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Attention must be paid to the structure of the organization chart

2021-04-24 来源: 51Due教员组 类别: Essay范文

51Due教员组今天给大家带来一篇微观经济代写范文,作为一家寻求招聘方向的初创科技公司,在为潜在的新员工确定最合适的工资待遇时,必须关注组织结构图的结构。理想情况下,作为唯一一家招聘特定技能候选人的雇主,我们将制定一份统一的工资,以支付所有控制劳动力市场的员工(Bivens、Mishel和Schmitt,2018)。然而,尽管新发明的软件声称是唯一的劳动力购买力,但现实情况却如此– 在这种情况下,使公司成为一个单纯一– 竞争仍然影响招聘过程,因为没有任何相关经验询问,某些合格的候选人将选择比我们更有吸引力的另一个职位,而这一职位将使我们在同一劳动力市场上的许多其他公司中招聘。工资管理上的一级价格歧视做法几乎不可能,因为它要求设计与每个个人相匹配的包装’作为一个工资制度,几乎不可能预测和复杂的期望和接受。因此,我们建议考虑采用二级和三级价格歧视法,公司根据员工的分段(3级)提供各种工资套餐,并分配我们计划雇用的每个包(2级)提供的具体职位数量。我们想介绍两种可供候选人使用的软件包,按细分进行区分。

As a start-up technology company seeking the direction of recruitment, it is essential to focus on the structure of the organization chart while determinate the most suitable wage packages for potential new hired employees. Ideally as the only employer recruiting specific skilled candidates, we would set a unified wage to pay the all our employees for holding controls over the labor market (Bivens, Mishel, & Schmitt, 2018). However realistically, though the newly invented software claims the only labor-buying power – making the firm a Monopsony in this case – a competition still impacts the recruitment process where certain qualified candidates will choose another offer that is more attractive than ours since no previous related experience inquires, which positions us hiring along many other firms from the same labor market. A 1st degree price discrimination practice on wage management is nearly impossible, for it requires to design packages that matches each individual’s expectations and acceptances, which is almost impossible to predict and complex as a wage system. Therefore, we recommend considering a combination of the 2nd and the 3rd degree price discriminations approach, through which the company provides a variety of wage packages based on the segmental groups (3rd degree) of the employees and allocate specific numbers of positions offered with each package we plan to hire (2nd degree). We would like to introduce 2 types of packages that could be offered to candidates, differentiate by segments.

The first package is designed for the segmental group of candidates who are experts in technology or related fields with experiences likely in a competitor firm. Considering these candidates potentially have higher educational background, have been promoted by previous employers, and have a higher chance to be married with a family to support. A brand-new software product requires strong team members as the foundation of the organization to ensure a correct path of development (Hub by Danske Bank, 2019). Hence this package, allocation of 25% of the positions to hire, will create job titles in supervisory level that offer a higher fixed annual salary contract combine with benefits including more paid vacations, health care covering the household, and year-end bonus with specific revenue achieved. It seems the company is paying a higher labor expense, however, only 25% of the team members will be offered at this range with a fixed salary would mostly avoid the chance of paying overtime wages (Vogt), while this package also helps to retain more qualified talents which a start-up company must value.

The second package will be applied to the majority of employees at 75%, by which the firm could utilize its market power being the only employer hiring in this new software field while maximizing profits through labor expense budgeting (Boudreaux, 2015). We aim to provide this package to recent graduates, candidates worked in other fields but interested in the software industry, and people with entry-level working experiences. Candidates fall into this segment are mostly single younger generation that either in needs of a job offer, passionate in learning new products, or have an eager to enter the technology field. By offering a relatively low hourly wage in this package and including training opportunities will grant these employees first-hand information of the newly invented software, the company could take advantage on labor cost savings. Meanwhile this package will offer fewer paid vacation days and only the standard health insurance according to government regulations. Since the firm is the only one producing the software which makes it the price-taker of its market, meaning the firm would have limited control over the market pricing of the product, if 75% of the employees were successfully hired under this package, the firm will be able to budget the major spending on wages to assist accomplishing profit maximization.

In conclusion, by practicing the 3rd degree price discrimination on wage management of various segmental group of employees, the firm is able to recruit the most suitable candidates under dedicated package offers to ensure talent retention and approach labor expense savings. The sacrifice paying higher salary to 25% of the workers strengthen the team structure, where the other 75% hired employees will accept a basic hourly wage with the opportunities to learn and grow as individuals within the company. It is critical that the firm maintain a balance that benefits both employer and employees, which will continue on striving to achieving the maximized profit possible, and to creating a healthy work environment that lasts. (737 words)

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