Labor and employment law indirect compensation

Running head: EMPLOYEE HIRING 1


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Employee Hiring

In a firm, Compensation is understood d as the entire amount of both monetary, as well as non-monetary forms of reimbursements offered to individuals as payback for the provided labor service. This act of payment both direct, as well as indirect financial compensation that each employee is entitled to receive. On the other hand, indirect forms of compensation entail all the monies paid to the workers and are not included in the direct payments. It is also a kind of employee’s contract which covers items like temporary leaves of absence, retirement plans as well as benefits. Direct financial compensation is the most renowned form of payment in most organizations. It refers to the funds that are paid directly to the workers as an exchange for their labor. It encompasses everything from wages, to set salaries, tips, commissions, as well as bonuses (Andler, 2013).

Compare the direct and indirect compensation requests for each candidate

In the given case, the first candidate has a somehow achievable direct compensation demands. For instance, he is just asking for a competitive base salary, while the second prospective employee is requesting for the same competitive base salary. Both f the potential employees have a humble request regarding their intended direct compensations. They are asking for nothing more than the typical competitive salary (Reitz, 2016).

Regarding the issue of the indirect compensation favors from the Organization, the first candidate is requesting for a one week vacation as part of the benefits package. On the other hand, the second candidate is seeking for a paid Internet service at his home, in addition to the already competitive base salary. Between the two, the request for the former candidate sounds a bit friendly to the organization. Although the applicant has not provided the destination for his vacation, it is evident that is only going to be for a single moment within this contract period with the firm. On the other hand, the request for the latter appears difficult for the organization as he is asking for a fully paid internet service at home by the company, a form of compensation that is going to run as much as the employee will be attached to the company as its staff (Reitz, 2016).

As an HR professional, what do you think is the best hiring decision for the company and why?

Looking at the qualification credentials for both candidates for the marketing position, both of them owns similar educational backgrounds as well as certification regarding the job. However, the former candidate holds a twenty-year job experience in the marketing, a probability that he holds s more skills of customer persuasion, as well as being conversant with the type of challenges he is likely to face, as well as the solutions of going through such challenges. On the other hand, the last candidate despite having the same e academic credentials as his counterpart, he has only a six-year work experience; an indication that he has less experience regarding the field of marketing. It is evident that I will go for the services if the former candidate with vast expertise in the marketing field (Reitz, 2016).

Another aspect that I will put into consideration is flexibility at work. The first candidate shows a high level of flexibility at work as he is willing to work under flexible schedules such as during the nights, weekends and much more. This decision is beneficial to the firm as it will enable the organization to make extra customer base on the weekends when our competitors are probably enjoying their weekends. Contrary, the second candidate displays a high level of rigidity regarding flexibility as he is only willing to work at home. Such decision gets somehow involved as no one will be there to supervise hi operations, as well as the quality of services regarding marketing. More so, his services will not offer any extra benefits to the organization regarding flexibility as he is only willing to work during the regular working days, while at home, unlike his counterpart.

As a HR professional, basing on the aspects of both job experience, as well as matters flexibility at work, I would advise the management to go for the first candidate’s services as the comparison made between the two shows that the former is likely to create more positive gains for organization in term of creating more market base for the company’s products and services. The issue of company’s annual bonus inclusion will not be a headache, provide the candidate enables the firm to achieve its marketing objectives that will eventually result in the company’s benefits regarding market expansion, as well as profits.











Andler, E. C. (2013). The complete reference checking handbook. New York: AMACOM.

Reitz, A. E. (2016). Labor and employment law in the new EU member and candidate states.

Chicago: American Bar Association.

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