Case: Wage and Salary Administration
Wage and Salary Administration Case
There are several technical functions and responsibilities that a human resource manager has to carry out. Apart from developing and checking the policies of an organization, they also maintain a professionalism degree at the pinnacle. Besides, the manager has a duty of implementing and justifying the evaluations that are meant for workers. Besides, they also perform the task of coming up with a fair pay structure meant for each and every description of an individual, and the set goals, and objectives of the firm, together with a mission statement. They also safeguard the fay pay and ensure that they meet the degree of skills and functions of each and every worker.
Suggestion
I would suggest that the justification made by TED in the evaluation of the position was correct to be conducted. However, the step he took on evaluating the positions randomly without thorough coordination within the stipulated timeframe awarded to the committee was not in proper coordination. In the front appliance firm, Ted Smith holds the position of the Total Reward Manager, and amongst the duties he performs includes arrange the strategic, and forward it to operational management to design, generate, put in action, administer, and pass information for the total reward program to consider retirement, health, wellness, incentives, welfare, and base pay. Amongst these are the development and presentation of philosophy and promoting the policies and practices. His mood on this day was varied, and the steps he took on the last minutes can negatively affect an employee who has smoothly conducted and presented their duties with no other issues for a period of fourteen years. Contrarily, spur the latest take on the comments presented by other workers, has it that Ted ought to have ensured that the plan is in place, and made the workers aware the evaluation would be taken on the fourth coming arranged meeting. Such would enable the team to accurately carry out research for the positions, and good timeframes. Fortunately, the receptionist may have missed the assessment that is meant for promoting that specific position. This opinion could have been suggested by Rebecca. All in all, Ted could still have her place assessed accordingly with appropriate strategies and coordination. Besides, he ought to have slicked to his profession and inform the members of the committee that the specific seat has been ignored and has not been included and has been included in the arrangements to rectify the blander.
As a requirement, Ted is to take the lead whilst developing and controlling Human Resource reporting and analysis possibilities. This entails adhering to government policies and regulations while putting in action code of conducts for the enterprise. His area necessitates that he understands the incentive programs through having prerequisite experience without relying on the to-do list as this does not afford the workers or the employer the opportunity to accurately acquire the job positions and rate specific performances as required. In a situation whereby the company has a short, mid and long-term profits were duly forwarded to Rebecca who is the receptionist in in time together with adequate advice on her duties, she would likely inquire as to why she had not been given a greater chance or a paid increment to grade 4 as a reward for her remaining task and professionalism. Both Peter and Margo were turned off with how Ted responded to the evaluation conducted by Rebecca. She has plans to set effective timelines for outlined promotions, and review conducted periodically to aid in preventing instances such as where Rebecca was neglected during the pay increments (Revathi, 2020).
If I Could Have Been Ted
If, in any case, I could have been Ted, I could have modified the remedies, and correct the old system, and improper protocol that he has been using. Right now, it is important for Ted to undertake his important issues, and correctly evaluate timeframes together with requirements set for performance. If he ignores such remedies, then he will still mishandle the issues he ought to have solved. To me, I would ensure that I create groups and a team that would work together solemnly to assess all the tactics of the stages. These stages would then ensure that they put in action the correct evaluation meant for the program set for the Total Reward by the help of the phases. This would also enhance workers to put together the payback program, individual improvements, and benefits.
Thereafter, there exists a crystal clear indication of what is needed so as to get grade four or greater as Okeke, Nwele, & Achilike (2017) supports. In a situation whereby the Front Appliance Corporation was in need of a position that is not permanent to carry out the task load, it would then be of great help for Ted to prescribe the temporary tier collections which could partake the permanent situations. This would be of great importance in improving the workforce on the currently working employees. Tier collections are places of the same positions, and work needed, and exist readily in a firm. When the steps and policies that clearly articulate the timeline for job goals, and promotions are implemented, the new workers will rise in the pay grades (Kousalya, Gurusamy, & Kavitha, 2017).
Highest Pay
The greatest structure for payment can be generated by the section of the human resource showing the sections and important necessities for every position. This can be generated and act as a focal point. With the risen number of responsibilities and change work positions, the rates of payments can be modified too. This can be done with the help of work profits and incentives. A greater rate of payment can be generated with the help of a point procedure. Initially, the position in question should be noted, and the section of the human resource should begin with a description of a task and confirm the tasks and duties that are needed to meet the work that is to be done on a daily basis. The assessment should then be done with the aim of analyzing the payment information, and come up with a pay structure documented to generate a policy pay needed for individual play goal.
The department of Human Resource will be in a position to generating the pay grads and create the ranges of payments for the highest rate. Some sections will have the grades of payments raised a bit regarding their responsibilities, safety precautions, and labour. These pay rates will also be in sections regarding the level of education and skills for generating the pay grades (Jake, 2018). While ensuring that the profits and payments are at the maximum point, proper training, orientation, and education plan should be put in place to enable the workers to digest all their responsibilities and tasks. Besides, there should be appropriate performance modification debate in the times of employment, and carrying out the outgoing questioning to come up with distinguishably absorbing the exit of workers from the firm (Jake, 2018).
Methods of Improving Salary Meant for Rebecca
If, in any case, the highest grad four of the firm is meant for Rebecca, there exist some other ways that the firm can put in action to ensure that all employees have their payments increased. The company can include extra work for their latest position to increase the rating section for their mental effort, skills, pay grade, supervision tasks, experience, risks, and fiscal duties. Besides, the firm could incorporate the gym memberships, bonuses, paid leaves, and payment perks. These are all advantages that can be enjoyed by all employees. Therefore, it is very key to provide all employees by these advantages, and therefore, this will do away with beliefs of favouritism as suggested by Jake, (2018).
References
Jake, N. (2018). A study on Wage and Salary Administration with reference to Goldfinch Hotel, Mangalore. SDM College of Business Management.
Kousalya, P., Gurusamy, P., & Kavitha, S. (2017). A Study On Wage And Salary Administration In Small Scale Units In Tamil Nadu District. CLEAR International Journal of Research in Commerce & Management, 8(4).
Okeke, P. A., Nwele, J. O., & Achilike, N. I. (2017). Impact of Effective Wages and Salary Administration on Civil Service Productivity in Nigeria: A Study of Anambra State. Asian Journal of Applied Science and Technology, 1(9), 421-438.
Revathi, T. (2020). A STUDY ON EMPLOYEE WAGE AND SALARY ADMINISTRATION. Studies in Indian Place Names, 40(40), 325-331.