One of the methods of remuneration for employees is to provide them with adequate tools for their work. By working tools can be understood in material supplies and tools used by the employee to perform work. At this point it is worth noting that access to internal training, for example through e-learning platform, include any other component of remuneration which is " growth opportunities." In turn, access to prestigious tools, such as high-class car, is not classified as group work tools but benefits additional , because it is much more than the employee needs to perform their duties.
working tools can be divided into two types, individual and in the workplace. First are the tools necessary for personal use in daily work. The second is the tools and conditions that are available within the workplace. Pens, pencils, uniforms, and portable tools are the individual tools, the desks, computers, room or forklifts are the tools available at work [Tropman, 2001, p. 135].
introducing tools an employer has to choose the necessary tools, adapt them to the needs of workers and determine the manner in which the employee can use them.
biggest problem with working tools to define the proper range, which should come within their squad. For reasons of cost, organizations are trying to tightly control spending on tools. However, ensuring the proper mix seems to work to be needed, if only in order to remain competitive in the market. If the employee has not received at the disposal of a computer with appropriate software, would not be able to adequately complete the task quickly. Because of the diversity of the tasks they can perform the employee's hard to clearly determine a list of necessary instruments of work, so to properly respond to the needs of employees. The solution to this problem can be audited in the various departments for appropriate resources tools. The results of this audit can be made available for verification of employees, who can add additional comments on issues that they seem to be problematic, such as "access to printer paper is too complicated in terms of administrative and takes too much time" or "tools are outdated," [Tropman, 2001, pages 135 - 136].
Another problem is the balance between the costs of working tools and their usefulness in the performed tasks. An example would be the size of computer monitors. It can be assumed that a larger monitor makes it easy to work However, the problem is to decide what size monitor is sufficient and optimal for the job. Such dilemmas can find a lot. The solution can provide a survey on the expected work carried tools among employees.
third problem concerns the tastes and preferences of employees. Work tools can be the motivator in itself, an example might be the latest model mobile phone. Due to the differences between people, for some it could gratification, while others will not notice the difference between this model and the simplest phone with basic functions. In order to properly motivate the employee, supervisor should meet the needs of their employees, this does not concern only the tools of work but also other components of pay.
final problem concerning the tools of labor is the problem of treatment of corporate resources. The problem specifically relates to the individual tools, where due to the fact that hardware is not private, does not care about him as a self. An example might be a company car, which can be place all over the place and go there after all, even the worst way. A good solution to this problem is to establish the possibility of redemption work tools at preferential prices, on the occasion of periodic replacement of equipment. In this way, the worker uses the tool, due to the awareness that it will have an opportunity in the future become the owner will care about them more [Tropman, 2001, pages 137-139].
[ Tropman, JE (2001). The Compensation Solution. Lexington: University of Michigan Business School Management Series ]
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