Advanced Remuneration and Performance Report 2022

Running head: ADVANCED REMUNERATION AND PERFORMANCE
Advanced Remuneration and Performance

ADVANCED REMUNERATION AND PERFORMANCE 1
Table of Contents
Welcome Page.................................................................................................................................3
Portfolio Part A................................................................................................................................6
Portfolio Part B................................................................................................................................8
References......................................................................................................................................11

ADVANCED REMUNERATION AND PERFORMANCE 2
Welcome Page
Sridhar Srujan
Sridhar Srujan has done Bachelor Degree in the field of mechanical
engineering from Vellore institute of technology, India. Sridhar Srujan is currently
pursuing the master’s degree in the field of project management from La Trobe
University which is located in Melbourne, Australia. In the school time, Sridhar
Srujan has studied advanced system of computer science in order to gather
knowledge in the field of Information Technology. Now coming to the work
experience, Sridhar Srujan has introduced himself as a financial expert by whom
he has been selected in the company Mithai Babu LLP as a director in the year
2017. In the current situation, Sridhar Srujan is currently working in the E-
commerce startup business at the company Rooftops LTD. It is a kind of food
delivery Service Company.
Sridhar Srujan has also some kind of unique skills like decision making
skills, communication skills and team management skill. The aforementioned skills
have helped Sridhar Srujan to get a good position in the working field. He has also
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been selected in the projects like investigation and prototype on Homogenous
charge. By attending several programs, he has gained knowledge for working as a
mechanical engineer.
Portfolio Part A
Remuneration system model
Figure 1; Remuneration model
Objectives of the company
The remuneration system model is also used to analyse the objectives of the company (Kaiser, El
Arbi & Ahlemann, 2015). In addition, the main objectives of the firm are to develop a
competitive advantage in the operating market. Moreover, the remuneration system must be
analysed by the authorities of the organisation in order to identify the performance gap of the
organisation.
Identification of improvement

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The improvement areas must be identified by the authorities of the organisation. With the
identification of improvement, the authorities of an organisation will be able to help the
employees to develop their performance in an effective way. Some specific areas must be
improved in a prominent manner by which the organisational performance can be enhanced.
Basic salary policies
In this organization examine about different arrangements that characterize fundamental pay of
the representatives in an organization (Kaiser, El Arbi & Ahlemann, 2015). It additionally
recognizes different pay components that must be incorporated into the fundamental pay of the
organization's representative.
Remuneration package implementation
At the point when the organization settles on impeccable fundamental pay arrangement and
different segments of the remuneration. At that point in blend, these things establish the
compensation bundle of the organization for every representative (Stettina & Hörz, 2015).
Evaluation of remuneration package
After the execution of the splendidly constructed compensation bundle in the organization, at
that point the investigation and assessment of that bundle come. It is done so as to recognize any
disadvantages in the structured compensation bundle for the organization. Along these lines, this
procedure again begins from the initial step.
Practices for supporting the model of remuneration
Consultation with staff
By consulting with the staff, the business authorities of an organisation will be able to develop a
suitable business process so that the employees can maximise their performance. Another
method that can also be implemented is the benefit sharing method. The benefit sharing is

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distinctive in that it does not generally require an expansion in productivity or potentially benefit
over the standard. Workers may partake in a level of the benefits, when a foreordained point (eg
earn back the original investment after charges) is come to (Stettina & Hörz, 2015). It might
seem like the appropriation of benefits by an agreeable; however, it is not the equivalent because
not the majority of the benefit is disseminated.
Training
The training session will mainly help the employees to get proper facilities from the business
authorities. The training session is also a kind of gain sharing program. Increase sharing projects
are generally connected to authoritative (or 'gathering’ execution, are a reward for expanded
efficiency, and additionally benefit far beyond past (or ‘ordinary’ organization execution.
Representatives may share similarly in the 'gain' (Kaiser, El Arbi & Ahlemann, 2015). The
advantage sharing is particular in that it doesn't for the most part require a development in
profitability or possibly advantage over the standard. Specialists may share in a dimension of the
advantages, when a predestined point (eg gain back the first venture after charges) is come to. It
may appear the apportionment of advantages by a pleasing; anyway it is not the equal in light of
the fact that not most of the advantage is scattered.
Wages of the employees
The salary of the employees is one of the most effective remuneration programs that the
managers of the firm mainly follow (Kock, Heising & Gemünden, 2015). For the time being, the
reward estimation of such plans may give off an impression of being negligible, and this is not
their motivation. Such projects are intended to be appealing to, and compensate, longer-serving
workers and the genuine advantages may not be felt until abdication or retirement time.

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Portfolio Part B
Performance management system
The performance management system will mainly help the authorities of an organisation to
consider all the necessary requirements that are required for developing the performance of the
employees. The preferred position sharing is specific in that it does not generally require
advancement in gainfulness or perhaps advantage over the standard. Pros may partake in a
component of the focal points, when a foreordained point is come to (Johannes, 2017). It might
show up the division of preferences by a satisfying, in any case it is not the equivalent in light of
the way that not the vast majority of the preferred position is dispersed.
Negotiations
The negotiation will mainly help the authorities of the organisation to negotiate among
themselves for developing the performance of the employees. The agent offer ownership plans
are planned to allow specialists with to guarantee some part of the business by being financial
specialists of veritable or 'replicator' shares (Thakur & Workman, 2016).
Practices
The training session will mainly help the employees to gather information by which they can
maximise their performance. In addition, the training session is also very important for the
employees who are willing to work for the development of the firm (Costantino, Di Gravio &
Nonino, 2015). The instructional course will for the most part help the workers to get appropriate
offices from the business specialists. The instructional course is additionally a sort of gain
sharing program. Increment sharing activities are commonly associated with definitive execution

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and are a reward for extended effectiveness and advantage a long ways past association
execution.
Regulations and Fair Work
The implementation of proper rules and regulations will mainly help the employees to gain a
competitive position within the business. The favoured position sharing is explicit in that it does
not require headway in profit or maybe advantage over the standard. Geniuses may share in a
part of the central focuses, when a predestined point is come to (Schipper & Silvius, 2018). It
may show up the division of inclinations by a wonderful, regardless it is not the proportionate in
light of the manner in which that not by far most of the favoured position is scattered.
Behaviour
The employees must try to possess some good behaviour towards the business authorities. The
good behaviour will mainly help the employees to maintain a positive business environment
(Chourmouziadis & Chatzoglou, 2016). The operator offer proprietorship plans are wanted to
permit experts with to promise some piece of the business by being monetary masters of
veritable or 'replicator' shares. Various structures exist, running from offer choices where the
representative is allowed the thoughts for a clear expense and activities the choice to pay the rest
of a later date, to completely paid offers where the operator dispenses completely paid plans to
the agent (Chourmouziadis & Chatzoglou, 2016). Furthermore, by counselling with the staff, the
business experts of an association will probably build up an appropriate business process so the
representatives can expand their presentation. Another strategy that can likewise be actualized is
the advantage sharing technique.

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References
Alford, R. M., Luchtenberg, K. F., & Reddie, W. D. (2018). Portfolio Management and Earnings
Management: Evidence from Property and Casualty Insurers. Journal of Accounting &
Finance (2158-3625), 18(4).
Chandra, P. (2017). Investment analysis and portfolio management. McGraw-Hill Education.
Chourmouziadis, K., & Chatzoglou, P. D. (2016). An intelligent short term stock trading fuzzy
system for assisting investors in portfolio management. Expert Systems with
Applications, 43, 298-311.
Costantino, F., Di Gravio, G., & Nonino, F. (2015). Project selection in project portfolio
management: An artificial neural network model based on critical success
factors. International Journal of Project Management, 33(8), 1744-1754.
Johannes, R. L. (2017). U.S. Patent Application No. 15/369,486.
Kaiser, M. G., El Arbi, F., & Ahlemann, F. (2015). Successful project portfolio management
beyond project selection techniques: Understanding the role of structural
alignment. International Journal of Project Management, 33(1), 126-139.
Kock, A., Heising, W., & Gemünden, H. G. (2015). How ideation portfolio management
influences front‐end success. Journal of Product Innovation Management, 32(4), 539-
555.
Schipper, R. R., & Silvius, A. G. (2018). Towards a conceptual framework for sustainable
project portfolio management. International Journal of Project Organisation and
Management, 10(3), 191-221.
Stettina, C. J., & Hörz, J. (2015). Agile portfolio management: An empirical perspective on the
practice in use. International Journal of Project Management, 33(1), 140-152.

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Thakur, R., & Workman, L. (2016). Customer portfolio management (CPM) for improved
customer relationship management (CRM): Are your customers platinum, gold, silver, or
bronze?. Journal of Business Research, 69(10), 4095-4102.