Feasibility Study & Analysis # 3 “ HR and Organization Plan”

Feasibility Study & Analysis # 3“HR and Organization Plan” Prepared by : Genoveva (email : genoveva.claudia@gmail.com)

Christopher L. Junior Christopher is a plumber who become a GM of Customer Satisfaction & PR of Mercedez Benz Why ? How ?

Personnel Planning : The process of deciding what positiions the firm will have to fill, and how to fill them.

The Candidates Internal Sources : Outside Sources : Recruiting via internet Advertising Employment agencies Outsourcing College / campus recruiting • Promotion planning • Mutation candidates

Human resource Manager’s Duties • A line function (access to top management) 2. A coordinative function (functional / activities control ) 3. Staff functions (hiring, training, evaluating, rewarding, counseling, promoting, firing employee)

Organizational Structure

Job Analysis & Job Description Job analysis : Job description : A list of a job’s duties, responsibilities, reporting relationship, working conditions and supervisory responsibilities – one product of a job analysis. The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it.

Performance Appraisal As any precedure that involves : • Setting work standards • Assessing the employee’s actual performance relative to those standards. • Providing feedback to the employee with the aim of motivating him or her to eliminate performance deficiencies or to continue to perform above par.

MONEY AND MOTIVATION Financial insentives : Financial rewards paid to workers whose production exceeds some predetermined standard.

EMPLOYEE PREFERENCES FOR NONCASH INCENTIVES A trip to a destination of your choice A shopping spree at stores of your choice Home improvement/beautifications item Seaon tickets to your favorite entertainment venue Electronics 40% 23% 19% 10% 4%

Frederick Herzberg Theory The best way to motivate someome is to organize the job so that doing it provides the feedback & challenge that helps satisfy the person “higher level” needs for things like accomplishment & recognition.

Individual Employee Incentive • Piecework A system of pay based on the number of items processed by each individual worker in a unit of time, such as items per hour or items per day. Exp. Each letter delivered to customer will get Rp 5.000,-

Individual Employee Incentive 2. Merit pay : Any salary increase awarded to an employee based on his / her individual performance

3. Incentives for professional employees Professional employees are those work involves the application of learned knowledge to the solution of the employer’s problems.

Individual Employee Incentive 4. Recognition based awards : recognition is one of several types of non financial incentives. The term recognition programcusually refer to formal programs, sch as employee of the month programs.

Combining Financial & non financial Incentives • Employee recognition • Gift certificates • Special events • Cash rewards • Merchandise incentives • Email / print communication • Training programs • Work / life benefits • Variable pay • Group travel • Individual travel • Sweeptakes

Organizationwide Incentive Plans Incentive plans in which all or most employee can participate. → Profit sharing plans → Employee stock ownership plan (ESOP) → Gainsharing plans

Feasibility Study & Analysis # 3 “ HR and Organization Plan”