本篇新西兰代写-员工管理讲了被选为这些职位的员工应该清楚地了解需要什么，并且应该表达清楚。选择的过程应该以公司未来的可重用性为基准。一些基于能力的要求的长凳标记过程包括以下内容。应该有明确的政策和决策规则来标记员工的能力(Kandula, 2013)。候选人的能力和工作要求必须有明确的界定。对于每个职位，公司都应该有一个定制化的招聘选拔过程，每个利益相关者都应该满足自己的内在需求。本篇新西兰代写文章由新西兰第一论文 Assignment First辅导网整理，供大家参考阅读。
Once the applicants are selected for the job, then negotiations of the salary and offer will be made. This salary should be in line with the competitive market salary. This is the procedure that the companies should fundamentally follow to attract the talent. The companies should also ensure that once the right people are selected for there is reduced employee turnover (Armstrong, 2016).
The employees who are selected for these positions should have clear understanding of what is required and should be articulate. The process of selection should be benchmarked for future reusability of the company. Some of the benches marking process for competence based requirements include the following. There should be a clear policy and decision rules for marking the competence of the employees (Kandula, 2013). There should be clear identification of competencies and job requirements of the candidates in contention. There should be a customized recruitment selection process for the company for each of the position and the innate requirements to be fulfilled by each stakeholder.
Team building activities should be done between the newly hired employees and the exiting employees (Kandula, 2013). The management should provide avenues for the people to connect with the existing employees. There should be a shared vision developed for each team. This should correspond with the overall organizational culture. The employees who are hired must be made to feel like that they are part of the organizational goals. Remuneration for the employees should be a mixture of the tangible and the intrinsic factors. Apart from providing the employees with basic salary, they should provide the employee other forms of rewards and recognition to keep the employees motivated. The remuneration that is provided to the employees should be a mix of these factors. McGregor theory Y states that the employees in general should be motivated internally (Yang, Luanda Wang, 2013) . This internal motivation leads to the growth of the individuals as well as the employees of the company. This motivation can be understood from several motivational theories. Taylor theory of scientific management stresses the need to compensate the employees for the services rendered. Apart from this, there are other motivational factors that lead to employee productivity. Maslow’s hierarchy of needs states that the employees primarily need basic tools for survival. Once the survival needs are met, the employees are looking for security. There should be reasonable job security provided to the employee. These are followed by the esteem needs of the people. There should be a proper reward and recognition forms provided to the employee (Yang, Liu, and Wang, 2013).
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