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Employee commitment

What are the three most important factors contributing to employee commitment and productivity at UPS? Which of these factors have now changed and what impact do these changes have on HRM at UPS? A compensation system like the UPS profit-sharing and stock ownership is an incentive pay capable of retaining its employees, gaining their loyalty and motivating them to perform effectively. Besides, it makes employees more aware of the organization’s competitive position in its industry and facilitates a cooperative atmosphere.

The option for this type of payment also shows the concerning of UPS in developing a long term employment relationship. Another form of compensation adopted by UPS is an indirect one, and consists of a package of benefits designed to provide long-term financial security and immediate health care services. It is important to mention that all employees, part-time and full-time, are provided with health and retirement plans. Benefits not only play a major role in attracting qualified people but also in retaining employees.

The promotion-from-within policy is the one that have now changed because of the necessity of UPS in hiring people from outside. The rapidly growing of some business and the need of specialized people are the main reasons that are

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making UPS to act against its promotion-from-within policy. As the Human Resource Management involves all management decisions and practices that direct influence the people who work for the organization, the previously mentioned issue definitely has a huge impact on this area.

Staffing positions in organizations may well represent one of the most important human resources management functions. Who is hired into the job from outside the organization as well as who is moved to another job internally, or who is moved out of organizations, ideally reflect job-relevant decisions and the maximizing of critical knowledge, skills, and abilities which contribute to an organization’s overall effectiveness and its competitive advantage. As a matter of fact, when recruiting, HRM has the challenge to align its goals with those of UPS.

The stakeholders that most care about this issue are the UPS employees, who are seeing outside hires being placed in positions they thought they were being trained for. This matter can cause them to feel very disappointed and in doubt about UPS’s policies and their future in the company. Those bad feelings can also become contagious and have a bad effect on morale. To avoid this kind of problem UPS has to find a way to show its employees that whenever is possible the company is still going to maintain its promotion-from-within policy. To keep people well informed about the plans of the organizations can reestablish confidence among employees.

In spite of my given answer, I think that is always prudent to maintain an internal group of trained people performing this job for security and reliability reasons. Information technology staff can have access not only to a lot of confidential information but also to proceedings that in an emergency situation can compromise the whole organization. Furthermore, it is always important to mention that to make a decision in such a situation it is crucial to know the particularities of each company and more details about the type of service that is going to be performed.

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