CX663301 Human Resource Management

Human Resource

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Table of Contents
Part 1: Remuneration.............................................................................................................................2
Answer to question 1.........................................................................................................................2
Answer to question 2.........................................................................................................................2
Answer to question 3.........................................................................................................................3
Answer to question 4.........................................................................................................................3
Answer to question 5.........................................................................................................................4
Part 2: Induction, Training Needs Analysis and Training......................................................................5
Answer to question a.........................................................................................................................5
Answer to question b.........................................................................................................................5
Answer to question c.........................................................................................................................6
Answer to question d.........................................................................................................................6
Part C: Performance Management.........................................................................................................7
References...........................................................................................................................................11

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Part 1: Remuneration
Answer to question 1
Bob has created the estimated salary data of different brands for several positions. The main
purpose for salary surveys is to find out the median or average compensation that is paid to
the employees. The salary surveys help in determining the wage level according to the
position available (Robbins, 2017). It also supports in knowing the wage trend that is going
in the market by checking the salary that is offered by different company. It also helps in
identifying the compensation structure that cones the basis pay, bonus and other benefits
plan. The salary surveys might help Bob in many ways as it will allow him to design the best
remuneration plan so that a fair reward plan is created. Additionally, it is true that salary
surveys have become immensely important as it identifies the elements of managerial
dimension (Houldsworth & Brewster, 2016). Salary survey allows having a brief look on
salary as well as other perquisites benefits (Freund, Everett, Griffiths, Hudon, Naccarella &
Laurant, 2015). It also helps in designing a fair compensation system by gathering the
information according to the industry standards. Thus, the data analysed will be helpful for
Bob at time of hiring new employees.
Answer to question 2
Bob need to take certain steps to achieve these objectives this can be done by spreading
awareness about the benefits of using gardening architecture. Once people are aware about
its advantage the demand will automatically increase and it will boost up the profit margin
(Freund, Everett, Griffiths, Hudon, Naccarella & Laurant, 2015). Bob after hiring the
employees should also have a one-on-one interaction so that basis of remuneration is
provided to new staff (Tayoun, et. al, 2016). Remuneration is not only used to offer fair
reward to new staff members but also used to retain them. The further opportunities and

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benefits that will be gained by the employees should be showcased by Bob so that
determination to work gets boosted (Robbins, 2017). Once the staffs have joined the
business, Bob should explain them with the incentive plan and about the extra benefits that
they might gain (Tayoun, et. al, 2016). This will enhance the productivity and will help Bob
to achieve the goals. Apart from that, explaining the role of all the staff at the initial stage is
important otherwise it can cause hindrance at the later stage. Bob should explain the future
goals that will increase in upcoming years (Hr-survey, 2015). This will help employees to
retain for a longer run.
Answer to question 3
Other non-financial benefits that could be offered to employees are offering those flexible
working hours and development plan. If flexible working hours are offered it will add up
flexibility and will widen up the interest for working at the workplace. As every employee
wish to work in a flexible area thus shifts need to offer according to the employee
convenience (Perez, et.al, 2016). This will enhance the overall productivity. Some work
from home benefits should be offered so that employees can work as per according to their
convenience. Non-financial benefits are used to improve the performance as they boost up
the productivity. Fixed number of paid leaves should be offered so that retention rate also
gets improved (Dhaliwal, Li, Tsang & Yang, 2014). Non-financial benefits are adjusting
holidays, flexibility in the working hours, offering work from home and other allowances.
Professional growth is closely connected with the employee’s productivity (Fulmer &
Ployhart, 2014). The other non-financial offering is easy at the work place and some other
benefits.