According to Herzberg’s two-factor theory, various work aspects are linked to dissatisfaction as well as satisfaction (Sanjeev & Surya, 2016). Motivators like involvement in decision-making, recognition, personal growth, and responsibility contribute to increased employee performance. On the other hand, hygiene factors like work conditions, job security, and vacations are worked upon to remove dissatisfaction from the employees. If I were the HR manager in a contemporary firm, the people that I would try to recruit are goal-oriented, hardworking, positive-minded, and committed to the organization’s vision. I would recruit employees based on their zeal or drive towards working for the firm’s growth. These people should not only focus on the monthly paycheck but should also ensure that their performance leads to positive changes. According to Herzberg’s research, employees tend to become more motivated if they have a management team willing to push them and motivate them to reach their goals (Andersson, 2017). People need to be goal-oriented and must work towards achieving their goals.

In the case of compensation and benefits packages for the best candidates, this would be mainly built around the experiences and skills of individuals. I would ensure that if the candidate is well qualified, has the experience and skills to match what I need in an employee position, the benefits and compensation need to match the contributions this particular candidate brings to the job. This would include hourly compensation, sick days, healthcare insurance, and a fair salary. Also, I would evaluate the extra time worked by these employees plus the results they produce to offer them salary compensation. Other benefits would include tuition assistance if these employees need to acquire certification in a particular area that will benefit the company. I would also look at the rest of the job markets to ensure that my employees receive fair compensation (Youssef-Morgan & Stark, 2014). This will help ensure that the compensation is at least comparable or more than the other job markets.

References

Andersson, S. (2017). Assessing job satisfaction using Herzberg’s two-factor theory: A qualitative study between US and Japanese insurance employees. IAFOR Journal of Business & Management, 2(1), 22-35.

Sanjeev, M. A., & Surya, A. V. (2016). Two factor theory of motivation and satisfaction: An empirical verification. Annals of Data Science, 3(2), 155-173.

Youssef-Morgan, C. M., & Stark. E. (2014). Strategic human resource management: Concepts, controversies, and evidence-based applications. San Diego, CA: BridgepointEducation, Inc.

PART 2

•Who are you trying to recruit to work for you (i.e., your audience)? Diversity is very important. Because of this we do not want to focus on any demographics in the hiring process. With that being said we are looking for experience and education. Experience can be just as beneficial as getting a formal education from a university , therefore, in order to make sure we have the best candidate recruited for the job, we want to ensure that we do not lean too heavily on the education aspect.

•What sort of compensation and benefits package would you ensure is in place to recruit the best candidates for the position? With so many outside factors that individuals have to deal with when they leave work, we want to make sure that money is not something that our employees will have to worry about. It would be our mission to provide a compensation package that has been indicated by the recruited individuals. With these outside factors in mind, we will provide candidates with the option to work from home or the office or a mixture of both. Providing full benefit packages to employees that include bonuses, medical insurance, and 401k packages would also be a high priority.

Youssef-Morgan, C. M., & Stark. E. (2020). Strategic human resource management: Concepts, controversies, and evidence-based applications. Retrieved from https://content.uagc.edu/