bài tập HRM về tạo động lực e

Bài tập HRM Tạo động lực Motivation ! According to surveys made by Navigos Group, every employee considers his/her bonus (that is Money!) as the first factor of his/her satisfaction to work Based on this fact, design a program to share profits for motivating your employees Such program should bonus them and make a « bigger » cake As a result, the small percentage of shares of the shareholders will become a completely bigger profit Bubba Grump Shrimp Company Bubba Gump Shrimp is an American Company operating in Vietnam Its operations include purchasing shrimps, giving them trademark and selling them in American market Facts and figures of the Company are as follows :  50 employees of whom 25 employees work in telesales to sell products to US market, 25 others assist in office work 5/50 employees are in charge of purchasing shrimps for the company  Each sale executive earns US$900/month despite of their sales They are « fed up with » their jobs and sometimes they just make 10 calls per day while they are able to make up to 90 calls per day  Office employees in supporting section « complain that they have nothing to do» and they spend time on playing computer games, checking personal emails They usually spend hours for lunch and they need time to travel to far place in order to buy meal of VND20,000 They sleep after lunchtime so that some work objectives are missed Such supporting employees earn US$600/month  The Company’s turnover is US$ 30 million per year and profit margin is 15% that is high in the industry  You want the turnover increases to US$ 50 million per year, however, manager seems unable to make employees sell more products He proposes to recruit 25 more employees as he think that more employees shall create more profits  The Company has been ready to be listed in over the counter market and has shareholders to all shares  Human resource manager complains that the Company is losing employees at rate of 40% per year And the costs, expenses for recruiting, examining, screening and training each new employee is US$ 5500 Solution I Analysis of Bubba Gump Shrimp Company Determining current situation of human resource Bubba Gump Shrimp is an American Company operating in Vietnam Its operations include purchasing shrimps, giving them trademark and selling them in American market The current situation of human resource of the company is determined based on the following factors: - - Number and structure of employees: Bubba Gump Shrimp Company employs 50 people Of those, 25 employees work in telesales to sell products to US market, 25 others assist in office work, of those employees are in charge of purchasing shrimps for the company So Bubba Gump Shrimp Company has 25 direct employees, 25 supporting employees The ratio between direct employees and supporting employees is 1: - Employees of Bubba Gump Shrimp Company show qualifications, skills, experiences, capacities, and attitudes However, their working attitudes are not good Work performance is not high Such consequence occurs as direct employees just make 10 calls per day although they can make 90 calls per day Office employees (supporting employees) usually spend hours for lunch and they need time to travel to far place in order to buy meal of VND 20,000 They sleep after lunch so that some work objectives are missed - The attraction of job is presented by employee’s satisfaction to his job The attraction of job to employees in Bubba Gump Shrimp Company is not high, sale executives have been fed up of jobs and office employees complain that they have nothing to and they spend time on playing computer games, checking personal emails Each sale executive earns USD 900/month despite of his or her sales and supporting employee’s earning is USD 600/month They are not satisfied with such boring jobs - Human resource management policies (recruitment, training, reward, punishment etc) of Bubba Gump Shrimp Company has not encouraged and motivated its employees However, the Company intends to recruit 25 more people - Management solution of managers of the Company: Management effectiveness is not high They are not able to make employees sell more products They cannot encourage and motivate employees to perform their best at work - The apparency and details of set objectives of the company: The objective of Bubba Gump Shrimp Company is to add 20 more USD million per year to gain USD 50 USD million per year * Conclusion of current situation of human resource of Bubba Gump Shrimp Company: Objective of the company is profit improvement However, its managers not employ appropriate human resource management policies to encourage employees and to increase the attraction of jobs Therefore, they are not be able to make employees sell more products As a result, income objective of the Company cannot be achieved A solution presented here to enhance employees’ satisfaction at work is to establish an environment that shares profits to create more encouragement to employees Determining human resource demand  The relation between income and employees: The table shows that income increases when the number of employee increases So the Company is undergoing a deficiency of human resource as expected A solution presented here is to recruit and train more new employees Specifically, manager’s demand is 25 more new employees  Comparing the solution of recruiting and training new employees with the solution of establishing a program to share profit for the satisfaction of employees The set objective of the Company is to increase income from USD 30 million/year to USD 50 million/year with profit ratio of 15%/year That means that income of the Company will be added more USD million/year from USD 4.5 million/year to USD 7.5 million/year a Implementation cost * The solution of recruiting and training new employees - The cost for recruiting and training each employee is USD 5,500/employee So the total cost for recruiting and training 25 new employees is USD 137,500 - The current number of employees of Bubba Gump Shrimp Company is 75 Assuming that such 25 employees are recruited as sale executives for the purposes selling more products and increasing income of the Company, the Company will have to spend USD 900 x 25 = USD 22,500 for their salaries - The total cost for implementing the solution of recruiting and training new employees is USD 137,500 + USD 22,500 = USD160, 000 The solution of establishing a program to share profits Assuming that salary of employees will be twice higher than current salary, the total cost for this solution is USD 900 x 25 + USD 600 x 25 = USD 37,500 So the cost for the solution of recruiting and training new employees is USD 122,500 higher than the cost for the solution of establishing a program to share profits b Benefits of each solution * The solution of recruiting and training new employee At present, Bubba Gump Shrimp Company has 50 sale executives Assuming that their salary is still USD 900/month, so they just make 10 calls per day instead of 90 calls per day So 500 calls are made by 50 employees *The solution of establishing a program to share profits To increase the attraction of the job and to enhance the satisfaction of employees, the Company pays employees with twice-higher salary As a result, the employees are more satisfied with their jobs and perform their best at work 90 calls are made by each employee per day So 25 employees will make 2,250 calls per day Based on the comparison between two such solutions, the solution of establishing a program to share profits would be the choice as it is more effective with lower cost However, the point is that managers must establish an effective encouragement program to motivate employees improving their work perfomance II Establishing a program to share profit to motivate employees Motivation by salary – Methods of paying salary Which method of paying salary to employees most effectively has been highly concerned Salary in Sony is calculated by hours while IKEA pays salary in accordance with sales Each company has its own methods Moreover, the most maximal method is very important to motivate In addition, the maximal method is very important to motivate working capacity of employees, creating positive competition for the development of the Company Bubba Gump Shrimp Company needs to make an optimal method of salary payment which is widely accepted by workers and suitable with business environment a Working hour salary payment: This is a simple method of salary payment that is paid based on the ratio of wage per hour Wage of workers is not equal; it is corresponding to qualification of each worker from scale This method is suitable with companies that have not applied specific measurements It is necessary to have official who specializes time of each task in completing work to clarify the method This method is applied in many IT and camera companies such as Sony, Kodak or IBM Work speed depends on production line Quality and accuracy of products are highly considered in IBM as the production is various and delay or interference often occur during production Therefore, IBM highly appreciates this method Working hour salary payment is quite common around the world It is simple to calculate and brings stable income However, effort and production effectiveness are not taken in to account b Incentive salary payment to products: This method is applied in companies requiring standardization of work This method is based on direct workers who generate salary Wage of salesperson is paid based on sales; wage of foreman is paid based on retrenchment of materials, workforce IKEA – a famous Swedish furniture company- has employed this method for over a half of decade Distributing personal salary to employees As the above mentioned information, Bubba Gump Shrimp Company employs 50 employees of those 25 employees work in telesales to sell products to US market, 25 others assist in office work 5/50 employees are in charge of purchasing shrimps for the company So there are 25 direct employees and 25 supporting employees in the Company The ratio of direct employees who create products and supporting employees is 1:1 A basic salary is applied to all employees in the Company Moreover, sale executives will receive an additional salary that is paid based on product to encourage them to produce more products a Salary structure of employees Salary structure of employees is as follows: TL = LCS + LCB + LHQQUÝ In which: TL: personal salary of the employee LCS: Policy salary of the employee is determined in accordance with the laws and paid monthly LCB: Rank salary of the employee is determined in accordance with rank coefficient of the Company and the coefficient performance of personal work in months and paid monthly LHQQUÝ: Quarterly effective salary of the employees is determined in accordance with rank coefficient of the Company and the coefficient performance in quarters and paid quarterly  Determining policy salary to employees Policy salary paid monthly to employees includes: salary under salary scale regulated in Decree No 26/CP of the Government, allowances with salary in accordance with working days and leaves with salary in accordance with the Labor Code;; Policy salary to employees is calculated as follows: LCS= LCSngày x NTT In which: LCS : policy salary in accordance with working days NTT: the number of monthly working days of salary includes: working days, days of meeting, learning, leaves, marriage or death as regulated, and other leaves with salary in accordance with Labor Treaty and Labor Code LCSngày: salary of day that is determined as follows: LCS ngày = Tlmin x (Hcs + Hpc) NTC In which: Tlmin: Common minimum salary regulated by laws Hcs: Policy salary coefficient under Decree No 26/CP Hpc: Allowance coefficient, including allowance in accordance with salary NTC: Standard working days in month in accordance with Labor Code Based on rank coefficient of each individual, rank salary of each individual is calculated as follows: Lcb = Lcb of day x Hcb x Ntt x Hht In which: Lcb : rank salary in accordance with actual working days of the employee Lcb of day : rank salary of day (this salary will be decided and applied by the Board of Directors in each year) Hcb: rank coefficient of the employee is determined in accordance with position rank table as regulated Hht: coefficient of work completion of the employee in months Ntt: actual working days in quarters of the employee (including working days, days of meeting, learning, leaves, marriage or death as regulated, and other leaves with salary in accordance with Labor Treaty and Labor Code) Coefficient of work completion of the employee is the coefficient determined based on personal working performance in that month compared assigned work plan and other work incurring in month as well as the attitude of such employee Coefficient of work completion of the employee in month consists of 10 levels in which the lowest level is 0.5 and the highest is 1.5 The difference between levels is 0.1 Employee gains the highest coefficient of work completion (= 1) when his completion of assigned work satisfies time and quality in accordance with regulations of the Company Employee gains the lowest coefficient of work completion (= 0) when: - Either he fails to complete assigned work in time and with high quality - Or he denies, avoids assigned work in months without any reasons Coefficient of work completion of the employee in month is evaluated by Head of Division at month end and transferred to Administration and Management Division to collect and pay rank allowances - Time of salary payment to officers and employees in the Company On 20th day of month, 100% of policy salary is paid to employees On 5th of the following month, rank salary is paid to employees and the policy salary allowed to employees due to deficiency of working days in month is deducted - Determining quarterly effective salary of individual employee After determining quarterly effective salary fund of each division, payment to employees is calculated as follows: QTLHQQUÝLĐi TLHQQUÝj = x (HSCBj x HSHQj x N TTj) (HSCBj x HSHQj x NTTj) In which: TLHQQUÝj: Quarterly effective salary of the i th employee of the i th division QTLHQQUÝLĐi: Quarterly effective salary fund of the employees of the i th division HSCBj: Rank coefficient of the ith employee of the i th division HSHQj: Work performance coefficient of the ith employee of the i th division in that quarter NTTj: Actual working days in quarters of the ith employee (including working days and meeting days) b Salary payment based on products to sale executives This method is applied widely to workers who directly produce products in case working conditions and procedures of workers is relatively independent Level of check and acceptance can be determined separately The relationship between wages that workers receive and working performance is clear and workers can determine their wages quickly due to concern to their productivity and quality Salary unit price of this method is fixed and wages and salaries are calculated as follows: L = ĐG x Q In which: ĐG: salary unit price Q: actual productivity Motivating employees by other methods 3.1 Motivating employees by bonus: Bonus policy : Bonus is an additional amount of money apart from main salary and wage for the purpose of motivating employees Bonus is a kind of financial encouragement that should be done regularly at the end of quarters or financial year and for recognition of excellent outputs of the employees When an employee is recognized for his performance, initiatives that bring profits to the company, the company should encourage him appropriately Timely material encouragement not only motivates such employee but also motivates other employees 3.2 Motivating by allowance, welfare and services : - Allowance is the amount that is paid to employees by the Company as they take more work or they have to work under unusual or unstable conditions Allowance can be calculated based on position and feature of jobs that they have to deal with For example, office employees work in better conditions without using much energy and cost than employees in sale section As a result, their allowances are less than those of marketing employees or salespeople - Welfare is indirect bonus that is paid in the form of helping employees in their lives: Employees receive free travel once per year Employees with outstanding outputs will receive more bonus Health check up should be organized months/time Employees are provided with health insurance and unemployment allowance - Services for employees are indirect finances that help employees in their lives without any payment from employees Welfare and services are considerably important to both employees and the Company: Employees’ lives are ensured by improvement of income, hospital fee support, and free health check up Material and mental lives of employees are improved for the trust of employees to the Company… Such policies help to enhance reputation of the Company in market, promote competitiveness in attracting talents for the Company 3.3 Motivating by shares : When holding shares together with the Company, employees will be more responsible for the Company; they will try more at work, stay longer with the company as employees have income to ensure their lives and their families, have opportunities of leaning, moving in career apart from a job provided by the Company Moreover, they will also try their best as assets of the Company are their assets and they need develop their company, maximize profits  ... create more encouragement to employees Determining human resource demand  The relation between income and employees: The table shows that income increases when the number of employee increases... relatively independent Level of check and acceptance can be determined separately The relationship between wages that workers receive and working performance is clear and workers can determine... helping employees in their lives: Employees receive free travel once per year Employees with outstanding outputs will receive more bonus Health check up should be organized months/time Employees