Justification Report, Essay Example

Abstract

This paper is a justification report for hiring new employees and/or increased salary with new attractive form of benefits. Criteria for choosing an alternative way out to solve the company’s staffing problem is also laid out.

Problem Statement

Staffing is one of the most important function and aspect in a company or business. The value of staff cannot be underestimated because of the fact that the competitive advantage of a company lies on how the staff performs the task given. Proper staffing enables a company to build a strategic workforce that can outperform the competition and gives a company a boost in profitability. However, it cannot be denied that one of the main problems that accompany staffing is the fact that staff gets burnt out- the very situation that our company is facing right now. Our workforce is clearly burnt out as evidenced by increasing rate of absences, lateness, and decrease in work productivity, lack of eagerness to work and most importantly by the reported frustration of the workers. Our workforce has been complaining about the tasks being too much for one person to handle. Suggestions revealed that either we recruit more workers or we increase the compensation and provide a more attractive form of benefits. Otherwise, the job is more than they can handle and it is hindering the productivity of the workforce. In order to maintain the strength of our workforce, we need to act fast and solve this problem.

Overview of Alternatives

In order to solve the aforementioned problem, there are two alternatives that we can try to promote and follow through. First, we can conduct a recruitment process and second, we can increase compensation and provide attractive and competitive benefits. The recruitment will help our company to solve overloading of tasks that more than our staff can handle. It will enable us to distribute the workload properly, train new employees and increase productivity. Since we have too much workload, we need new people to help complete and finish the job. With this, our people will not be burnt out. In addition, increasing the compensation as a bonus for a job well done and improving our benefits will also boost the morale of our workforce. They will feel appreciated and taken-cared of (Wood &Payne, 1998). In this way, they will be encouraged to go to work that will result in increased productivity and profitability of the company. This will also aid in the recruitment process.

Criteria

We do not have to do the suggested alternatives. We can assess our company situation and determine the appropriate measure to impose to solve our problem. In order to arrive into a proper solution, we can use the following criteria: a) company growth- can the company handle new employees to be included in the payroll? Is the company’s growth sustainable to provide increased salary and attractive benefits? b) work to employee ratio- are we overloading our staff with more work than they can handle? c) profitability- can the company’s finances able to handle new staff and increased compensation? d) compensation- are the employees getting paid enough by the amount of work they are doing? e) staffing- do we have the right amount of staff to get the job done and to increase profitability (Ulrich & Brockbank, 2005). Whichever alternative satisfies the criteria should be considered as the appropriate solution.

Methods

In order to assess the current situation of the company and the appropriate alternatives and solution to the problem, it is imperative that every employee as well as the employer be interviewed. This process can include an anonymous survey or a face-to-face interview with the employees and employer to be conducted by the human resources department or a third-party. A face-to-face interview should be the main method because information can be gathered more accurately than a written survey. Also, it will allow the employees and the employer to clearly communicate their concerns for better resolution.

Citations and References

Ulrich, D. & Brockbank, W. (2005). The HR value proposition. Boston: Harvard Business School Press.

Wood, R. &Payne, T. (1998). Competency-based recruitment and selection. Chichester, UK: Wiley.