Different types of staffing methods and Compensation systems in Etisalat

Introduction
Etisalat is multinational telecommunications corporation. It is a communication service provider which is based in Asia and various parts of Africa. Its services are available in over fifteen countries in Africa which include Nigeria (Berkowitz, 2002). It is one of the world’s leading services providers.
The organization is headed by the chief executive officer, followed by the chairman of board and the vice chairpersons of boards. Below the chairperson of board are directors who are in charge of various departments. The CEO and the directors are responsible for setting the strategies in the organization. The HR department in the company is tasked to manage the workforce in the organization. Some of the roles of HR department in the organization include recruiting the workforce, training and general management of the workforce (Cole, 2013).
Part A
Staffing methods
Staffing refers to the process of recruiting the workforces and inclining it towards achieving the set objectives. There are two plans for staffing. The first one is the short-term staffing plan. The short term staffing plans incorporates strategies to achieve short terms goals. A point in a case is the employment of new employer to mitigate the shortage of labor (Staging management guide,n.d).
The second staffing plan is the long term which involves taking proactive plans for the company’s staffing needs. For instance, such plans involves taking into consideration the number of personnel retiring in the coming years and planning in advance for their replacement (Virginiatech,n.d).
Strategic staffing employed in the company involves the combination of short term and the long term staffing plans. Strategic plans are inclined towards achievement of the goals by taking into account the professionalism of the staff (Thomas,n.d). Also, it involves assessment of the staffing in order to determine the deficit or surplus of the staff members.
There are various staffing processes in the company. These includes setting manpower requirements, recruitment, selection, and orientation.
Questionnaire
HR Professionals
Name……………………………………………………………
Position…………………………………………………………..
Tick or fill where necessary
1. For how long have you been working with the HR department?
Less than one years over one years
2. How do you often conduct staffing processes?
Monthly semiannually annually

3. Do you pursue all staffing process steps; setting requirements, recruitment, selection, and orientation?
YES NO
4. What staffing plan do you often employ?
Short term long term strategic planning
5. Does your company conduct regular seminars and training for the staff?
YES NO
Do you think this seminars are of any importance?
YES NO
Briefly explain the answer: seminars and trainings are very important in ensuring that the staff remains dynamic to the current output demands. Seminars are meant to improve the professionalism in the staff and also imparting new skills which improve the level of productivity.
6. Do you think there is underperformance in your staffing
NO YES
If YES, explain the Couse
The system has been undermined by various factors. The first is that some of the HR managers are corrupt hence do not ensure that the four staffing processes are duly pursued in order to ensure quality. The company runs in various countries and some managers hailing from the particular counties do not consider the quality rather they base their recruitments on racisms and regionalism.
If NO what is the reason behind your success?………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….
6. Do you think the current staffing system needs improvement?
YES NO
If YES, propose: regular assessment of any system is meant to improve the systems efficiency. For the case of our staffing system, there is need to check the factors undermining it in order to design and effective solution.
Report
Etisalat Company is a multinational company with an extensive staffing system. It operates in over 20 countries. Each country act as subsystem with a CEO. Below the CEO are the directing managers which are responsible for strategic planning. However, the company has general version of staffing system. However, There is need to improve the staffing system in terms of processes coverage.
According to the research conducted there are various outcomes associated with Etisalat Company. The system is associated with some weaknesses that hinders it from optimal performances.
The company annually access the staffing system. Assessment of the staffing system is very important in ensuring that the company remains relevant to the current demands. Also assessment enables identification of surplus or deficit of labor.
Based on the response, the staffing system pursue the four steps in staffing, which include setting requirements, recruitment, selection and orientation. Setting requirement is a gateway to ensuring quality. It is a foundation of matching the skills of the candidates and the expected skills. This is very important in any recruitment process.
The second step is the recruitment. This is the actual process of finding the suitable candidates of the vacant positions (Diane, n.d). The process must be done without any favor. There are various vacant positions in Etisalat Company. These range from management, software managers and others. Etisalat Company opens most of its vacancies to global applicants. This is because it is a multinational company which operates in over 20 countries especially in Asia and Africa. Opening vacancies to global applicants is another way of marketing the services to other countries. Also, wider selection increases the probability of getting the most qualified personnel who can serve in the respective positions.
The third step is selection. This is the process of pinking the best out of the potential candidates. Selection should be done based on merit, without any discrimination.
The last step is orientation. Orientation is the process of briefing the selected on the various aspects which include environment, expectation, and others.
Recommendations
Although, based on the records, the company is performing, it has to improve in some areas as far as staffing system is concerned.
i. The company can reduce the system assessment period to semiannually. Assessment is meant to put the system on check against deterioration.
ii. Also, the staffing managers should improve the coordination and supervision in its structure in order to minimize the cases of corruption. Corruptions is manifested through regionalism and racism. Corruption undermines the operation of the staffing system.
iii. The company should improve and provide more training seminars in order to improve service delivery. Considering the fact there is high level of dynamism in the technological sector which is the basis of the company, improvement of skills through seminars is inevitable.
iv. Additionally, the staffing managers should embrace strategic planning in order to improve efficiency in the staffing system.

Part two
Compensation system refers to the system which processes total rewards to the employees for the services rendered. Compensating system processes both direct (salaries) and indirect payments (benefits such allowances and bonuses). Compensation of workers was first established in 1800 in Germany. It was meant to compensate the workers for the injuries during work (Medscape,n.d).
Etisalat Company has millions of workers globally. The workers work under different conditions. Because of the diversity of employees who serve in different dockets, the company has adopted an improved payment system which incorporates an international payment methods for instance use of MasterCard’s and PayPal. Also, according to some workers, they claim that the company pays well and also has initiated system of improving the workers performances through use of other benefits. There is close relationship between HR department and the compensation systems (Compaine,2001). This is because both systems targets employees. Also, employees receive all benefits through HR department. Therefore, the company has a structure which manages compensation process.

Questionnaire
HR professional
Compensation system
Name………………………………………………………………………
Position…………………………………………………………………………..
Tick or fill where necessary
1. For how long have you been serving in this department?
Less than one years over one years
2. How does the company employ workers?
On contract basis: On permanent basis: Both:
3. Are workers compensated equally based on regions?
YES NO
If NO, what is the criteria for payment in various countries? .Etisalat operates in different countries which have different level of economic development. Therefore, the first consideration is the nation’s economic status. Also the chief executive officers in different have different strategies on payment levels depending on the performance of the company in the country.

4. What is your commonly used payment method?
Wire transfer: Credit card others
5. Apart from salaries, does your payments incorporate other benefits?
YES: NO
If yes specify other payments and explain briefly explain: the company also pay allowances and bonuses to the employees.
6. Are there any complains about your payment levels and payment systems?
YES: NO:
7. What are some of the plans to improve the system in terms of efficiency?
The company plans to improve the systems to incorporate more international payment systems in order to ensure efficiency.
8. Do you think there is unfairness or corruption in the system?
YES NO
9. Are the managers working in compensation department strategist?
YES: No
10. Briefly give the level of your company in terms of compensation level.
Etisalat is one of highly paying companies.

Report
Etisalat Company is one of the best paying service providers. The compensation system is closely attached to the HR department. The company has embraced the world’s payment systems for instance the use of credit cards and MasterCard.
The company does not equalize the payments, rather it bases the payment method on the country where the service is provided. The company runs its services in various countries in Asia and Africa. These countries have different levels of economic development. The main determinant which determines the level of income in any country is the economic performance. The higher the level of economic development the higher the level of income (Rheman ,n.d). Therefore, the factor of variation in the level of income earned by the same job description workers is the economic level of the particular country.
The company makes compensation to the workers in various Forms. Apart from the salaries, the workers enjoy other benefits which include bonuses and allowances. Bonuses are very crucial in ensuring that the workers are motivated to produce the best and also maintain organization loyalty. Currently, the managers need to strategize on how to motivate the workers to produce the best in order to win competitive advantages over the competitors (Keller,2013). Competition in the communication sector is gaining momentum because many other companies are getting into the market. Therefore, one of the methods of mitigated the impact of competition is spending much on value added and employer motivation.
The compensation system in the company is efficient. From the research, there are no complains about the system. This means that the company is working to improve the performances. Efficiency is associated with the compensation methods employed and also the coordination with other departments.
Types of compensation employed
i. Direct compensation. These incorporates the salaries, bonuses and allowances.
ii. Indirect compensation: indirect compensation incorporates all the secondary compensations made to the company. This include the overtime policies, insurance and leave policy. All these types of compensation applicable I Etisalat are very crucial. However, the main setback that can hinder the operation of these types of compensation is poor management and communication within the company.
Etisalat Company employs workers both under contract terms and also on permanent basis. Various workers are approved to be on permanent basis after a given period of service. However, workers on contract terms are paid high compared to the workers on permanent basis.

Recommendation
The company needs to incorporate more payment options, for instance the use of money bookers. This is in consideration of the expansion of the company to many more countries. Therefore, it should try to develop a more universal mode of payment.
Also, the system should be given periodical assessment in order to maintain its efficiency and proper functionality.

References
Berkowitz, H. (2002). Building service provider networks. New York, NY: Wiley.
Cole, A. (2013). Analysis of Etisalat. Munich: GRIN Verlag GmbH.
Compaine, B. (2001). Communications policy in transition the Internet and beyond. Cambridge,
Mass.: MIT Press.
Diane, L (n.d).” Four Strategic Staffing Processes.” Retrieved from
http://smallbusiness.chron.com/four-strategic-staffing-processes-14297.html
Keller, K. (2013). Strategic brand management (4th ed., Global Ed.). Pearson.
Medscape (n.d). Workers compensation system. Retrieved from
http://emedicine.medscape.com/article/314020-overview
Staging management guide (n.d). “Staffing Process – Steps involved in Staffing”. Retrieved from
http://www.managementstudyguide.com/staffing-process.htm.
Thomas P. Bechet (n.d). Developing Staffing Strategies That Work: Implementing Pragmatic,
Nontraditional Approaches. Retrieved from
http://unpan1.un.org/intradoc/groups/public/documents/un/unpan021815.pdf
Rheman ,M.(n.d). Compensation systems. Retrieved from