do my-herzberg’s two-factor theory discussion & reply to remmie and

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 ANSWER MY DISCUSSION BELOW:

Herzberg’s two-factor theory speaks to issues relevant in both  employee compensation and benefits as it discusses why people choose a  workplace, as well as what keeps employees satisfied and committed to  their work.  For more information on Herzberg’s two-factor theory, see  the Frederick Herzberg motivational theory (Links to an external site.)Links to an external site.

Imagine that you are an HR manager in a contemporary firm and answer the following:

  • Who are you trying to recruit to work for you (i.e., your audience)?  
  • What sort of compensation and benefits package would you ensure is in place to recruit the best candidates for the position? 

Your initial post should include at least one scholarly source and one  popular source to support your response. Respond to at least two of your  classmates’ posts. 

REPLY TO REMMIES DISCUSSION:

 

Herzberg’s Two-Factor Theory

Herzberg’s two-factor theory speaks to issues relevant in both  employee compensation and benefits as it discusses why people choose a  workplace, as well as what keeps employees satisfied and committed to  their work.

Imagine that you are an HR manager in a contemporary firm and answer the following:

  • Who are you trying to recruit to work for you (i.e., your audience)?  
  • What sort of compensation and benefits package would you ensure is in place to recruit the best candidates for the position? 

According to this week lecture The Herzberg’s two-factor theory  states that there are two categories of employees motivators; “1) the  hygiene factors that are extrinsic (outside an individual, such as  compensation, working conditions, benefits, relationships with  co-workers, etc.) and often determine whether a person takes a position  and often whether or not they stay, and 2) the motivators that are  intrinsic (internal and individualistic, such as a sense of achievement,  opportunities for personal development, and the performance of  meaningful work) that contribute to job satisfaction and, sometimes,  organizational commitment.”

  • Who are you trying to recruit to work for you (i.e., your audience)?  

As the HR manager I would be recruiting individuals with the  necessary requisites KSA for the said positions, job experience and with  intrinsic traits that will grow with the company

  • What sort of compensation and benefits package would you ensure is in place to recruit the best candidates for the position? 

According to the required text, “Pay and benefits are critical  factors in the attraction, motivation, and retention of talent and  should be considered collectively as a package of total rewards having  the power to motivate employees to consistently exhibit attitudes and  behaviors that are aligned with the organization’s goals, strategies,  and culture.” (Youssef-Morgan & Stark, 2014)

With that been said compensation and benefits package should be  consummate with the potential employee; education, experience and traits  the individual brings to the organization. Compensation and benefits  have the value of a motiving tool. Miller, Stephen article; Better Pay and Benefits Loom Large in Job Satisfaction states “As  the economy continues to improve and job seekers become more confident  in securing new positions, organizations must design competitive  benefits packages to attract and retain top talent,” (www.shrm.org)

https://www.shrm.org/resourcesandtools/hr-topics/compensation/pages/pay-benefits-satisfaction.aspx

 Youssef-Morgan, C. M., & Stark. E., (2014). Strategic human resource management: Concepts, controversies, and evidence-based applications [Electronic version]

REPLY TO “ANGELAS”- DISCUSSION BELOW:

 

Employers have hired  employee’s who want to have a career (Yousseff.  2014). Career employee’s are able to use the Kerzberg two factor theory  to keep employee’s. Benefit planning and packaging meet the employee’s  compensation and benefits for the employee’s hired in a job the employee  will need training. Benefit packages are required as a state and local  law for businesses that want to hire employees full time but do not want  to hire employee’s part time. Benefit packages is what applicant’s look  for when applying for jobs with the company human resource operation.

    Compensation and benefits packages are a part of the workplace  requirements to meet employee’s satisfaction for working in a job  (youssef, 2014). Employer’s become important to the applicant’s seeking  interviews because of the facts the employee’s will hope when hired to  receive sick pay and educational benefits. Organizations help company’s  compensation and benefit packages and the employee’s talking about  intensives the employee will receive while working for the hiring  company. Their are other companies hiring with better  employee’s   benefit packages.  Satisfaction is the best reason for employee’s to  stay on there employee jobs after hired.  

     It is important for employers to have a strategic human resource  management concept (Youssef, 2014).  The company human resource  management gives employee’s  controversies on the concept for employee’s  working for a company that is recruiting employee’s that will be  committed to staying as a long term employee.  Human resource operations  recruit’s employee’s that will be satisfied with there employer and the  employer is satisfied with the employee  because of the benefit package  the employer is offering to the employee.  Employer’s have to hire  employees that want to demonstrate how companies feel about there  companies well being to be commit. Committed employee’s support  companies popular actions of having benefits plans and compensation  planing as resources the company is promoting to hire applicant’s 

                                                     Reference

Youssef-Morgan, C. M., & Stark. E., (2014). Strategic human resource 

management: Concepts, controversies, and evidence-based applications. 1-1.

https://content.ashford.edu

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