Roles of pay options in chicken processing firm in British Colombia
The report will analyze the firms which are provided in the assignment and will be identifying the roles that why the companies should have a base pay, performance pay, as well as indirect pay. The report will discuss and identify the role that how indirect pay should play in the compensation system of three various organizations which is a chicken processing firm in British Columbia, a retail clothing chain and a customer software firm which develops customized software for specialized applications for the individual clients.
The poultry industry is continually growing as well as it is significantly contributing to the domestic products in British. The poultry industries also provides with sifts of working hours which is from eight to eleven hours. During this time the workers get exposed to the occupational hazards such as the physical hazards like excessive noise, exposure to severe cold and vibrations. Both the physical as well as the ergonomic hazard puts an impact on the slaughtering house processing healths of the workers. It is also an economic burden to the company as because of the loss of the livelihood which requires a need of treatment as well as compensation in the industry (Miewald, & Hodgson, 2013). The contributions of the poultry processing firms plays a big role in the development of the physical agents as well as bringing comfort in the workplace so as to provide a better working environment. This impacts includes noise tolerance hearing losses, increase in the blood pressure, work related disorders. Due to the increase in the population of the people the poultry sector is continuously growing or the increase in the demand of animal protein, greater affordability of the consumers, as well as greater purchasing power of the consumers (Herath, 2014)
Due to the constant drive for a higher profit as well as more production and in increasing the speed of the product lines, it creates a negative impact on the working condition of the workers. This is the only reason behind why indirect pay should play in the compensation systems of the Chicken processing firm in British Columbia. In the words of Diarrassouba (2017), it clearly states that safe food begins with the safety of the workers as well as health, but the unhealthy practices in the production house should be reduced and the quality and safety of the food produced should be compromised.
The advancement in the technology such as different types of printings, making use of artificial intelligences along with the challenges which are presented with the internet or the e-commerce which is very quickly changing the method of the apparel manufacturing or the retail clothing industry. Recent organizations if want to separate themselves from the pack then they have to implement compensation strategies which will help right talents to provide their best work in the organization. This will help the organization to achieve their goal easily. Rewarding the employees along with providing them with compensations increases their morale. Cost analysis in the apparel manufacturing industry deals with the works of the costing of the garment which directly involves the expenses in the fabrics, trimming of the material, cutting it down. The cost of production of the garment o the apparel should be determined previously in order to estimate the wholesale prices. Indirect payment which includes pensions, vacation time, and health insurance. Motivated sales staffs always brings success to the organization. After the employees are hired and trained, they should be provided with or they should be engaged them in working very hard. Employees should be motivated properly so that they can be more productive. Investing more in the employees by compensations as well as indirect pays plays a great role in motivating the staffs. This in a way will help to increase the efficiency of the company’s operations.
Roles of pay options in retail clothing chain
The retail clothing industries in Canada is constantly changing as because the innovation that how people are shopping are also shifting the skills and roles in continuing to meet the customer demands in Canada. Motivating as well as attracting the top most talented persons who are related with Canadian Retail Compensation (Anner, & Blasi, 2013). After seeing where the company is standing against the competition long with the survey data, which includes in-store, e-commerce director and social media managers as well as the store manager. Compensating the strategies by the organization are provided below:
- Industrial sectors as well as the subsectors.
- Geographic location of the industry
- Size of the company which includes the gross sales as well as the revenue shares.
- Scopes for the responsibilities that is the number of stores managed, total volume of the sales.
Employee compensation in the retail clothing chains can be taken into different forms like pays and bonuses, contributions to the premiums benefits or during the vacations. Employers pay compensation to other employees also who are away from the work, also to the employees who are not able to work or are absent due to some disability of injury get such compensation (Kusi, Anim, & Nyarku, 2015)
Appropriate selection of the compensation as well as the beneficial policies is a very critical challenge which has grown in the small industries of Ottawa, Canada. Whatever be the challenge the new startup companies always stakes higher than the companies which first takes the shape. Present startup companies must strike a delicate balance to do so. Low level cash compensation are very much unrealistic which can in turn off the investments of the potential investors. This in case may also lead to an increase in threatening to the solvency of the firm or industry. Compensation as well as different benefit plans can be very much expensive in designs, installing, administering, as well as terminating the plan. Cash compensation should always be a lower priority in any business firm. Software development startups can develop compensation and various benefits for the choices of having major tax consequences and its executives. They can use the tax codes to minimum advantages in compensation decisions (Kontogeorgos, Karelakis, & Michailidis, 2018).
Approaches like deferred compensation liability, allowing executives to declare the income later on while the company takes a future deduction. Reasons why indirect pay should play in the compensation system are provided below:
- Technology will continue to develop
- Tools which are used for programming will be intuitive as well as powerful
- Programming tools will be different but appropriate for all industries
- Career here will be requiring a very basic level of literacy for coding.
- Careers for the experience software developers or engineers will always exist in solving the complex decisions(Noe, Hollenbeck, & Wright, 2017).
- Learning the machine language will never make programmers irrelevant
- Today’s culture is shifting that is the usage of computers are becoming relevant day by day in all aspects of a human being’s life as well as various companies.
- Software engineering in the present date is a lot about more than just writing and creating various codes.
- There are still various problems which a computer cannot solve efficiently therefore an efficient traveling salesman is required.
- Some of the older software development projects will be all around forever (Rasch, & Wenzel 2013)
References
Ahmed, M., & Ahmed, A. B. (2014). The impact of indirect compensation on employee performance: An overview. Public policy and administration research, 4(6), 27-30.
Anner, M., Bair, J., & Blasi, J. (2013). Toward joint liability in global supply chains: Addressing the root causes of labor violations in international subcontracting networks. Comp. Lab. L. & Pol’y J., 35, 1.
Diarrassouba, F., Diarra, M. S., Bach, S., Delaquis, P., Pritchard, J., Topp, E., & Skura, B. J. (2017). Antibiotic resistance and virulence genes in commensal Escherichia coli and Salmonella isolates from commercial broiler chicken farms. Journal of food protection, 70(6), 1316-1327.
Herath, D. (2014). Impediments to the Ability of Canadian Food?Processing Firms to Compete: Evidence From a Survey on Innovation. Agribusiness, 30(3), 244-264.
Kontogeorgos, A., Theodossiou, G., Karelakis, C., & Michailidis, A. (2018). Workers in a Poultry Cooperative: A Study on Their Job Satisfaction. In Economy, Finance and Business in Southeastern and Central Europe (pp. 307-320). Springer, Cham.
Kusi, L. Y., Agbeblewu, S., Anim, I. K., & Nyarku, K. M. (2015). The challenges and prospects of the commercial poultry industry in Ghana: A synthesis of literature. International Journal of Management Sciences, 5(6), 476-489.
Miewald, C., Ostry, A., & Hodgson, S. (2013). Food safety at the small scale: The case of meat inspection regulations in British Columbia’s rural and remote communities. Journal of Rural Studies, 32, 93-102.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Rasch, A., & Wenzel, T. (2013). Piracy in a two-sided software market. Journal of Economic Behavior & Organization, 88, 78-89.
Taplin, I. M. (2014). Global commodity chains and fast fashion: How the apparel industry continues to re-invent itself. Competition & change, 18(3), 246-264
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