Reference no: EM132260257 , Length: word count:1800
Assignment -
Assessment 1 - Instructions
Carefully read the Case Study
Using the information provided in the case study your task, as the Consultant to the Case Study organisation or organisation of your choice (approved by the Lecturer), is to critcally analyse remunerations systems, make an assessment of which system or hybrid of systems is most appropriate (come to a conclusion and put forward a recommendation to the Case Study organisation.
Assessment 2 - Instructions
Read the Case Study on the LMS. In this report you are acting as a HR Consultant to the Case Study organisation. The report is to be written in report format with a table of contents and headings, sub-headings and numbering for each section and sub-section. The report must provide a clear purpose, scope and limitations of the case study. The report will include a diagnosis of the current performance management system in the Case Study. It will identify the performance management issues in the case study and provide an understanding of such issues related to the staff and the organisation. The report will also compare at least two performance management systems and relative elements/practices/processes. You will need to argue which performance management system or hybrid of two or more performance systems should be implemented at the Case Study organisation. Remember you have to come to conclusions before you can develop any performance management system and practices. As the HR consultant you must write the report as you would present to the Case Study organisation. You must use at least fifteen (15) contemporary (beyond 2007) academic journal articles (Do not cite the internet). Ensure you follow the criteria rubric in terms of the structure of the essay and the content. Read every section of the criteria rubric and respond accordingly.
Note - Need only Assignment 1. Word Count- 1800 words.
Readings that will help with the assignment -
- Classifying Work in the New Economy in Academy of Management Review Article by Cappelli, P.; Keller, J.
- Developing position-based pay systems in Employee Performance and Reward Chapter by Shields, John
- Ch.10 - Rewards systems and legal issues in Performance Management: Pearson New International Edition. Chapter 10 of Part of book: Performance Management: Pearson New International Edition, H. Aguinis, 2013.
- Does Total Rewards Reduce the Core Employees' Turnover Intention? in International Journal of Business and Management Article by Cao, Zhoutao; Chen, Jinxi; Song, Yixiao
QUESTIONS to consider to have a better understanding of the Assignments from Shields, J. (2012) Developing position-based pay systems. Employee Performance and Reward. Cambridge University Press. Pages 269-295.
MARKET SURVEYS:
1. What do market surveys involve?
2. Are position titles enough to allow us to compare jobs and their pay rates? Explain.
3. What advice would you offer as consultant to the case study organisation if they were deciding which external organisations to survey?
4. What advice would you give them as consultant regarding what information they should collect on each position?
5. If the case study organisation were to use market survey data to set BASE PAY rates, what advice would you give them as consultant, if they were to set their BASE PAY rates:
a. In the top 25% of the range?
b. At the 50% mark?
6. What cautions would you attach to the reliance on market surveys?
JOB EVALUATIONS:
1. Define job evaluation. What is the end result?
2. Compare job ranking and job grading. After considering the pros and cons of each, how might you apply these methods for use in the case study organisation?
3. Repeat the above exercise for factor comparison and points-factor job evaluation. Should market rates be a consideration here as well?
GENDER-RELATED PAY DISCRIMINATION
What are the risk factors inherent in these techniques for perpetuating gender-related pay disparities? How can these risks be mitigated for the case study organisation?
Attachment:- Assignment Files.rar