BSG Operations: Workforce Compensation Strategy and Improvement Plan

This report analyzes the workforce compensation strategy implemented by BSG Operations. The company focuses on keeping employees motivated and reducing turnover through a respectable wage system. The report explores the effectiveness of their compensation approach, which includes motivating force pay, and its impact on employee productivity, teamwork, and profitability. Evidence supporting the strategy's success is presented, including productivity gains and controlled labor costs. Furthermore, the report outlines an improvement plan encompassing obsolete production methods, an updated installment structure, and the integration of new technologies for enhanced efficiency and cost management. The plan includes innovation in various areas such as raw material procurement, inventory monitoring, and the adoption of an ongoing change position. The report concludes by emphasizing the importance of aligning human and raw material resources to boost overall operational expenditure.

Running head: BSG OPERATIONS 1
BSG OPERATIONS
Name
Institution

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Workforce Compensation Approach
The workforce compensation structure has been an achievement in having the capacity of
holding employees as well as reducing the threat of turnover. We have owned the capacity of
paying our experts as of not long ago, a respectable wage without going over business normal.
The witticism in our organization is to try our best to keep experts glad because we acknowledge
that we cannot operate as an organization in their absentia. However, in so doing, we further
make sure that our expenditure is kept up at an insignificant. A few firms pay their reps on the
basis of delivered quantity of units in the line of processing plant. Several inspirers go beyond
compensation whereby we take into account potential outcomes of the development or stretched
obligations.
The motivating aspect which propels employees to our company is the rewards,
motivators and opportunities for investment. There are a range of pay schemes associations offer,
for instance, motivating force pay as well as legitimacy pay. The former is a reward which a firm
provides for an employee on the basis of his execution. The pay approach of our organization has
backed profitability as in efficiency of individual workers has outgrown each year in light of our
performance reports. Experts shall assist out the company if there is a compensation attributed to
it. The workers have a tendency to improve their productivity when they are remunerated well
with pros, motivating force pay and so on (Yang, Su, Li & Yu, 2014).
Our company has figured out effectively how to get the staff to where it needs to be and
all in all; as an organization, we have improved our yield aggregately. As a company, we use a
motivating force remuneration framework. It has remained successful on the basis that we have
observed an expansion in motivation among the employees. This is on the basis that our experts
within the company currently have something to go for whenever they work. The other

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motivation for our compensation approach being effective is the manner that we have observed
our employees turn out to be increasingly faithful towards the company. This is on the basis of
our employees feeling that they are remunerated legitimately as well as adjusted for the specific
each one of them does (Qin, Tian, Zhang, Shirinzadeh & Fatikow, 2013).
Evidence That Our Company’s Workforce Compensation Strategy Worked
We have observed a growth in cooperative endeavors amongst our workers. Our
compensation approach has cultured teamwork and collaboration among employees because they
meet up in order to achieve a common objective when performing their duties within the
company. It has as well stood effective in line with the fact that our organization has witnessed a
growth in profitability. This is based on the fact that our employees remain continually urged to
work extra as they acknowledge the accompanying own benefits. This has subsequently
prompted our organization to expand its efficiency and hence increased profitability.
Another inspiration for organizational compensation approach is a win is anchored on
that fact that we have observed a growth in employees’ wages without necessarily raising their
remuneration. This is based on the fact that our motivation scheme is attributed to their
remunerations, and all this taken into account, employees understand that a growth in our
motivator activities prompts a buzz in the measure of cash made by them (Van-Essen, Otten &
Carberry, 2015).
Evidence Indicating Productivity Gains Resulted in Adjusted Labor Costs
Organization pay for performance is self-supporting. As a company, we have experienced
a growth in profitability that has triggered our operation expenses to balance. We have observed
a growth in profitability as a result of varying reasons. For instance, the manner in which our
company has discovered novel as well as inventive methods for having this done. From the

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production line to packaging of materials, we have unearthed novel routes via research which
have grown our efficiency in general. Another reason prompting the growth in profitability is the
manner in which we use progressively as well as amazing strategy. Our organization has
discovered that the presentation of a novel machine or bit of hardware greatly empowers the
level of production to increase.
Successful Workforce Compensation Approach Explanation
All in all, our profitability has improved further in line with better linkage between
human and raw materials resources. A reshuffle in our organizational administration of such
resources has greatly empowered our company to acquire the most out of resources available
without necessarily going beyond and search for extra resources. The efficiency growth has
stood triggered by such measures already established thereby prompting the need for our
company to build its human resource. Therefore, it has prompted the operation expenditure to
balance. We have as well observed cost of operation slightly declining. This is anchored on such
premise that a greater number of occupations are available hence workers become more efficient.
Improvement Plan
Our Company has created certain improvement plan. The first one is that as a company,
we have established arrangements to remove obsolete production methods capable of being
supplanted by various strategies or be fully got rid of. This is to make sure that as a company, we
stay as proficient as feasible whereas still keeping the production cost as low and as sensible. We
have as well vowed to improve our company by reconsidering the installment structure currently
set up. This is based on the fact that despite our organization stays effective, we still have a
feeling that there are various things we can still do to enhance not only for our organization but
also for our workers.

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This encompasses placing in a range of more motivating force construct performance in
line with production line to improve workforce assurance. We also scheme to pull in a novel
financial experts to work with our organization. This has since started because as a company, we
undertake inspection of our procedures from the beginning to the end. We interface at the
relationships in diverse production forms. Such lines put our organization in a better position to
acknowledge as well as dispose of ineffective procedures from production.
We are further foreseeing innovation to assist us with necessary change. We are
attempting to shift to the online to buy raw materials. This is expected to guarantee us get
arrangements easily. It will also reduce our reliance on local suppliers who frequently exploit
their position. Web-based buying also decreases the measures of printed materials which is the
purchasing procedure.
Innovation will further allow us to improve the manner we monitor our inventory and
requests as well as improve client input. We see the use of framework stock control as having
assisted us improve some portions of the business. For example, we can monitor our stock better
thereby monitoring purchases. Such arrangements shall also allow our organization to separate
pinnacle as well as low periods, hence improving the organizational purchasing propensities.
This will help us deal with the organization working capital better (Li, Yang & Yu, 2015).
The use of an ongoing change position will also help us improve greatly. This means we
shall study conditions as they arise and try and fix them on a case by case basis rather than taking
a shot at all of them once. This shall allow us to reduce the risk of making mistakes. Suh a
strategy will further mean that we are able to use outside assistance in evaluation of the strengths
and weaknesses of organization (Gomez-Mejia, Berrone & Franco-Santos, 2014). This means
that they shall be objective in the manner in which evaluation is directed and will never be one-

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sided to a given department in the company. I believe that the full implementation of these
measures will see our organization increase productivity levels.

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References
Gomez-Mejia, L.R., Berrone, P. & Franco-Santos, M., (2014). Compensation and organizational
performance: Theory, research, and practice. Routledge.
Li, M.Y.L., Yang, T.H. & Yu, S.E., (2015). CEO Stock‐based incentive compensation and firm
performance: a quantile regression approach. Journal of International Financial Management &
Accounting, 26(1), pp.39-71.
Qin, Y., Tian, Y., Zhang, D., Shirinzadeh, B. & Fatikow, S., (2013). A novel direct inverse
modeling approach for hysteresis compensation of piezoelectric actuator in feedforward
applications. IEEE/ASME Transactions on Mechatronics, 18(3), pp.981-989.
Van Essen, M., Otten, J. & Carberry, E.J., (2015). Assessing managerial power theory: A meta-
analytic approach to understanding the determinants of CEO compensation. Journal of
Management, 41(1), pp.164-202.
Yang, J., Su, J., Li, S. & Yu, X., (2014). High-order mismatched disturbance compensation for
motion control systems via a continuous dynamic sliding-mode approach. IEEE Transactions on
Industrial Informatics, 10(1), pp.604-614.