Advanced Remuneration and Performance Assignment 2022

Running head: ADVANCED REMUNERATION AND PERFORMANCE 1
Advanced Remuneration and Performance

ADVANCED REMUNERATION AND PERFORMANCE 2
Table of Contents
Welcome Page............................................................................................................................3
Resume.......................................................................................................................................4
Part A.........................................................................................................................................6
Part B..........................................................................................................................................7
Video Script...............................................................................................................................8
References..................................................................................................................................9

ADVANCED REMUNERATION AND PERFORMANCE 3
Welcome Page
I am a flexible and an adaptive person with an ability to grasp things at a quicker
manner along with the search for the appropriate opportunities in order to formulate various
goals and objectives as far as the growth and development in my career is concerned
accordingly. I would like to gain skills and develop accordingly at the personal and
professional level. I am committed to meet the expectations of my employer and the clients of
the organisation with which I am associated in order to imply the progress and development
of the organization in an effective manner as a result of my contributions accordingly. I am
also a responsible person who believes in delivering to the best of my abilities as far as the
aspect relating to job duties is concerned taking account of the organizational needs. I would
like to provide a comprehensive solution to the customers of the organization on a timely
basis as far as the delivery of the qualitative services is concerned. I am also passionate about
teamwork as a far as the contribution of mine to any group task is concerned by the virtue of
communication with team members in a proper and appropriate manner. I am also a
multilingual person thereby possessing skills related to the fluency in various languages
accordingly thereby being able to serve clients at the global level. As a result, I have also
gained experienced in terms of cross cultural management accordingly thereby working with
people belonging to different backgrounds. With regard to the experience in terms of team
work, I have influenced and inspired the members of the team to deliver the work in a proper
manner as far as the desired outcomes are concerned with reference to the attraction of more
and more clients thereby leading to the generation of a huge amount of profits for the
organisation accordingly. I am also adept in the usage of computers as far as the aspect
relating to Information Technology with regard to the services provided by the organisation is
concerned.

ADVANCED REMUNERATION AND PERFORMANCE 4
Resume
Sai kiran kvs
Tel: [phone] | Email: [e-mail] | Address: 224/2 Gillies st, Essendon
nth.
Objective
I am an enthusiastic learner who is passionate about working in a creative manner thereby
contributing towards the goals of the organization.
Career profile
Being a Final year student of Master of Project management with exemplary expertise and
skills I plan to provide incredible service meet the demands of my employer and clients. I am
keen to gain hands-on experience by working in an organization to upgrade my skills at the
professional level.
Education
Master of Management(Project management) 09/2017 – Till Date
La Trobe university, Melbourne.
• Graduating in September 2019
Bachelors in Mechanical engineering 6/2012 – 7/2016
VIT University, TN, India
• GPA of 7.3/10
• Secured top rank for the Industrial management course in 2014 .
• Class representative from 2016 and event coordinator for the National-collegiate festival
organized by the SMBS department ,VIT University.
Work experience
 Customer Service Attendant at CALTEX Dandenong (Jan 2018- present)

ADVANCED REMUNERATION AND PERFORMANCE 5
Responsibilities:
 Operation of the cash registers.
 Ensuring the cleanliness and tidiness of the store, and the appropriate pricing and
laying out of the items.
 Generating reports of fuel, oil, and accessory sales on a daily basis.
 Contributing to the periodic stock taking.
 Checking for Expired and damaged products.
 Aiding customers with the items they are looking for – along with requesting them to
purchase and return to the store again for next purchase
 Briefing customers on the cost with respect to items and packing of items for
customers, if necessary.
 Team member, Young Brand Ambassador of Unicef Australia 10/2018 - 03/2019
UNICEF Australia (Face-to-Face Fundraiser) Melbourne, Australia.
Responsibilities:
 Making Telephonic Conversations for survey.
 Raising funds for the world’s most vulnerable children around the world.
 Engaging as many people to achieve maximum targets to save more lives.
 Striving towards daily targets.
 Working with the team to make sure that the targets are met.
 Motivating the team for the incredible work.
 Managed to raise more than $1300 in just two months.
Skills
 Critical decision making
 Management of time
 Cross cultural teamwork
 Resolution of conflict
 Adept in Microsoft office (powerpoint, word,excel)
 Acquainted with Windows & Mac os.
 Well versed in various languages
Achievements & Volunteering experience
 Secured 9 five star reviews from the customers in a week and received Customer
service excellence award from the Business manager.
 Responsible for organising 3 Blood donation camps in a year at 2 different locations
in collaboration with Red Cross.

ADVANCED REMUNERATION AND PERFORMANCE 6
Part A
The aspect pertaining to remuneration management plays an important role in the
loyalty of employees to the organisation accordingly as far as their salaries and increments
are concerned. It leads to the development of the organisation to a considerable extent by the
virtue of the contribution of the employees. The model pertaining to the business strategy of
the organisation would play the key role in the determination of the aspect pertaining to the
management of the remuneration of the employees in an effective manner which primarily
involves the availability of people and infrastructure (Agustiningsih, Thoyib, Djumilah &
Noermijati, 2017). The three main practices which are involved in the remuneration system
imply the rewarding of employees through incentives, regular promotions and pay hikes for
incredible performance and the flexible policies of the Human Resources. The rewarding of
employees through incentives implies the aspect related to the additional payments to be
made to the employees along with salaries for the delivery of performance beyond the
stipulated targets as far as productivity is concerned. It further implies that there should be
motivating factor for the employees in the form of incentives in order to reward them
accordingly in the form of bonuses and incentives depending upon the needs and viability of
the organisation. The incentives are to be disbursed in accordance with the performance of
the employees in a proper manner so as to maintain parity in payments accordingly with
reference to the needs and demands of the organisation. The aspect related to regular
promotions and pay hikes imply the increase in salaries and increments of employees on a
yearly basis as far as the report relating to performance appraisal is concerned accordingly. It
also involves the promotion of the employers to higher positions and designations
accordingly. Such an aspect implies the valuation of the incredible contribution made by the
employees towards the growth and development of the organisation accordingly (Deschenes,
Boubacar, Rojas & Morris, 2015). It would play an extremely important role for the
employees to deliver incredible performance in an effective manner. The aspect related to the
policies of the Human Resources would also play an essential role with reference to the
formulation of a remuneration system in a proper and appropriate manner as far as the
plotting of the salaries for different employees are concerned (Nankervis, Baird, Coffey &
Shields et al., 2016). It would help in the hiring and recruitment of the employees in a proper
manner depending upon them salary expectations of the job applicant in question along with

ADVANCED REMUNERATION AND PERFORMANCE 7
their valid and relevant skills in addition to related experience accordingly. It would also help
in the aspect related to the attraction and retention of employees in an effective manner. As a
result, the processes related to the formulation of an effective remuneration system are
justified accordingly.
Part B
The concept of performance management plays an essential role with reference to the growth
and development of the organisation in a proper and appropriate manner as far as its viability
is concerned accordingly. It also leads to the providing of comprehensive solutions to the
customers of the organization in an effective manner accordingly. As a result, it is essential to
formulate a system pertaining to performance management in a proper manner accordingly as
far as the derivation of the desired outcomes is concerned accordingly. The model related to
the system of performance management would play a vital role in the development of the
organization as a whole accordingly. The three main practices which are involved in the
system in terms of performance management imply the setting of targets for the employees
on a daily basis, feedback on the performance of the employees on a regular basis and the
aspect related to the undertaking of a certain approach with reference to the improvement of
performance of the individual employees in a proper and an appropriate manner accordantly
(Sharma, N.P., Sharma, T. & Agarwal, 2016). The aspect related to the setting of targets for
the employees on a daily basis implies the imposition of penalties with regard to the delivery
of performance below the stipulated target and the awarding of incentives for performing in
excess of the stipulated target accordingly. It also involves the increase in the target as far as
better productivity on part of the employees is concerned accordingly. The performance of
all employees are reviewed and assessed accordingly with reference to their contribution to
the organisation in a proper and appropriate manner accordingly as far as the needs of the
organisation are concerned taking account of the aspect pertaining to viability of the
organisation. The quality of the performance is also taken into consideration in this regard
accordingly. The aspect related to feedback on performance implies the reports being
generated as a result of the delivery of the performance of the employees in the desired
manner as far as their progress and growth at the organisational level is concerned
accordingly. It also implies the steps and measures that are ought to be taken by the
employees with regard to the delivery of performance as far as the report pertaining to the
feedback is concerned (Buckingham & Goodall, 2015). It implies the communication

ADVANCED REMUNERATION AND PERFORMANCE 8
between the employers and the employees in a proper manner as far as the needs of the
organisation is concerned accordingly along with the demands of the customers. The aspect
relating to the undertaking of an approach for the purpose of improvement of performance
implies the concept related to the various methods and techniques to be taken into account for
the purpose of growth and development of a n individual at a professional level accordingly
thereby covering up and addressing of the grey areas and loopholes are concerned
accordingly (Ishizaka & Pereira, 2016). It would also play the key role in the progress and
development of the organisation in a proper manner accordingly.
Video Script
0:00-0:30- I am a final year student of Masters in project management at LaTroube
University, Melbourne.
0:31- 0:50- I have professional skills related to project management which implies the
knowledge of an expert.
0:51-1:20- I am keen to display and showcase my skills and talent related to project
management if provided with a scope and opportunity in the desired manner accordingly. I
have already gained professional experience related to project management in a significant
manner.
1:21-1:40- I have also experienced working in teams where the members belonged to
different cultural backgrounds. As a result, I have developed skills related to cross cultural
management accordingly.
1:41-2:00- I also know a variety of languages. It implies that communication with people
with different lingual backgrounds would not pose any impediment or a hindrance for me as
far as the global level is concerned. I can work in various kinds of teams as per the demands
of the organisation in question.

ADVANCED REMUNERATION AND PERFORMANCE 9
References
Agustiningsih, H. N., Thoyib, A., Djumilah, H., & Noermijati, N. (2017). The effect of
remuneration, job satisfaction and OCB on the employee performance. Science
Journal of Business and Management, 4(6), 212.
Buckingham, M., & Goodall, A. (2015). Reinventing performance management. Harvard
Business Review, 93(4), 40-50.
Deschenes, S., Boubacar, H., Rojas, M., & Morris, T. (2015). Is top-management
remuneration influenced by board characteristics?. International Journal of
Accounting & Information Management, 23(1), 60-79.
Ishizaka, A., & Pereira, V. E. (2016). Portraying an employee performance management
system based on multi-criteria decision analysis and visual techniques. International
Journal of Manpower, 37(4), 628-659.
Nankervis, A. R., Baird, M., Coffey, J., & Shields, J. (2016). Human resource management:
strategy and practice. 4th ed. Melbourne: Cengage AU.
Sharma, N. P., Sharma, T., & Agarwal, M. N. (2016). Measuring employee perception of
performance management system effectiveness: Conceptualization and scale
development. Employee Relations, 38(2), 224-247.