Author Question: According to the value-added concept, wages paid to the employees should be equal to their ... (Read 48 times)

cagreen833 · **on:** Jul 7, 2018

According to the value-added concept, wages paid to the employees should be equal to their contribution of labor to the final product.

Indicate whether the statement is true or false

Question 2

What is the difference between process goals and outcome goals in staffing? Explain how the level of compensation offered affects process and outcome goals.

What will be an ideal response?

bimper21 · **Reply #1 on:** Jul 7, 2018

Answer to Question 1

True

Answer to Question 2

Creating hiring goals that are clearly linked to organizational strategies and objectives guides the strategic staffing process. Process goals relate to the hiring process itself, including how many of what quality applicants apply, attracting appropriate numbers of diverse applicants, and meeting hiring timeline goals, such as completing interviews within two weeks and making job offers within one week of the final interview.

Outcome goals apply to the product of the hiring effort and include the number and quality of people hired, the financial return on the staffing investment, and whether the staffing effort improved organizational effectiveness.

The level of pay an organization is willing and able to invest in salaries can both determine and be determined by its ability to hire people with the necessary qualifications. Compensation affects process goals, determining the kind of candidate the organization targets. If an organization is willing to pay premium wages, its staffing effort can focus on identifying and attracting the most qualified candidates. If an organization would like to pay lower wages, but is unable to hire the candidates it would like at its preferred salary levels, then it may have to recruit under-qualified candidates and make investments in training and development. If higher pay is not an option, recruiting from nontraditional sources might allow the organization to overcome its compensation challenges.

An organization that wishes to motivate its employees to be more productive by using a pay-for-performance or merit pay system will not be able to fully leverage its programs if the skills of the workforce are lacking. Performance incentives are only effective if the individuals have the potential to perform well in the first place. Ensuring that new hires have the potential to succeed is one of the primary goals of staffing.