Hiring New Staff

Hiring New Staff

Student

Institution

Hiring New Staff

Lancôme faces the challenge in hiring new staff and retaining them because of lack of networking, lack of efficient training and lack of efficient employee benefits. There are various solutions that Lancôme can apply to address its issue. One of the solutions includes a good networking framework that comes in handy when employees resign. The company can create networking framework through the existing employees, friends and social media and the internet (Wagar & Rondeau, 2006). Lancôme can also address its challenges of hiring new staff through providing necessary training. According to Basler (2015), sending new and existing employees to training programs has been an effective strategy of attracting talented employee and retaining them. The last approach that Lancôme can use is putting together a better benefit plan for existing and new employees. This essay compares and contrasts two approaches hiring and retaining employees, providing efficient training and providing a better benefit plan. The essay compares how effective each approach can be effective in addressing the challenge that Lancôme is facing, of hiring new staff.

Training new staff after hiring them constitutes a positive impression that employees have of the company. Training them will contribute to how they feel about the company and to how good they perform their tasks. Regardless of their skills and experience, new employees need orientation. They need timely and time limited orientation to the ways in which the organization operates and their job positions (Wagar & Rondeau, 2006). The general culture, structure and functioning of the company can constitute the first kind of training the new staff undergoes upon being hired. Training also makes sure that the goals of the new staff are aligned to the overall goals of the organization, to avoid conflict of interests (SBA, 2015). Furthermore, regardless of the previous background of the employee, they need to employ their skills in specific ways as required by their new positions and new organizations. The new employee may need to learn to learn new skills related to their new positions. Lancôme’s training guidelines must therefore take into consideration that the employee may likely to need to learn new skills in addition to the ones he has (Basler, 2015). The organization also needs to know that talented employees seek professional development and therefore, offering them professional development gradually will attract the best employees and, retain them. Offering new and existing staff gradual training and professional development will therefore be advantageous for Lancôme, not only in attracting and retaining the best talent but also in the organization meeting its strategic goals.

A disadvantage with the approach of training new staff is that it can be costly and time consuming. For Lancôme to come up with effective training guidelines, it first has to learn the personalities and learning styles of the employees. This can be time consuming. Furthermore, providing the necessary training materials to meet the learning needs of the trainees can be costly (Basler, 2015). The new staff may be diverse in terms of culture, language, background and preferences. The company therefore, has to invest in learning materials that will address the learning needs of diverse employees effectively. Lastly, the company might face the challenge of spending a lot of time and funds training new staff who might resign from the company a few months after being recruited (Wagar & Rondeau, 2006). This challenge can, however, be addressed by having employees who have been successfully recruited by Lancôme to sign working contracts with informed consent. The company will, therefore, avoid losses that can be incurred by employees who resign after gaining professional development in a firm.

Better monetary and non-monetary benefits for employees are an equally effective measure that Lancôme can use to address its challenges of hiring new staff as compared to training and professional development. Offering new and existing staff benefits in terms of cash and other forms that are not cash based has also been evidenced as an effective strategy of addressing the challenge of hiring new employees. Employees are highly motivated by monetary benefits (Wagar & Rondeau, 2006). They are also motivated by other forms of benefits that are not cash based, such as paid leave for holidays and vacations, life and medical insurance, flexible working hours, retirement plans and family friendly benefits. Lancôme can adopt such employment benefits to motivate its employees (Basler, 2015). Some employers regard health care benefits as optional. They are however of critical importance to employees. Lancôme can attract talented employees by offering them health care benefits. According to Miller (2015), health care benefits are an important piece of an employees’ compensation package. Time-off benefits are also some of the popular types of benefits that employees regard highly. In order to remain competitive with other businesses, Lancôme should consider offering its new and existing employees health care and time-off benefits. Offering retirement benefits is also a good approach. Retirements benefits are a great way of enhancing the benefits piece of Lancôme’s compensation package. Offering better employment benefits will therefore attract new employees and retain existing employees (SBA, 2015).

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