Managing People Based on TyCoffi Essay Example | Topics and Well Written Essays - 2000 words

Managing People Based on TyCoffi - Essay ExampleIt is likewise important the new staffs recruited are provided with adequate training on the execution in the organization and on technical skills needed undertake activities. The present project seeks to develop and design a complete rate of HR practices for the purpose. This includes an strong and competitive compensation and rewards dodge, training and development strategy and a communication strategy aimed at motivating and retaining staffs in the organization. A complete list of recommendations is provided for to each one of the above activities in the organization. HR Practices wages and rewards strategy One of the most important components of a comp alls human resource strategies is its compensation and rewards structure. Compensation and rewards need to be designed non only as per the strategic objectives of the firm but must also be competitive in the market. just they must also be designed to meet the requirements of e mployees such that they remain motivated and loyal to the company. Mere increase in salaries only helps to motivate employees for a short span of time and does not leave any permanent impact. Thus salaries must be complemented with a proper reward structure which is forthwith linked with the performance of employees (Armstrong, Cummins, Hastings & Wood, 2005, p131). Since Mike has strong egalitarian views, it is important that there is equitable compensation in the organization. TyCoffi must not maintain any commit secrecy. The compensation structure must be absolutely transparent to the employees. This would indicate that TyCoffi does not have any defensible compensation system (Cale & Tate, 2011, p.124). This strategy would be beneficial in gaining confidence of the people on the managements fair-handedness and concerns people leaving the organization would reduce. The first way of determining pay structure is to establish a competency based pay structure. This is mainly to draw the distinction between the House Managers, Assistants and the Baristas. The three category of employees have unlike set of skills and competency based on which their basic salaries are to be determined. The rate of pay increases must also be linked with the same set of competencies and skills. This strategy is especially beneficial in motivating employees to gain additional skills and competencies and acquire new knowledge (Jackson, Schuler & Werner, 2011, p.383). A performance based pay is particularly recommended for the baristas and the House Managers. This is mainly intended towards motivating employees towards performing better or improving their performance. Since baristas are directly associated with the customers and remain in close contact with them, the aim of customer satisfaction depends on the kind of service that they provide. Thus associating their pay with performance would help to enhance their performance standards through improved delivery of services. This wou ld not only help to better their own performance but improve reputation and goodwill of the company too (Jackson, Schuler & Werner, 2011, p.383). Apart from the baristas, the House Managers are also responsible for the performance of their respective team of baristas thus linking their pay with