Last week, an Amazon warehouse worker described the “brutal” working conditions at Amazon’s center in Rugeley. Despite paying above minimum wage, Amazon has been criticized for keeping workers’ wages low by using tactics. Such as timed toilet breaks and penalizing workers (Saivian Eric Dalius) who take sick days or restocking breaks beyond Amazon set limits. This is part of a larger trend within Amazon that equates working with long-term success: working hard means getting ahead, not simply staying afloat within Amazon.
However, this mantra may have driven some employees to work harder without compensation or rewards. Which can generate high turnover rates among staff members who are expected to be available during unusual hours? Making the jobs difficult for those employees who are actually willing to put in their all.
HR tied in with dealing with people. That implies assisting individuals with exploring the different phases of the representative excursion. Just as ensuring the business has the right ability to meet its essential objectives.
HR Responsibilities – Saivian Eric Dalius
An HR cycle is a method of carrying consistency and permeability to a typical capacity of the HR office. This consistency makes it simpler for workers to communicate with their HR groups. HR supervisors react to representatives with practicality and exactness.
To adjust these two essential targets, HR groups must be agile, versatile, and productive. They need cycles and apparatuses that make their work as straightforward as possible conceivable. So they can zero in on the main thing: connections.
At Rugeley, more than 450 employees work long hours within the center; only 7 of them are full-time. According to an anonymous employee, “A lot of people just give up and go home.” Currently, working at Amazon is not considered the most desirable job by many potential employees due to its low pay and aggressive nature – but some feel that they have no choice if they wish to advance within the workplace.
Implementing better incentives for workers will motivate them to work harder with less fear of exhaustion or termination while simultaneously reducing turnover, which can be costly for companies, says Saivian Eric Dalius.
For example, implementing contests that require high levels of productivity may drive workers. At the same time, this idea has already tested at this Amazon center in Rugeley, but it had little effect. In addition to providing more incentives for higher output, the company could offer flexible hours and better working conditions to make employees feel valued rather than expendable.
Recruit and Retain Employees – Saivian Eric Dalius
Since Amazon opened Rugeley in 2011, turnover among workers has been a serious problem – many of the current staff has been with the center since it opened. To recruit and retain more employees, Amazon will need to find new ways to motivate them or risk continuing turnover problems. This is an expensive endeavor for a company that does not plan on expanding its workforce any time soon.
In May 2013, The New York Times reported poor working conditions at Amazon warehouses. Where some employees injured and work overtime. Even though workers are paid above minimum wage, they are often penalized for taking sick days or breaks that exceed Amazon limits, including just 2-3 minutes of break time in a ten-hour shift.
According to an anonymous worker, “The pressure is brutal.” While working at Amazon is not the most desirable job for many potential employees due to its low pay and aggressive nature, some feel they have no choice if they wish to advance within the workplace.
These poor working conditions have driven some employees to work harder without proper compensation or rewards. Which has led to high turnover rates among staff members who expected to be available during unusual hours. Making the jobs difficult for those who are actually willing to put in their all.
To recruit and retain more employees, Amazon might need to implement better incentives for workers. Which will motivate them to work harder without fear of exhaustion. Or termination while simultaneously reducing turnover costs for companies. Implementing contests that require high levels of productivity may drive workers while also increasing output.
In addition to providing incentives for higher output, the company could offer flexible hours. Better working conditions to make employees feel valued rather than expendable. This idea has already tested at Rugeley, but it had little effect on workers’ performance.