1. RFID is a technology with a large amount of application and it is mainly used in the retail industry and CalleetaCO is a provider of the RFID product. Jan Samson the CEO of the company has faced a few business issues. During the meeting with the board of directors, the shareholder has raised a concern about having a slow financial return of the company. The shareholders have also mentioned about the company’s plant in Mexico and Vietnam was targeted by the activists due to the poor working conditions in there. Finally, the board members have also requested Jan to reduce the employee cost as it was suggested by Kavanagh, Thite and Johnson (2012) that comparing the employee cost of the company to the average cost in the industry, CalleetaCO’s
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The aim of CalleetaCO is to be the top provider of RFID in the industry, in order to fulfil it, their HR operations have a huge contribution to the success of the company. Jan and John developed a plan to attract and maintain highly talented employee, therefore they have appointed 25 HR recruiters to focus on identifying potential workers and 17 professional to test and interview them. CalleetaCO has also provide a lot of benefits that other companies in the industry did not provide, for example, free life, dental and health insurance, elder and child care, on sit pet boarding, on site spa and exercise facilities etc. Apart from the benefits, the HR department has a HR support representative for every 10 employees and the HR support specialists for the managers would handle tasks such as performance appraisals, salary increase, filling vacancy request, managing employee discipline …show more content…
The HR recruiters can benefit the company by looking for the most talented and skilled workers in the industry and they can make use of their skills to support the company’s strategic goals by improving the performance and innovation in the company. This can improve the competitiveness and supporting the CalleetaCO to be the top provider in the industry. The selections specialises would test the potential employees to ensure their skills are relevant to their job role. In order to retain the skilled workers, CalleetaCO has provided different types of benefits, Kavanagh, Thite and Johnson (2012) suggested that these benefit are ‘above-market compensation’. The aim of these benefits is not solely aiming to retain employees, also to increase employee’s job satisfactions and motivate employees. Sutton (2015) suggested that the more satisfied the employees are towards their job, the more productive they will
The aim of CalleetaCO is to be the top provider of RFID in the industry, in order to fulfil it, their HR operations have a huge contribution to the success of the company. Jan and John developed a plan to attract and maintain highly talented employee, therefore they have appointed 25 HR recruiters to focus on identifying potential workers and 17 professional to test and interview them. CalleetaCO has also provide a lot of benefits that other companies in the industry did not provide, for example, free life, dental and health insurance, elder and child care, on sit pet boarding, on site spa and exercise facilities etc. Apart from the benefits, the HR department has a HR support representative for every 10 employees and the HR support specialists for the managers would handle tasks such as performance appraisals, salary increase, filling vacancy request, managing employee discipline …show more content…
The HR recruiters can benefit the company by looking for the most talented and skilled workers in the industry and they can make use of their skills to support the company’s strategic goals by improving the performance and innovation in the company. This can improve the competitiveness and supporting the CalleetaCO to be the top provider in the industry. The selections specialises would test the potential employees to ensure their skills are relevant to their job role. In order to retain the skilled workers, CalleetaCO has provided different types of benefits, Kavanagh, Thite and Johnson (2012) suggested that these benefit are ‘above-market compensation’. The aim of these benefits is not solely aiming to retain employees, also to increase employee’s job satisfactions and motivate employees. Sutton (2015) suggested that the more satisfied the employees are towards their job, the more productive they will