part in calculating their salary Therefore, need to refer employees the following contents: (1) The advantages of the current salary regulation? (2) The disadvantages of the current salary regulation? (3) The problems need to handle (4) Desire and point of view of each employee about the rational, fair and in calculating salary B – Draft salary regulations (step 2): After implementing the step 1, salary council will collect all ideas to consider He also bases on the above salary level setting factors to draft salary regulation for the company A major problem is identifying cleary the basis salary level to match with the task completion level The factual salary level must be suitable with business result of the company This is the draft salary regulation of the company : # Salary structure of employee : Salary structure of labour : S = SBM + SPM + SEQ In which: S: Salary for employee SBM: Basis salary for employee under the company’s policy and is paid monthly SPM: Salary of employee is determined under the hierachy ratio of this employee and plan completion ratio in a month and it will be paid monthly SEQ: Effective salary under the quarter of each employee, is determined according to the plan completion ratio of the Company, quarter effective ratio and is paid quarterly # Define basis salary for employee (SBM) SBM includes : Basis salary under the company policy, allowances according to workday salary and the annual leaves under the Labor Code SBM is calculated following the fomular: SBM = SBD x NDP In which : SB : Basis salary under workday NDP: Number of workdays in a month, including : implementation workdays, meeting days, training days, studying days, annual leave days, and paid salary days off under the policy of labour regualtion and Labour Code SBD: Daily basis salary, is defined under the fomular : SBD = SBM / NBM In which: SBM: Monthly basis salary under the company policy NBM: Number of workdays in a month under the company policy # Determine hierachy salary of labour (SPM) Base on the hierachy ratio of each individual, (SPM) is calculated follwing the fomular : SPM = SPD x Hp x Ndm x Hc In which: SPM : Monthly hierachy salary of employee SPD : Daily hierachy salary (this salary level will be approved by MOB of the company and changed yearly) Hp: Hierachy ratio of labour is determined under the title ratio Hc: Monthly job completion ratio of labour Ndm: Monthly actual workdays of labour (including implementation workdays, meeting days, annual leave days, and paid days off under the policy of Labour Code and Labour regulation) + Hc is defined base on the working result of employee in this month compare with assigned tasks and arised tasks, it also rely on working behavior of the employee + Hc in cludes 10 levels , the highest level is and the lowest is 0, space between two level is 0.1 + Individual achieve the highest Hc (=1) when he/she complete assigned tasks timely, and qualitatively, obey well alls policies of the company + Individual has lowest Hc (=0) when : - Do not finish assigned task timely and qualitatively - Fefuse or parry to assigned jobs in a month without legitimate reason Hc is evaluated (by department manager) at the end of month and transfer to Human Resource Department to sumarize and advance hierachy salary # Define quarter effective salary for labour (SEQj) After defining quater effective salary of each dempartment, the payment is calculated under the following method : QSEQĐi SEQj = - x (Hpj x Hcj x NPj) (Hpi x Hci x NPi) In which: SEQj: Quarter effective salary budget of the jth employee of the ith department QSEQĐi: Quarter effective salary budget of labor in the ith department Hpj: Hierarchy coefficient of the jth employee in the ith department Hcj: Job effective coefficient of the jth employee of the ith department in the quarter Npj: Factual workdays in a quarter of the jth employee (including implementation workdays, meeting days) # Monthly salary payment time of the company Monthly 20th: Advance 100% basis salary of each employee 5th of next month: Pay the rest after minus advancement For the above salary formula, we have strategy about fixed salary level (basis salary SBM), salary level change following hierarchy, job effect in a month and working time (SPM), quarter effect salary (SEQj) This strategy has great signification is connected working efficient, completion level, complete job beyond the company expectation, workday, and hierarchy… with salary of employee Therefore, employees will have motivation to work harder, sell more products aim at developing themselves and increasing their income c- Issuing, applying salary policy Before issuing and applying salary policy, MOB needs conduct a meeting to get point of views of employees Salary of each person is secret but salary regulation is clear and easy to understand, avoiding misunderstanding 2- Building reward policy: To create motivation for employees, Bubba Gump Shrimp needs to build reward policy (by cash) The company will deduct some percentages from its revenue to establish a reward budget This budget will encourage timely each individual, unit, who reached good achievements Reward subjects are the excellent individual, and unit in job, peoples worked for the company in a long time because of the company’s development Employees reach completion effect in manufacture, individual and unit finish their task beyond the company expectation, ensure quality and time a) End year reward: Annually, if the company has interest, it will deduct % to bonus for employees Reward level will be changed rely on the company interest Reward level of each employee depends on their contribution, quality of work, and their behavior in implementing strictly policies of the company This reward is calculated under percentage ratio of the total factual salary in a year This ratio will be rely on the actual situation of the company and is approved by MOB b) Reward on the occasion of 30/4 & 1/5, National Day 2/9, Western new year1/1: Depending on business result, the company will bonus from $20 to $100/employee/holiday to encourage working spirit of staffs c) Reward according to revenue: 10 Sales Department reach revenue set by MOB will be received % of monthly turnover When exceeds turnover, Sales Department will make a report on turnover situation of the Department and send to MOB to be paid at the same time of receiving salary Sales and supported employees will be considered to reward monthly worthy to 150% of basis salary if they exceed set turnover d) Reward when they get more new customers: When sales and supported employees gain new customer, Bubba gump Shrimp will bonus for them with valuation worthy from 5% to 10% benefit of the fist contract of the new customer 3- Building regulation for issuing employee stock options (ESOP) Keep talent employees by stock is a new strategy, practical with enterprises ESOP is a form that has been implementing widely in over the world in the pass decade, especially in the developed nations such as: British, America, Australia, Canada… This strategy has encouraged and promoted the competition of employees in increasing job productivity, improving management and building company brand name It is the effective tool to push up working capacity, connect closely rights of staff with the growth of company, attract and keep talents There are many different ways to implement ESOP, but the major one is permit excellent staffs to buy a certain number of stocks in a certain period with priority price ESOP always has great attraction because of its great benefit, it even bigger than many times of salary of that employee in a year ESOP is not only applied for old employees, but also for new one, especially for higher management positions ESOP permits employees to share success of the company in the future inline with their contribution The more contribution, the long time devotion, the more interest they will be received ESOP also expresses the human civilization business theory of the company: Share interest of the company with the contributors who make the success Therefore, ESOP has great attraction for employees and help Company attracts and keeps excellent employees, create good working conditions for company expanding and cooperating its business operation 11 12 ... point of views of employees (step 1) Purpose of referendum is to avoid the subjective and imposition mistakes Moreover, it also lets employees feel to be respected because they are taken part in... policy : The policy must device the different rewards such as : rewarding under the percentage of the over expectation revenue, rewarding when staff earn a new customer, new contract, rewarding... effective salary budget of labor in the ith department Hpj: Hierarchy coefficient of the jth employee in the ith department Hcj: Job effective coefficient of the jth employee of the ith department