The definition of reward in terms of organization is one of the questions that always dominate the mind of management as they are concerned how to retain the employees for long run. In concern to this question, the researcher is providing an essay, which clarifies the concept of reward and how the companies reward their employees (Armstrong, 2007).

The basic definition of reward is a thing given in recognition to services, efforts and achievement. These rewards are given not only for performance, but also to motivate the personnel. They feel that their efforts are regularly examined and are being checked as well and as per their efforts being rewarded. It is given in two forms i.e. in monetary and non-monetary terms. Former is in the cash form given to the employees and on the other hand latter  is in kind like insurance policy, medical facility given, flat given etc.  This was just a short synopsis of the kind of rewards, how the organisation gives it to employees shall be discussed below. For this, two companies – one of Times Top 100 SME Company – Full contact; and the other Times Top 100 large organisations – ASANA is taken (White, 2012).

1.     Full Contact: It is a company that provides cloud-based contact management solutions for businesses developers and individuals. Bart Lorang is the CEO of this company. He invented this “paid, paid vacation,” this is a kind of reward that company provides to their employees. In this, company pays for the employees’ vacations and employee are free and need not to work while on vacation (Armstrong, 2007).

2.     ASANA: This Company provides the usual health, dental and vision insurance to retain their employees along with that Asana offers their employees in-house yoga group sessions twice in a week, which let their employees, feel relaxed and cool. The sessions are open to all employees plus one friend, organic lunch and dinner served every day to customise each employee’s diet.

Both companies have different ways of rendering rewards (in specific financial and non-financial) to their employees. Further, an elaboration on different types of financial and non-financial rewards for each company are discussed.


Starting, with 5 ways of non-financial rewards for full contact are: First, praising for good work in front of whole staff (Deeprose, 2007). Second, invitation for spouse for a lunch on the company. Third, pay for them to take a fun class, such as cooking or skydiving. Fourth, give them movie couple ticket. Fifth, providing meal or beverages as per their interest.

Now 5 non-financial rewards for ASANA are: First, create a “day pass” that they can turn in to take any day off, no questions asked. Second, providing gym at the work area to drop down the stress. Third, flexibility on the job regarding part time, full time or allowing pets at work. Fourth, is providing new desk and latest stuffs related to their respective work only because of their good performance. Fifth, sending an appreciation letter to the family of the respective employee.

5 ways of financial rewards of full contact: first, incentive along with the salary for outstanding performance. Second, refund of leaves. Third, travelling allowances given to the employees. Fourth, premium pay means voluntary wage increase for overtime. Fifth, some percentage of the sales that they bring in given to them.

5 ways of financial rewards of ASANA: First, team bonus, means if a bunch of member completed the allotted task on time than the group will be rewarded with cash. Second, offering them the stocks of the company. Third, matching retirement saving incentives act as an optional pension for employees, which also attract the employees. Fourth, paying when an any employee meet any personal accident. Fifth, medical scheme given to the employees.

On comparing the approaches of reward system adopted by both companies, it can be articulated that Full contact Company provides both monetary and non-monetary rewards to their employees while Asana emphasises on the non-monetary rewards, though they are having financial reward as well. Secondly, former company provides paid holidays to their employees which can be unchaste if holidays are not availed. On the other hand, latter company renders the insurance, medical facility and along with that they also provide the yoga classes for the employees and for their family too (Preatheepkanth, 2011).

As discussed above the different approaches of the company, it can be said that the main reason for this difference is the management of full contact company seeks that its employees should have a comfort zone in the organisation and on personal front are satisfied. As if the reason for happiness is company, then it will definitely motivate the employees and retain them.  Whereas the management of Asana is of the view that conducting sessions like that of yoga will make employees relax from the work they carry. Also, this will aid in relieving tension, giving them peace of mind. Concerning this, they provide yoga classes not only to the employees, but also for their family members with special diet lunch (Levi, 2009).

REFRENCES

Books

Armstrong, M., 2007.  A handbook of employee reward management and practice. 2^nd ed. Kogan Page Publishers.

Druker, J. and White, G., 2012. Reward Management: A critical text. Routledge.

Murlis, H. and Armstrong, M., 2007. Reward Management: A Handbook of Remumeration Strategy and Practice. 5^th ed. Kogan Page Publishers.

Deeprose, D., 2007. How to Recognize and Reward Employees: 150 Ways to Inspire Peak Performance. 2^nd ed. Amacom Div American Mgmt Assn.

Journals

Preatheepkanth, P., 2011. Reward System and Its Impact on Employee Motivation. Global Journal of Management and Business. 11(4).

Bamberger, A. P. and Levi, P., 2009. Team-Based Reward Allocation Structures. Journal of Managerial Psychology. 24(4). pp.300-

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                             EQUALITY AND DIVERSITY

                                                                                

Equality and diversity are related terms, still, they are different from one another. Equality is the term used which involves a general feeling that everyone is treated equal, irrespective, of where they come from and what social background they possess within an organization (Mullins, 2010). On the other side, diversity is more like creating an environment that recognizes and thrives on the differences of all and recognizing those to be able to work peacefully and coexist with one another. It is about maintaining such a setting that respects and value differences  (Foot and Hook, 2008).

 British airways follow the concept of equally valuing everyone and constantly work towards producing an inclusive culture that understands and respects the individual differences of all its employees (Cross, 2000). The diversity strategy of this company towards racial equality is that they listen to their ethnic minority staff and try to increase their representation at senior levels. Also, it works with units such as Race for Opportunity that guide it on race equality issues (Diversity Strategy, n.d). 

The company value diversity of religion and belief by safeguarding the faiths of all. It provides prayer facilities across the business and publish religious festivals newsletter on their intranet site so that it can create awareness of different cultures (Flood and Romm,. 1996). It also takes step towards decreasing harassment and bullying and raises awareness of dignity and ensures that everyone is aware of its equality policies  (Equality and Diversity (E&D), n.d). Furthermore works closely with other companies to share information and create best practice on the eradication of this.

 Equality and diversity need to be managed with great care at work place wherein people of different cultures and backgrounds work together. Taking the case of British airways, the company has different ways of valuing equality and diversity at its workplace. Being the leading airline in United Kingdom, it has a medley when it comes to employees (Equality and Diversity, 2006). As people having different faiths and religious beliefs are working with the company, prayer facilities are provided to them and a monthly newsletter of religious festivals is published to raise awareness regarding the varied cultures in the organization. Moreover, the airline giant also caters to the different dietary patterns of its people by providing them a variety of options, which makes sure that all foods are labeled and prime requirements are fulfilled (Diversity Strategy: British Airways, 2012).   

British airways have incorporated sexual orientation in its diversity management program. The corporation has close ties with institutions like Stonewall which is devoted to equality for bisexual people. The company provides an inclusive workplace environment for all types of employees (Wright and et.al., 2006).

In addition to this, it is the priority of British airway’s race equality policy to address the problems of its employees belonging to ethnic minorities (Walsh, 2007). The firm encourages sharing of ideas related to training and development, career progression, bullying and harassment. Its prime goal is to elevate the number of ethnic minority people representing at higher cadre. The organization has joined hands with Commission for Racial Equality and Race for Opportunity for seeking guidance and advice on issues of race equality (Kirton and Greene, 2006).

Books, Journals and Articles

Mullins, L. 2010. Management and Organization Behavior. 9^th ed. FT Prentice Hall.

Foot, M. and Hook, C. 2008. Introducing Human Resource Management. 5^th ed. London:  FT Prentice Hall. 

Cross, E.Y. 2000. Managing Diversity: The Courage to Lead. Greenwood Publishing Group

.Flood, R.L. and Romm, N.R.A. 1996. Diversity Management: Triple Loop Learning. J. Wiley.

Kirton, G. and Greene, A. M., 2006. The discourse of diversity in unionized contexts: views from trade union equality officers. Personnel Review. 35(4). pp.431 – 448.

 Walsh, J., 2007. Equality and diversity in British workplaces: the 2004 Workplace Employment Relations Survey. Industrial Relations Journal. 38(4). pp.303-319.

Wright, T. and et.al., 2006. Lesbian, gay and bisexual workers: equality, diversity and inclusion in the workplace. Equal Opportunities International. 25(6). pp.465 – 470.

Online References

Equality and Diversity (E&D). n.d. [online]. Available through < http://www.lsbu.ac.uk/diversity/resources/definitions.htm >. [Accessed on 7^th February 2013]

Diversity Strategy: British Airways. 2012. [Online]. Available through: <http://www.britishairways.com/travel/crdivstrategy/public/en_gb#top>. [Accessed on 2 March 2013].

Equality and Diversity. 2006. [pdf]. Available through: <http://www3.hants.gov.uk/equalityanddiversityv2workbook.pdf>. [Accessed on 2 March 2013].

                                          

                                                         ASSESSMENT CENTERS

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Assessment centers are the selection centers, which do the task of designing a number of exercises, need to be performed by the candidates to assess the full range of skills and personal attributes required for a job.. The activities which are undertaken at the assessment centers are conducted by the human resources department of every organization. It is the duty of the professionals to recruit and select the appropriate candidates to the company.

In this context one of the multinational organization Wipro conduct a huge number of campus recruitment and selection process for the graduates all over the colleges. The assessment unit of this organization has the responsibility of conducting certain activities through which students are judged that whether they possess the required potential or not (Selection and Assessment Centers, 2011). 

         
   Wipro, while organizing such a procedure, mainly lays emphasis on a written test which evaluates the basic skills.  Then a group discussion round is held where everyone is given a chance to express its views. Then, finally, an interview is taken where a final decision is taken. Wipro follows the process very strictly so that it can find suitable candidates (Wipro “Engineering Monitoring TIS” job for any Graduate Freshers, n.d).

           

 Assessment centers are considered to be one of the most reliable and accurate methods of 
recruitment. They offer a thorough and an in depth analysis of those who participate. They are backed with the disadvantage that they are too costly and time consuming (Assessment centre- Meaning, Advantages and Disadvantages, 2011).

            The Job description and specification of a graduate at Wipro needs candidates that could work in shifts or sometimes under pressure. For this, activity held at assessment centre will be that of problem solving exercises where a task is given to them and they will be ask to require completing it within less time. Also to perform monitor backups jobs and perform data restore activities. This is tested by the written tests which include the analysis of basic skills of a computer graduate (Compton and et. al., 2009).

           
 Among the job specification requirements come the basic requirement that the candidate should be a computer graduate with minimum specified percentage (Roberts, 1997).

References

Online references

Assessment centre- Meaning, Advantages and Disadvantages. 2011. [online]. Available through < http://kalyan-city.blogspot.com/2011/07/assessment-centre-meaning-advantages.html >. [Accessed on 7th February 2013].

Selection and Assessment Centers. 2011. [online]. Available through < http://www.kent.ac.uk/careers/selection.htm >. [Accessed on 7th February 2013].

Wipro “Engineering Monitoring TIS” job for any Graduate Freshers. n.d. [online]. Available through < http://www.placementforus.in/2012/06/wipro-engineer-monitoring-tis-job-for.html >. [Accessed on 7th February 2013].

Books and Journals

Compton, R. and et. al. 2009. Effective Recruitment and Selection Practices. 5^th ed. CCH Australia Limited.

Roberts, G. 1997. Recruitment and Selection: A Competency Approach. CIPD Publishing.

           

           

           

           

            

THE CIPD RECRUITMENT PROCESS:

            According to Chartered Institute of Personnel development (CIPD), recruitment process is a critical activity compromising not only HR but all the hierarchies focusing on recruiting potential candidates (Skillsforcare, 2009). In this presented report, Tesco is the chosen company that uses Facebook as a tool to recruit candidates.

RECRUITMENT PROCESS

Figure 1: Recruitment Process

(Source: Skillsforcare, 2009)

The process of recruitment is a highly complex process and involves few steps that enhance the quality of people recruited.

Job analysis

Before recruiting any candidate, it is vital to spend some time to analyze the real motive of the job requirement. This may includes thinking of the content, the purpose of job and the outputs required by the candidates that will best fits to the organizations culture. Further, this step is divided into two part; Job Description and Job Specification.

Figure 2 Job Analysis Process

(Source: Hr Knowledge, 2011)

Attracting and managing applicants

Attracting applicants is the steps that generate an interest of people to get attracted towards the organization (Mullins, 2010).

IMPORTANCE OF RECRUITMENT PROCESS

            The above four mentioned steps are the integral part of recruitment process as they fully guide both employers and employees with an accurate process for an efficient and effective conduction of recruitment and identifying the best suitable person that match with the requirement (Schroeder and Ahmad, 2002).

ABSENTEEISM OF THE PROCESS

            If in case, any of the above mentions steps will in absent in the process requirement, it may result in selection of a candidate you whose capabilities does not match with the job requirement and at the same time, a higher human resources costs will be indulged for the spending done for recruiting poor performing employees (Foot and Hook, 2008).

COMPANY USING FACEBOOK AS A RECRUITMENT TOOL: TESCO

Figure 3 Tesco Recruitment Process

(Source: People and Organization, 2011)

            Tesco is using Facebook as powerful tool to advertise the vacancies it had in order to attract candidates from various regions. The company keeps on updating the available vacancies on Facebook. Advertising place on Facebook also helps in attracting potential candidates.

ADVANTAGE AND DISADVANTAGE

Advantages

ü  Company is able to reduce the overall recruitment cost.

ü  The online efficiency of the candidates can be addresses within few minutes.

ü  There are changes of hiring capable candidate in less time.

ü  It becomes easier for the young calibers to apply for the vacancies.

ü  A larger demographical area can be covered.

ü  The complete background of the contenders can be studies within very less time.

Disadvantages

ü  Lack of face to face integration misses.

ü  An unqualified candidate might be higher.

ü  Well qualified candidates who are not there on Facebook miss the opportunity of getting higher (Clarke and Poverty, 1996).

 

            From the above report we can conclude that CIPD process of recruiting people plays a vital role in selecting right candidate, at right time and at a right place. Also the new idea of Facebook recruitment is emerging at a rapid speed and is widely being accepted by the companies. Further, Facebook as a toolkit to recruit people has its own pros and cons (Falcone 2002).

REFERENCES

Books

Clarke, J. and Poverty, C., 1996. Managing Better 01: The Staff Recruitment Process. Combat Poverty Agency.

Falcone P., 2002. The Hiring and Firing: Question and Answer Book. AMACOM Div American Mgmt Assn.

Foot M. and Hook C., 2008. Introducing Human Resource Management. 5^th ed. London: FT Prentice Hall.

Mullins, L., 2010. Management and Organisation Behaviour. 9^th ed. FT Prentice Hall.

Online

CIPD., 2012. Recruitment: An overview. [Online]. Available through: <http://www.cipd.co.uk/hr-resources/factsheets/recruitment-overview.aspx> [Accessed on 19^th February, 2013].

Hr Knowledge., 2011. Meaning of Job Analysis. [Online] Available through: <http://nehaspeakshr.blogspot.in/2011/06/meaning-of-job-analysis.html> [Accessed on 19^th February, 2013].

People and Organization., 2011. Selection. [Online] Available through: <http://shanaz-parvin.blogspot.in/2011/05/selection.html> [Accessed on 19^th February, 2013].

Skillsforcare., 2009. We help people who do a great job do it better. [Online]. Available through: <http://panet.org.uk/wp-content/uploads/2012/02/recruitment-selection-toolkit-SfC.pdf> [Accessed on 19^th February, 2013].

Schroeder, G. R. and Ahmad, S., 2002. The Importance of Recruitment and Selection process for Sustainability of Total Quality Management. International Journal of Quality and Reliability Management. 19(5). pp. 540-550.

LIST OF FIGURES

Figure 1 Recruitment Process. 4

Figure 2 Job Analysis Process. 5

Figure 3 Tesco Recruitment Process. 6